Author: Sakshi Jadhav
Roll no. : 0222082
Literature Review:
Racial/Ethnic Differences in Employee.
Kang et al. (2023) states that employees should allowed to share their perception in the organization so, there will more employee engagement work, job satisfaction among employee. Perceived organization performance (POP) is related with the employee’s attitude and behavior in the work place. Employees who find that their (POP) is not good in the organization they don’t stay long in that organization and which demotivate them to not do others works in the organization. Employees in the organization make differences in the race and religion among employees or white and non-white. These differences between employees tends to decrease organization performance. (Kang et al. 2023)
THE EFFECTS OF RACIAL DIVERSITY.
Richard et al. (2021) states that racial diversity differences in the lower and upper management level. The racial diversity congruence in both lower and upper levels helps to improved more productivity in the firm. As there are employees from different diversity they have different opinion, thoughts, ideas which helps the organization to grow. Whereas, the incongruences between the lower and the upper homogeneous has a very lower productivity in the firm.( Richard et al.2021)
Homosexuality and the Labor Market.
Machado et al. (2022) states that the relationship between homosexuality and labor market. People tend to not disclose their identity in the organization. As, if they disclose it they may not get selected in the organization or other employees may harassed them in the workplace. Many workers, due to their sexuality they try to work in the labor market as they think there will be discrimination more in the organization and their professional career will be harmed. But in some companies, they are encouraging LGBT employees and giving them more opportunity in the working environment and motivating them to be around and feel safe. (Machado et al. 2022)
Interracial Differences in Turnover Intentions.
Chordiya Rashmi (2022) states that the racial discrimination between white peoples, Black, indigenous, and Employees of colour (BIEOC) in the workplace. The organizations should understand the difficulties the employees are facing in their turnover. The organizations should treat fair and should have equality among the employees. Different practices, policies should implement in workplace. As, the organization can create pro-diversity and justice oriented management which can reduce the turnover intention of employees in the workplace.( Chordiya 2022)
Cultural Diversity and Risk Management.
Hanna Lim & Blake Gray (2022) states that planners should know more about their employees. As religious taboos is risk manager, when communicating with the clients. While muslim are not accepting halal life insurance option while, Chinese clients with their cultural norms. By understanding all the cultural issues, risk management can find all the solution to their clients so they can protect their families and themselves.( Lim & Gray 2022)
PRODUCT INNOVATION AND EDUCATIONAL DIVERSITY.
Torben Schubert & Sam Tavassoli (2020) states that the diversity in the Top Management Team (TMT) and the Middle Management Team (MMT) and it’s affects in the organization. Lower level managers can also have ideas which can increase the growth of the firm. Whereas, TMT are there for the innovations ideas and MMT implements these innovations ideas related to their activities which can affects in future. But most of the organization adopt the upper echelons theory for their diversity. The article suggests that focusing on the upper echelons can reduce the risk of the diversity. By having different diversity employees in the workplace their will be innovative ideas, different educational background. (Schubert & Tavassoli 2020)
External Environment and Cross-Sector Differences.
Austin M. McCrea et al. (2022) states that the importance of external environment and the sectors differences among them. Organization must consider the external environment while making the diversity management strategies. Racial diversity can affects because of their heterogeneous demand to get the services. Diversity is used to decrease the cultural differences among the employees and it helps to have a good relationship and trust around the workplace. If the cross sectors diversity moves in the similar direction for e.g *MeToo if it is not implemented properly. Stakeholders are considered as most focusing in shaping the diversity management. (Mc Crea et al. 2022)
Merit, Diversity, and Performance.
Sanghee Park & Jiaqi Liang (2020) states that how the effects of merits principle works on governmental performances and whether the diversity management moderate this performances. As, merit and diversity management have their separate impact in the organizations. If an organization has more diverse employees in their organization they can have more merit based performances in their organization. Workforce diversity on performances can be different depending upon their specific location. In organization entry and exist of the employee are based on the merit based performances rather than their prejudices. Whether the diversity management enhance the merit based in the achieving individual performance. (Park & Liang 2020)
The Effects of Being a Female Supervisor, Supportive Leadership.
Kwang Bin Bae et al. (2019) states that working in telework can affect the performance of female which can also demotivate and affects the organization performance. Female who are eligible but cannot use telework program have lower job satisfaction rather than the male who are not eligible to use telework programs. Female supervisor can keep the work environment in a very systematic work environment. Due to which the employee who are not willing to participate in the telework or not eligible can also work because of the surrounding they are working around, which helps to reduce the non-participation in the telework program. When the employees don’t get support from their family members , but they have supportive leaders in he workplace which can help them to reduce the family conflicts. And thus, can also decrease the no-participation of the employee from the telework. Supportive leader and diversity management can decrease the non-participation of the employee who are eligible and willing to do telework. Female supervisor who participate in leadership can reduce the employees who are not willing to participate in the telework.( Bae et al. 2019)
WOMEN’S REPRESENTATION IN MANAGEMENT.
Mary E. Graham et al. (2017) states that differences in gender diversity management and how important the women presence are there at the top and the low level management. Qualified women should have a right to access equal opportunity in the organization and should break the glass ceiling. Increasing women representation in the organization can encourage others women to participate more and contribute more to the organization. Women position at the top level may have less affects than the one who are there at the bottom level hierarchy. (Graham et al. 2017)
Conclusion
The importance of the diversity management in the work environment, increasing performance in the organization, gender diversity and giving equal opportunity to all the employees in the organization. All these things can create a better workplace in the organization and will have a greater diverse people in the organization. Encouraging women representation, Supportive leadership, supervisor in remote work environment. Organization with maximum diverse management with different educational backgrounds, sectors, locations will have more innovative ideas in the workplace.
Reference
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