In business and enterprises, there has been witnessed a number of issues. Taking a look at the present condition of business industry, it wont be wrong to say that world is becoming a global village. Industrial revolution provided an opportunity to people to work in other countries. Industrialization and globalization, no doubt are providing a great opportunity for personal and organizational growth but at the same time, at present, an issue has been witnessed that is plaguing at international level. Diversity is one of the current issues that businesses are struggling with. According to a subset of human capital planning, diversity in the current scenario is bringing many challenges. People are being hired by various organizations who may belong from other cultures and nations. Diversity among employees makes it difficult for them to see things from a common perspective. At the same time, their differences do not let them agree upon one point which becomes a cause of disagreement among them.
Employees and top management when found it difficult to have a common point of agreement, businesses suffer a lot. Clashes and rivalry is a factor that helps in identifying and investigating this issue of diversity that most of the businesses and enterprises are facing. It has generally been seen that workplace diversity is something that affects the team spirit, productivity and learning capabilities as well. Racism and cultural diversity have become few of top current issues that HR management of various enterprises and businesses are trying to mitigate. Diversity in business and enterprises has emerged as a subject that gained increased attention in the last few years.
Researches show that unfair prejudice against people of different ethnicity, religion and colours impact the overall performance of the business. Lack of respect for diversity is one of the elements that give rise to this current issue of diversity. In most of the organizations, employees lack the spirit to accept the difference i.e. ethnic, religious and cultural. According to the New York Times, there are only 5 African American CEOs out of Fortune 500 companies. A study that has been done by the University of Wisconsin shows that people with a name that sounds African-American, are 14 less likely to get a callback after applying in any company. One sad fact is, despite claiming that education is becoming an important tool in every country, nowhere this thing has been educated properly that diversity is not a negative factor, rather there is a need to accept this idea that diversity helps in taking better decisions. Diversity must be taken in positive sense as people from different countries, culture and religions give different and better ideas so that senior management could take all the proposed suggestions in account for taking an action.
For the growth of an organization and business, it has become important to educate employees, what diversity is and how it could be used in favour of business. It should be educated that diversity fosters the expansion of differing viewpoints and ideas that would work best for management while taking a final decision. People wanted to stay in a comfort zone but for some people, diversity is a factor that takes them away from their comfort zone and that becomes a cause of their irritation as well.
It is important to note why diversity is being considered as current issue in the field of business and enterprises. There is a list of disadvantages that has made diversity one of the most affecting issues at present. At the time of hiring, managers do not focus much on leadership qualities that are required in any business. Diversity also makes many workers over-qualified for a job too. Diversity is an issue as it provides too many options and opinions as well. Diversity also lessens trust that is needed for the proper functioning of an organization. One of the major factors that have made diversity current issue is problems in communication. In most cases, it has been seen that language becomes the main source of difference and distance among people having cultural diversity at the workplace. Another major concern that has been noticed is the rise in the complaints when initiatives are taken while considering diversity. Different habits and beliefs of employees result in some issues that impact the overall performance of the organization. Investigation of diversity in business and enterprises shows that employees face many issues that may affect their personal life as well. At some workplaces where employees are discriminated because of their colour, culture and religion, many questions raised against the management and HR strategies.
It is the responsibility of HR to look into all matters that affect the productivity and functioning of any organization. Investigation shows that HR needs to make strategies that would bring employees close to each other despite taking into account difference among them. There are various ways through which these issues could be effectively resolved. Gatherings should be arranged. All the cultural festivities must be celebrated for brining employees close to each other. Family dinner is another way that would increase respect among the employees as they would get a chance to see people how they meet and treat each other which would enable them to accept others more easily. It is the need of the hour that HR had to come on the front foot for resolving this issue of diversity so that employees could consider themselves a part of each other.
Primary sources of information on current issue
Sources are the means that provide information regarding a certain issue. It has been witnessed that there are two types of information sources as far as business and enterprises are concerned. A primary source is the one from which required information could be access directly. In the case of this current issue, organizations, disputes, low rates of productivity, lack of agreement of employees on a common point and clashes among them could be considered primary sources of information.
There are some other primary sources for getting information as well regarding this issue. Primary sources include interviews, eyewitness accounts, autobiographies and exit sessions of employees who left. In simple words, it could be said that primary sources are the ones through which direct information of an environment could be collected. Internal sources are the best sources that observe situations very closely. The primary sources also include the management and HR personnel who observe the changes in the working style, attitude and productivity of the employees. Disputes are the primary sources that indicate how important it is to educate employees about the advantages of diversity. Exit interviews are the main primary sources of information as they let the management know about circumstances under which employee works.
The secondary source of information about current issue
Secondary sources that could be used for getting information about the most highlighted issue of the present time are articles, journals, researches and studies. During the last few decades with the advancement of time, industrialization and globalization urged many writers, channels and researches to make researches on this subject. Many agencies are conducting random studies for knowing the point of view of people regarding the issue of diversity in enterprises and organizations.
As mentioned in one of the above examples, the New York Times, published their report regarding the issue of diversity at the workplace. Likewise, there are numbers of reports that could be used as a secondary source for getting information on this issue. Keeping the increasing concerns of HR personnel regarding diversity in consideration, experts paid much attention to this emerging issue. Business and enterprises that want to mitigate the unhealthy effects of diversity by inculcating in employees a positive sense prefer researches and studies for knowing how this issue affects. Secondary sources not only inform about the challenge of diversity but also studies provide effective solutions for eradicating and mitigating this issue at international level.
So as a whole, it could be promulgated that in todays world, numbers of issues are there but one most threatening issues that are plaguing business and enterprises at the international level is diversity. The harsh reality is that diversity though could be used in a positive sense but unfortunately, it is used in a negative sense. Diversity being perceived negatively, cast serious effects on performance, productivity, employees relation and productivity of the whole organization. Studies claim that there is a need to educate people for taking diversity as positive things which would help in making any business successful. It has been seen that there are various techniques and strategies that HR could adopt for teaching employees how to see the positive side of diversity for letting it favour the business. Unfortunately, current stats of most of the organizations show that HR departments seem to fail for providing an environment where employees would treat people belonging to different cultures, nations and religions with respect.
References
ANJORIN, RASHIDAT, and Avni Jansari. Managing Cultural Diversity at Workplace. (2018).
Ashe, S., and James Nazroo. Equality, diversity and racism in the workplace A qualitative analysis of the 2015 race at work survey.Online http//hummedia. manchester. ac. uk/institutes/code/research/raceatwork/Equ...(accessed 7 April 2017)(2017).
Blanger, Jacques, Paul K. Edwards, and Larry Haiven, eds.Workplace industrial relations and the global challenge. Cornell University Press, 2019.
Bendl, Regine, Astrid Hainzl, and Heike Mensi-Klarbach. Diversity in the Workplace. InOxford Research Encyclopedia of Psychology. 2019.
Evans, Adam, and Harika Suklun. Workplace diversity and intercultural communication A phenomenological study.Cogent Business Management4, no. 1 (2017) 1408943.
Goswami, Senjuti, and Easwaramoorthy Rangaswamy. MANAGING CULTURAL DIVERSITY AT WORKPLACE THE HR CHALLENGE AND ITS IMPACT ON ORGANIZATIONAL PERFORMANCE-A STUDY OF SINGAPORE.International Journal on Recent Trends in Business and Tourism3, no. 2 (2019) 96-105.
Kim, Regina, Loriann Roberson, Marcello Russo, and Paola Briganti. Language Diversity, Nonnative Accents, and Their Consequences at the Workplace Recommendations for Individuals, Teams, and Organizations.The Journal of Applied Behavioral Science55, no. 1 (2019) 73-95.
Lee, Sandy. Power, performance and place a feminist analysis of encounters in the professional workplace.Gender, Place Culture26, no. 5 (2019) 762-766.
Page, Scott E.The diversity bonus How great teams pay off in the knowledge economy. Vol. 5. Princeton University Press, 2019.
Rice, Mitchell F.Diversity and public administration. ME Sharpe, 2015.
Shaw, Gina. Online Diversity Training May Have Limited Benefits, Study Finds So Whats Needed to Change Behavior.Neurology Today19, no. 12 (2019) 11-13.
Shepherd, Stephane M., Cynthia Willis-Esqueda, Danielle Newton, Diane Sivasubramaniam, and Yin Paradies. The challenge of cultural competence in the workplace perspectives of healthcare providers.BMC health services research19, no. 1 (2019) 135.
Stegall, Diana. CHALLENGE YOUR ASSUMPTIONS.Professional Safety64, no. 8 (2019) 6-6.
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