Theme 1


Theme 1 – Diverse teams produce better results

Diversity Team and Organisational Culture

Diversity is an essential aspect of the contemporary societies; management effectively in an organization will improve the profitability of the organization. For example, the social media presents managers with an opportunity to meet and interact with people from diverse cultures. Facebook, for example, people exchange ideas and methods of work out problems through providing the managers with an opportunity to select the best ways of solving the situations. However, as mentioned above diversity requires efficient management in order to improve the productivity of an organization (Pickton and Broderick, 2005). Diversity creates a unique organization involved of people from different cultural backgrounds working together for the same goals. Effective management skills in order to help the integration process that create a cohesive working environment as described below.

Social Media Logotype Background

Social networks such as Facebook and Twitter provide manager with a platform to interact with people from different backgrounds. The technologies facilitate enhanced communication through allowing the managers to obtain ideas from different people immediately. Therefore, the manager needs to present sufficient management skills which will include interpersonal skills in order to achieve integration at the workplace. With effective management skills, the managers develop a suitable culture at the organization. Organizational cultures need always consider the diversity of the employees. For example, such a culture makes all the employees overcome retrogressive features of their cultures and encourage them to adopt relevant features of the organizational culture that safeguards the profitability of the organization. The managers need to develop effective communication channels at the organization that the employees readily exchange their ideas thereby developing a culture of improved consultations both among themselves and with their managers. This makes production among other operations at the organization cost effective since they minimize errors thereby facilitating increased productivity (Thomas, 2009).

An organizational culture is a vital management tool that helps determine the conduciveness of the workplace. This refers to the values the managers instil in their workforce in order to safeguard the production at the organization. After recruiting employees from diverse cultures, the managers must find a way of unifying their diversity through a single culture at the organization. However, in developing an organizational culture, the management must ascribe to specific values that safeguard the productivity at the organization (Müller, 2010). The culture adopted by the organization must promote official communication between the employees and the management. In addition, the organizational culture needs to allow space for informal groupings at the organization. Through such groupings, employees share the issues that affect their productivity thereby proving the management with an opportunity to evaluate the effects of every policy they either formulate or implement at the organisation.

Communication is an equally essential feature in organisational cultures. A culture adopted by the Organisation must encourage the free exchange from the employees and the top management. This means that the management needs to develop efficient channels of communication at the organisation in order to encourage the employees to represent themselves. Furthermore, the advantages of diversity are that it presents multiple solutions to the problems at the organization. Customers and employees in the organization have a solution for the problems at the organization. Therefore, the management needs to develop efficient tools of getting the thoughts and ideas of the several employees. For instance, when employees feel not good in the formulation of policies that influence them at the organization, they begin feeling unappreciated and are likely to become disobedient to the management. In other word, attitudes result in industrial conflict since they exhibit the inability of the management to harmonize the diversity at the organization (Homburg, Sabine and Harley, 2009).

Managers use their knowledge of diversity to improve productivity in the organization. Human resource is the primary resource in any organization. Motivation of employees becomes necessary in the promotion of productivity at the organization. Managers can only motivate their employees effectively if they understand the diversity the employees possess. By understanding the diversity the employees possess, the management becomes capable of designing compensation packages and effective interactions with their respective employees. In this way, they become appreciative of every employee through sustaining the productivity and effectiveness of the organization (Fargus, 2000). The knowledge of diversity presents various cost effective solutions to solving the daily operational problems at the organization. Therefore, the managers need to interact effectively with the employees and encourage their output that develop realistic solutions to the problems the employees face. This motivates the employees improving their productivity.

To sum up, diversity is a necessary aspect of the contemporary society following from the features of both urbanization and globalization. Managers recognize the diversities at the organization and apply to improve the productivity. The management needs to determine ways of motivating their employees in a bid to facilitate efficiency of service delivery (Painter, 2012). With effective knowledge of diversity, the management develops effective organizational cultures that will motivate every employee in the organization through improving productivity.


References List

Fargus, P. (2000) Measuring and improving employee motivation. London: Financial Times Prentice Hall.

Homburg, C., Sabine, K., and Harley, K. (2009). Marketing Management – A Contemporary  Perspective .New Jersey: John Wiley and Sons

Müller, C. (2010). Employee motivation an incentives at Apple: Do incentives really help to motivate employees?. Norderstedt: GRIN Verlag.

Painter, R. et all. (2012). Cases and Materials on Employment law, Oxford,Oxford University Press.

Pickton, D. and  Broderick, A. (2005). Integrated Marketing Communications.London: FT Pearson.

Thomas, K. W. (2009). Intrinsic motivation at work: What really drives employee engagement.San Francisco: Berrett-Koehler Publishers.


6 thoughts on “Theme 1

    • Thank you for your comment 🙂
      I can show you an example.
      Like i mention the culture thing in my blog, people may have different culture background.
      Hence, if managers mismanage it will become a big problem

    • Well…I think it depend on different situation.
      Power, for example.
      In China, the employees alway listen to their leaders or managers, that’s really helpful for the leader/manage. However, in my opinion I think oftentimes they are afraid of their leader/manage. Therefore, I can not say power is absolutely or truly helpful…

    • Skills…
      For me I think most important is how to get along with the employees if i am a manager.
      How to find the strength of my employees. In addition, communication is also important.

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