The paradox of diversity management, creativity and innovation (original) (raw)
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Diverse management, creativity and innovation
Creativity and Innovation in Business and Education, 2015
Modern organizations need new forms of acting in very competitive environment. Customers' requirements and needs are changing rapidly and the pressure from rivals is becoming even more compelling. The crucial aspect of functioning of every organization is to find its own way of being recognizable on the market. One way is to focus on creativity in order to offer novel products and business solutions, introducing new methods of running business processes. Creativity is strictly connected to people as they are the source of new ideas, concepts and applications. Creativity may be born easily in diverse circumstances. Introducing instruments for sustaining and promoting diversity may be one of the directions of management of creativity. The article is focused on chosen aspects of diversity which may support creativity and innovation, and presents the role of management in this matter.
2018
Workforce diversity is one of valuable asset for every business that seeks competitive advantage globally.Prior research found that advancement in workforce diversity enhance besides hindrance to organization performance.Deterioration to handle workforce diversity leads to organization collapse.In order to be successful, organization needs to effectively manage workforce diversity. This study, develops theoretical framework that extend prior research by explore how workforce diversity (functional background diversity, educational background diversity, organizational tenure diversity) and knowledge sharing influences organizational creativity.Main objective of the study advances by examining how workforce diversity affects organizational creativity.The specific objective of study analyze the effects of functional background diversity, educational level diversity, organizational tenure diversity) towards organizational creativity and the moderating role of knowledge sharing.Current st...
Workforce Diversity: A Strenght or a Conflict?
2013
As the economy becomes increasingly global, our workforce becomes increasingly diverse. Organizational success and competitiveness will depend on the ability to manage diversity in the workplace effectively. This study is devoted to the cause of workplace diversity and tries to seek out the initiatives taken by the Organizations these days to encounter the challenging issue of workplace diversity. No doubt we are going global but the question is that are we able to considerably keep ourselves abreast with the dynamism required to reap the benefits of globalization. The data collected for the purpose of the study is with the help of structured questionnaire. The statistical tool Z-test has been used to find out the statistical inferences and finally conclude the study undertaken. Key words: workforce, diversity, strength, conflict
Managing Diversity in Organisations
The literature on policies, procedures, and practices of diversity management in organizations is currently fragmented and often contradictory in highlighting what is effective diversity management, and which organizational and societal factors facilitate or hinder its implementation. In order to provide a comprehensive and cohesive view of diversity management in organizations, we develop a multilevel model informed by the social identity approach that explains, on the basis of a work motivation logic, the processes by, and the conditions under which employee dissimilarity within diverse work groups is related to innovation, effectiveness, and well-being. Building on this new model, we then identify those work group factors (e.g., climate for inclusion and supervisory leadership), organizational factors (e.g., diversity management policies and procedures, and top management's diversity beliefs), and societal factors (e.g., legislation, socioeconomic situation, and culture) that are likely to contribute to the effective management of diversity in organizations. In our discussion of the theoretical implications of the proposed model, we offer a set of propositions to serve as a guide for future research. We conclude with a discussion of possible limitations of the model and practical implications for managing diversity in organizations.
IMPLICATIONS OF WORKFORCE DIVERSITY ON ORGANISATIONAL PERFORMANCE
Organisations are established to achieve certain predetermined goals and objectives. To pursue these goals and objectives, the services of people are employed, engaged and exchanged for monthly pay. Naturally, people are born with their peculiarities, uniqueness and differentials. It is this distinguishing features and composition that they join an organisation with.
A Study on Effect of Employee Diversity on Organizational Performance
International Journal of Professional Business Review
Purpose: The purpose of this study is to investigate the effect of employee diversity on organizational performance. Theoretical framework: The study is based on the diversity-performance relationship theory, which suggests that a diverse workforce can lead to improved organizational performance. Design/methodology/approach: The study employs a quantitative research design and utilizes survey data collected from employees and managers in multiple organizations. The data is analyzed using statistical methods to examine the relationship between employee diversity and organizational performance. Findings: The findings indicate that organizations with a diverse workforce tend to have higher levels of organizational performance, as measured by factors such as productivity, innovation, and employee satisfaction. Research, practical and social implications: The study has important implications for organizations, as it suggests that actively promoting diversity can lead to improved ...
Leveraging Diversity for Competitive Advantage
Impact of Diversity on Organization and Career Development, 2015
Competitive advantage is attained through talent development and management. Talented employees seek career advancement, change, and success. Organization leaders must integrate organization and career development into their strategic plans and can no longer exclude diverse individuals with talent nor diversity of thought. Key themes are revealed in this chapter to assist with elimination of institutional barriers that limit the success of diverse employees.
Workplace Diversity: A Resource or a Source of Conflict?
SpringerBriefs in Psychology, 2014
Diverse workforces have become more than a reality in contemporary workplaces under conditions of increasing globalization and migration. Diversity as a concept is invested with a variety of meanings and connotations, encompasses multiple dimensions and entails different group and organizational outcomes. Extant literature has so far focused on specifying the relationship between diversity and performance, identifying various beneficial, as well as detrimental outcomes and suggesting variables that are in a position to moderate this relationship. Most importantly, organizational interventions in view of managing diversity as an important business issue tend to occupy a critical position among other established HR practices, thus claiming more legitimacy and further organizational support.