UNIVERSITY OF WALES INSTITUTE CARDIFFMaster of Business Administration

MBA 400

PEOPLE AND ORGANISATION

(Assignment 1)

Lecturer : Dr. Shawn Wong

Student’s Name : Mohammed Atik

Student ID Number : 0912/6094

Submission Date : 19/10/2010

Content

1. Introduction 3

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2. Definition of diversity 4

3. Present Scenario 4

4. Critical Analysis 5

5. Challenges of diversity in the work places 6

7. Critical discussion of the factor to successful tool of management

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8. Motivation 7

9. Ethnic origins 12

10. Social and cultural factor 15

11. Conclusion 17

12. References 18

IntroductionWorkforce Diversity is the concept that organizations are becoming more heterogeneous in terms of gender, race, ethnicity and inclusion of other diverse groups.(Stephen P.robbin) The world’s increasing globalization requires more interaction among people from diverse cultures, beliefs, and backgrounds than ever before. People no longer live and work in an insular marketplace they are now part of a worldwide economy with competition

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coming from nearly every continent. For this reason, profit and non-profit organizations need diversity to become more creative and open to change. Maximizing and capitalizing on workplace diversity has become an important issue for management today. Stephen G. Butler, co-chair of the business Higher Education forum believes that diversity is an invaluable competitive asset that any country cannot afford to ignore. Managing and valuing diversity is a key component of effective people management, which can improve workplaces productivity. In this assignment I will explain the difference types and how workforce diversity plays a key role in being an effective group member or an effective team player. Will be focuses on motivation, ethical and social cultural.

Definition of diversity

Does diversity by race, gender ethnicity motivation or any thing else improve organization performance?

Finding the reliable answer to this question is difficult because people define diversity is different and conflicting way .consequently an increasingly diverse workforces is variously viewed as opportunity, threat, problem fad or even non issue. These disparate views lead people to manage work forces diversity is distinct ways, resulting in different cost and benefit .despite the claim by some that there is one best way to mange a diverse work force there is little agreement on what is it. By (P .Dass & B. Parker article on strategies for managing human resource diversity 2005)

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PRESENT SCENARIO: how diversity take places ISSUES IN INDIA

India is one of the countries which have been beneficiary of the globalization process. This is evident from the considerable rise since the adoption of globalization policies in its gross domestic product, foreign direct investment, share in world trade, and the contribution of service sector to the economy. These indicators are also reflective of a higher degree of integration of the Indian economy in the global village. Since more and more multinational companies (MNCs) have started their operations in India, they want to know the peculiarities and idiosyncrasies of the Indian workforce and how it could be motivated to contribute its best to the organizational goals. Thus, Diversity Management and organizational justice issues are bound to become more critical than before. Freedom of speech and willingness to disagree are essential for fostering creativity and innovation. Since Indian human capital is known to be of high caliber, Indian companies have to eventually realize the importance of investing in diversity management and thus go beyond legal compliance. (Newspaper article from TIME Ascent 23 oct 2009pg.3)

CRITICAL ANALYSISBenefits of workplaces diversity

(R. Mondy and Robert M. Noe disused no the article on human resources of management 9th edu.2006) an organization success and competitiveness depends upon its ability to embrace diversity and realize the benefits. When organizations actively assess their handling of workplace diversity issues, develop and implement diversity plans, multiple benefits are reported such as:

Increased adaptability; Organization employing a diverse workforce can supply a greater variety of solutions to problems in service, sourcing, and allocation of resources. Employees from diverse backgrounds bring individual talents and experiences in suggesting ideas that are flexible in adapting to fluctuating markets and customer demands.

More effective execution; Companies that encourage diversity in the workplace inspire all of their employees to perform to their highest ability.

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Company-wide strategies can then be executed; resulting in higher productivity, profit, and return on investment.

Challenges of Diversity in the workplaces;

Taking full advantage of the benefits of diversity in the workplace is not without its challenges. Some of those challenges are: Communication: Perceptual, cultural and language barriers need to be overcome for diversity programs to succeed. Ineffective communication of key objectives results in confusion, lack of teamwork, and low morale. Resistance to change: There are always employees who will refuse to accept the fact that the social and cultural makeup of their workplace is changing. The “we’ve always done it this way” mentality silences new ideas and inhibits progress. Mistrust and tension: People prefer to associate with others who are like themselves. This tendency often leads to mistrust and misunderstanding of those who are different because of lack of contact and low familiarity. It also causes stress and tension, and reaching agreement on problems can be difficult (K. Aswathappa Human resources and personal management 4th edu.2006)

Conclusion A diverse workforce is a reflection of a changing world and marketplace. Diverse work teams bring high value to organizations. Respecting individual differences will benefit the workplace by creating a competitive edge and increasing work productivity. Diversity management benefits associates by

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creating a fair and safe environment where everyone has access to

opportunities and challenges.

Critical discussion of the factor to successful tool to management

MotivationAccording to Edwin B Flippo, “Motivation is the process of attempting to influence others to do their work through the possibility of gain or rewardMotivation is a force that drives people to do things. Employees are normally motivated to achieve their needs, whatever they may include. Motivation is inside another person's head and heart. It may be intrinsic or extrinsic. This is what we call motivation. Employees of a company will be motivated if they associate certain incentives with an activity of work.

According to M.R. Jones, “Motivation is concerned with how behavior gets started, is started is energized, is sustained, is directed, is stopped and what kind of subjective reaction is present in the organism while all this is going on.”

Motivation is the driving force that moves us to pursue a certain goal, or trigger a particular action. It is present in all of life’s functions. Eating is motivated by hunger, reading is motivated by the need for knowledge or entertainment. Motivation can be result of anything from reward to coercion.There are two main types of motivation: intrinsic and extrinsic. Intrinsic motivation comes from within oneself. You feel intrinsic motivation when you want to do something for your own personal gain, like pursuing your desires, discovering more about certain things that you find interesting, or the things

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you see as important in life. Extrinsic motivation when you are required to do something as a result of external factors. (Gary Vurnum disuse about motivation on motivation book.)

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Sources of http://positivesharing.com

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Theories of motivation

Stephen .P. Robinson disuse in this book organizational behaviour chapter

basics motivation there are 3 specific theories were formulated during this

period ,which although heavily attacked now questionable in terms of validity

are probably still the best know explanations for employees motivation these

are hierarchy of need theory , theories X and Y and the two factor theory The

content theories of work motivation explain the nature of motivation in terms

of types of need that people experience. The concept of motivation is

explained by the fact that people have certain fundamental needs, both

physiological and psychological in nature and that are motivated to engage

in activities that would satisfy these needs.

McGregor and Maslow's hierarchy

McGregor's work was based on Maslow's hierarchy of needs. He grouped

Maslow's hierarchy into "lower order" (Theory X) needs and "higher order"

(Theory Y) needs. He suggested that management could use either set of

needs to motivate employees

Conclusion Today the theories are seldom used explicitly, largely because the insights they provided have influenced and been incorporated by further generations of management theorists and practitioners. More commonly, workplaces are described as "hard" versus "soft." Taken too literally any such dichotomy including Theory X and Y seem to represent unrealistic extremes. Most employees (and managers) fall somewhere in between these poles. Naturally, McGregor was well aware of the heuristic as opposed to literal way in which such distinctions are useful. Theory X and Theory Y are still important terms in the field of management and motivation. Recent studies have questioned the rigidity of the model, but McGregor's X-Y Theory remains a guiding principle of positive approaches to management, to organizational development, and to improving organizational culture

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Ethnic originThe concept of ethnic origin is an attempt to classify people, not according to their current nationality, but according to where their ancestors came from. For example somebody living in a monocultures environment, speaking

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English for example and clearly a member of an English-speaking cultural milieu, may be descended from immigrants speaking some other language and still participate in some of aspects their culture (ALBERTO ALESINA and ELIANA LA FERRARA) survey and assess the literature on the positive and negative effects of ethnic diversity on economic policies and outcomes. Our focus is on communities of different size and organizational structure, such as countries, cities in developed countries, and villages and groups in developing countries. We also consider the endogenous formation of political jurisdictions and highlight several open issues in need of further research, in particular the endogenous formation of ethnic identity and the measurement of ethnic diversity.

According to R. Wayne Mondy, ‘ethics is the discipline dealing with what is good and bad, or right and wrong or with moral duty and obligation’.

According to John Donaldson, ‘business ethics is the systematic study of moral/ethical matters pertaining to business, industry or related activities, institutions, or practices and beliefs’.

Three ethical decisions An individual can use 3 different criteria in making ethical choices the 1st is utilitarian Criterion in which decision are made solely on basis of their outcome or consequences. 2nd is ethical criterion is on focuses on righty, this call on individuals to make decisions consistent with fundamental liberties and privileges as set forth in document such as the Bill of righty. 3rd is criterion is to f criteria focuses on justice this is requires individual to impose and enforces rule fairly and impartially so that there is an equitable distribution of benefit and cost (Stephen P. Robinson 2005, edu. pg, 158) Business ethics can demand that organizations examine it business towards theoutside world. It should take into consideration the ethical reasoning, ethical applications and morality. For example, the moral philosophy of the business manager, which does affects the business manager’s ethical beliefs. This moral philosophy is pertaining to the overall belief system, which is behind the individual’s perceptions of right and wrong It’s very important that employees quaint themselves with moral philosophy, ethical reasoning, especially when it come to application of the ethics of the business and management, Cuizon G, (2009 Jan 29,).

Why is discrimination an ethical issue?

Because it’s at the core of fairness in the workplace. The concepts of fairness are incorporated around the world, further more in the United States it is considered to be “an inalienable” right. The United States government has made several attempts to ensure fairness and justice; the word “trust” is

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on every piece of currency. The pledge of Allegiance declares “with liberty and justice for all” The U.S. entire legal system also has justice and the protection of all individuals rights as its cornerstone. Most people expect fairness from organizations in general, but especially from their employers. Trevino L. and Nelson K. (2007) Title VII of the Civil Right Act of 1964 prohibits discrimination among many things race, colour, and national origin. It also prohibits s a employer todiscriminate against an employee by retaliating against an employee whohas either complained of such discrimination or has engaged in any other activity.

Why is discrimination an ethical issue is because its at the core of fairness in the workplaces? Williams T (2008)

Another ethical issue in the workplace , which is sexual harassment that should not betolerated by any employee. There is one type of harassment in the workplace which iscalled quid pro quo “something for something.” An example of this type of sexualharassment is when a supervisor promises an employee a promotion if the employeegoes on a date with him or her. Another form of sexual harassment in the workplace iswhen sexual favours are the requirement to advance. This form of harassment in theworkplace is when the working environment is very hostile toward an employee. Whenthis type of harassment is done to an employee, it is done to make the employee feel very uncomfortable and treated with unwelcome activities which is related to their sexuality.The Equal Opportunity Commission now requires all organization with 15 or moreemployees to have an sexual harassment policy and to train employees in this issue. (L.Trevino and K. Nelson, K., Wiley, 2007).

ConculionBusiness ethics is the behavior that a business organization conducts on a day today basis dealings with the world. These ethics of much particular business can bediverse. These apply not only to how the business interacts with the world as a whole, but also to their one-on-one daily dealings with a single customer. (Wisegeek) Business can also be a form of applied ethics which will scrutinize ethical principles, morals and

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ethical problem which may occur in our business environment and organizations. There’s also pressures which the application of the business ethics that have been exerted through enactment of the new laws and initiatives.

Social and cultural factor Cultural diversity includes the range of ways in which people experience a unique group identity, which includes gender, sexual orientation, race, ethnic and age. An organization’s culture tends to determine the extent to which it is culturally diverse

It represents a common perception held by the organization’s members. Just as tribal cultures have rules and taboos that dictate how members will act toward each other and outsiders, organizations have cultures that govern how its members should behave. In every organization, there are systems or patterns of values, symbols, rituals, myths, and practices that have evolved over time. Theses hared values determine to a large degree what employees see and how they respond to their world. When confronted with problems or work issues, the organizational culture –the way we do things around here- influences what employees can do and how they conceptualize, define, analyze, and resolve issues.

Research suggests that there are seven dimensions that capture the essence of an organization’s culture that are described in the figure. Each of the characteristics exists on a continuum from low to high. Appraising an organization on these seven dimensions gives a composite picture of the organization’s culture. In many organizations, one of these cultural dimensions often rises above the others and essentially shapes the organization’s personality and the way organizational members do their work (disuse in the article Cultural Diversity & Negotiations by R. Asrain 2005)

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Challenges of diversity in the workplace in cultural

There are challenges to managing a diverse work population. Managing diversity is more than simply acknowledging differences in people.(Vaughn ,Billy(2006)

According to the journal Cultural Diversity in the Workplace: The State of the Field, Marlene G. Fine explains that "Assimilation into the dominant organizational culture is a strategy that has had serious negative consequences for individuals in organizations and the organizations themselves. Those who assimilate are denied the ability to express their genuine selves in the workplace; they are forced to repress significant parts of their lives within a social context that frames a large part of their daily encounters with other people." She goes on to mention that "People who spend significant amounts of energy coping with an alien environment have less energy left to do their jobs. Assimilation does not just create a situation in which people who are different are likely to fail; it also decreases the productivity of organizations (Fine, Marlene G.1980) Many organizational theorists have suggested reasons that work-teams highly diverse in work-relevant characteristics can be difficult to motivate and manage. There are many challenges which face culturally diverse workplaces, and a major challenge is miscommunication within an organization. In an article entitled Developing Receiver-Centered Communication in Diverse Organizations, written by Judi Brownell, she explains that meanings of messages can never be completely shared because no two individuals experience events in exactly the same way. Even when native and non-native speakers are exposed to the same messages, they may interpret the information differently (Brownell, Judi 2003) ConclusionCulture has its own norms, custom, and expectation for behaviour, success in an international organization depends on ones ability to understand the cross-cultural issues especially those concerning the integration of diverse workforces.

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Conclusion

A Global diverse workforce has come of age an organization are realizing the

fact that they can use them to their advantage. The wave of multiculturalism

is here to stay and cannot be ignored. Even more so when it has been

proved that it is beneficial for the organization. Organizations have realized

the seriousness and sensitivity of the issue. They not only value diversity but

celebrate it. From recruitment to diversity training organizations face a

number of challenges. A strong corporate culture will help to unite the

employees on a common platform setting aside their differences and align

them with the objectives of the organization. Communication plays a vital

role in managing a global workforce. It will assist the employees and the

management to accept diversity and celebrate it. Communication of

employees and the top management should take place on a regular basis.

Organizations should make policies that have a global perspective; provide

an environment of equity with equal growth opportunities to the employees

regardless of different backgrounds to have a dedicated and valuable

workforce. Only then organizations will be able to reap the benefits of a

global workforce. A diverse workforce can become an organization’s secret

weapon to success.

References

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BibliographyK.Aswathappa, 2007. Human Resources and personal managment. 4th ed. new delhi: Mc grawhill.

Noe, R.M.a.R.M., 2006. Human resources managment. 9th ed. dehli : pearson eduction.

Treviño Linda K. and Nelson Katherine A. (2007) Managing Business Ethics. StraightTalk About How To Do It Right, Fourth Edition: John Wiley & Sons: Retrieved from TherEsource page the University of Phoenix Student and Faculty Web site at http://ecampus.phoenix.edu

Cuizon Gwendolyn (2009 Jan 29,) What is Business Ethics: What is Ethical Principles Practiced in Business; Retrieved on october 20, 2010 from http://businessmanagement.suite101.com/article.cfm/what_is_business_ethics

Weinstein B, (2008 September 12,). Downsizing 101: Charged with giving the bad news? Here are your ethical responsibilities http://www.businessweek.com/managing/content/sep2008/ca20080912_135498.h tml Williams T. (2008 August 25,). AT & T Loses Workplace Racial Discrimination Case

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