Term Paper PresentationOrganizational Behavior-I

Diversity In Organizations

Submitted By:Raghvendra Kumar-131206.

Navneet Vijaywargi-131207.

Anusha-131208.

Cherukuri Aditya-131209.

What is Diversity• Simply put, diversity means difference.• Diversity refers to the variety of observable and

unobservable similarities and differences among people. Eg: race, gender, age etc.

• In an employment context, it means ensuring that organizations recruit and retain the best person from the widest possible talent base regardless of gender sexual orientation, age, race, religion or disability.

• It also means that organizations should recognize different approaches are required for different people who have different needs and expectations.

Types of Diversity• Surface Level diversity: Surface-level diversity refers

to observable differences in people, including race, age, ethnicity, physical abilities, physical characteristics, and gender. Surface-level diversity reflects characteristics that are observable and known about people as soon as you see them.

• Deep Level Diversity: Deep-level diversity refers to individual differences that cannot be seen directly, including goals, values, personalities, decision-making styles, knowledge, skills, abilities, and attitudes. It takes more time to lean about these factors but have strong influence on organizational performance.

Surface Level diversity:• Age• Gender• Race• Ethnicity• Socio Economic background• Physical features• Physical abilities• Religion• Marital Status, etc.

Deep Level Diversity• Goals• Values• Personalities• Work preference• Decision making styles• Attitude• Knowledge & Skills.

Benefits of Workforce Diversity1) Increased Productivity

Brings in diverse different talents together working towards a common goal using different sets of skills.

2) Increased creativity and Problem solving

Every individual brings in their way of thinking, operating and solving problems and decision making.

3) Attract and Retain talent 

Add a competitive edge to any organization.

4) Help to build synergy in teams and enhances communication skills 

Brings in new attitudes and processes that profit the whole team.

5) It increases market share and create a satisfied diverse customer base.

Negative impact of Diversity• Conflicts: People often feel confused, threatened or even annoyed by

individuals with views and backgrounds very different from their own.

• Bureaucracy: Decision-making can be delayed due to diverging views.

• Unproductivity: When people lack things in common, could negatively affect the overall team spirit that is essential for reaching high-levels of productivity.

 

• Disunity: Everyone in the company might have a different opinion on the way business should be run and managed.

Managing a Diverse Workforce1. Generation gap: • Generation X (before 1976)• Generation Y , Echo Boomers or Millenniums( 1977-1994)• Generation Z (1995-2012)

It creates a communication gap because of LINGO, SLANG AND TECHNOLOGY. So it requires that Generation X and Y should get proper training by the organization.

Ex.- companies such as infosys , wipro, microsoft gives training to their employees on regular basis.

2. Gender :• Requirements of Man and Women are very different at work place.• Women require more safety and privacy at workplace so organizations should take care of this.• Organizations give minimum 12 weeks maternity leave to women.

Ex.- Google gives 18 weeks paid leave and up to 5 years unpaid leave.

3. Differently Abled: • They require special infrastructure for their convenience so organization

should build their building according to their accessibility .• The tasks should be allocated according to their ability.

Ex- Mostly software companies and service sector provide good environment for differently abled people.

4. Sexual orientation and Gender Identity: • Organizations should take care of their LGBT (lesbian, gay, bisexual, and

transgender) employees.

Ex- IBM believe that having strong transgender and gender identification policies is a natural extension of IBM’s corporate culture.

5. Intellectual Abilities:

There are many employees in organization whose Thinking, Reasoning and Problem solving approaches are different. Organization should give them freedom to think according to their own ways.

Ex.- Intel Inc. have given very much freedom to their employees for think differently.

6. Values, attitude, personality:

To manage deep level diversity organization should give individual training.

Ex.-

Conclusion

Thank You