Homework 1Article ReviewAlina LamsalMBA 513- Organizational Behavior & HR ManagementVirginia International UniversityDr. Theresa PoussaintJanuary 31, 2018 Diversityin organization can aid to evolve the alertness about the sexual, racial andethnical characteristics as well as help to handle the diverse organization ina proper way (Robins and Judge,2017). The first article discusses aboutdiversity along with it having its benefits in itself, certainly is sometimeshard to handle. Being hired in some companies should be dependent upon one’sperformance and ability to do anything rather than being a part of some group.
However, still people are judged impartially and being stereotyped. Hence,stereotypes are the most obvious way to guide the interviewers (Burrell,2016).You might face the stereotype threat if you are at minority in a certainsituation (Robins and Judge,2017) such as black and Hispanic men were rejectedfrom an interview stating that they lacked communication skill though theirperformances in other areas were brilliant. In the same case, white men wholacked communication skills were considered to be mentor able. Finally,it is quite hard to reconstruct the mind of people on how it is going on butrather their existing environment can be modified where they make a decision.Such process is known as choice architecture (Burrell,2016). The article tendsto end with the notion of an expression stating how can anyone award thesubstantial performance of the individual when they are in a diversified group?So, correspondingly, someone can be awarded for their performance by being understoodabout their contradictions so that the employee’s morale will be boostedtherefore they will accomplish their task properly. Likewise, other way to dothat is setting an intellectual test where their mathematical, communicational,speed, ability of reasoning, capability to judge as well as memory power arejudged (Robins and Judge,2017).
The article rather raised the existing problemsof diverse environment and also stated why these complications are stillexisting but provided less ways to solve those problems. In addition to what isincluded here we can use various other initiatives to manage the problems inrecruitment by forming a diversified hiring team, focusing university andcolleges for hiring and targeting certain groups who otherwise arediscriminated (Jayne & Dipboye, 2004)Nextarticle talks about the liaison between diversity in the organization and theachievement that the employees can get because of that. Further, it alsodiscusses about the rational ways that the organization can take so as toadminister the drive of diversity in the proper way (Jayne & Dipboye,2004). Nowadays the organization’s workforce has become a heterogenous blend ofgroups because of the trend of hiring employees of different gender, age andrace which is known as diversity (Robbins , 2017). However, focusing in diversity programs have been one ofthe trending topics in all the organizations nowadays. Thus, diversity programsinclude three major factors those are very essential to maintain the balancebetween the employees. Those factors can be known as: hiring an employee,containing them, and creating them from less known groups.
Furthermore, it providesvarious ways for the management of workforce such as: making commitment for themanagement, conducting the need assessment, making proper strategies and teambuilding. The article ends with the note of enhancement of the diversity in theworkplace might also lead to some problems of conflict and only diversitycannot guarantee sudden improvement in the performance of the employees (Jayne& Dipboye, 2004). Toconclude, this article really provided a good base on the diversity management.It also has catered various steps that Human Resource managers can abide by soas to bring positive result out of the diverse environment. Additionally, theclear picture of workforce problem has been mentioned here. Definitely, whileworking in a group there must a common perception in the way of doing work,frequent and subsequent communication is also very essential which willeventually help in completing the given tasks (Robbins & Judge 2017) whichis clearly mentioned in the article.ReferencesBurrell, L. (2016).
We Just Can’t Handle Diversity. (coverstory). Harvard Business Review, 94(7/8), 70-74.Jayne, M. E., & Dipboye, R. L.
(2004). Leveragingdiversity to improve business performance: Research findings andrecommendations for organizations. Human resource management, 43(4),409-424.Robbins, S.P. & Judge, T.A.
(2017). Organizationalbehavior (17th ed.) Upper Saddle River, NJ: Prentice Hall.