Literature Review Diversity at Workplace

Question: Discuss about the Literature Review for Diversity at Workplace. Answer: Introduction: The Literature on diversity in workplace is reviewed to determine the issues related to complexity at workplace and also to identify ways in management of diversity and training. This literature review focus on number of matters related to literature review such as definition of diversity, theories of workforce diversity, trends of diversity, weakness and benefits of diversity, and diversity training. Many authors defined diversity in their own concept but not even a single definition cover all the elements of diversity at workplace. Subsequently, this paper is concluded with brief conclusion. Literature Review-Diversity at Workplace: According to Morrison (1992), diversity is divided in four levels: first level stated that diversity is the balance of racial, ethical and sexual elements. Second level stated that diversity is the understanding of other cultures, third level defines diversity as cultural and divergent values, and fourth level stated that diversity includes cultural, sub cultural and divergent values. Griggs (1995) divided diversity into primary and secondary dimensions. Primary dimension define human differences which are inborn and these dimension includes age, ethnicity, gender, physical abilities, race and sexual orientation. It is not possible for human beings to change their primary dimensions. Secondary dimensions include that can be changed by human being and it includes education, geographic location, military experience, etc[1]. The literature review on workplace diversity stated three different theoretical frameworks for determining the impact of workplace diversity. First theory is related to social categorization and this theory is defined by Turner (1987) as categorization of human beings on the basis of gender, ethnicity or age, and it result in stereotyping which are based on these differences. Berscheid Walster (1978) stated that second theory is similarity and attraction theory, and according to this theory similarity is assert on salient or non-salient attributes such as race and values which increase the interpersonal attraction and attachment. Third theory is related to information and decision making which evaluates the impact of information distribution and expertise on work teams (Wittenbaum Stasser, 1996). Above stated theories result in different and contradictory effect of diversity on the performance of group or individual. (Michala, Deanne, Paul, Janique 2003). Social categorization theory and similarity attraction theory reflect negative effects such as reduction in the group communication, increase in labor turnover, and decreased satisfaction and commitment. However, third theory information and decision making predicts positive effect of diversity because teams which are more diverged process the information in different manner as members of the team have different ideas (Williams O'Reilly, 1998; Cox, 1993; Pollar Gonzalez, 1994)[2]. Things are little different in 2015, and trends related to workplace diversity are changed. According to Selena Rezvani (2015), a Deloitte report published in 2014 covering many trends related to HR, and this report stated that Diversity was the least important issue considered by leaders as compared to other matters of HR. following are some trends of workplace diversity in 2015 that is CEOs of the company directly address the issue of workplace diversity, now definition of diversity is completely changed, nor semantics are not that much subtle, technology improve number of things, and many more[3]. There is human tendency to favor those peoples who are similar to them because people feel more comfortable to be in surroundings which are similar to them (Avery, 1979; Wexley Nemeroff, 1974). This is the only reason that mangers hire, promote and make project assignments with those to who they can relate instead of those who are different from them. For example womens and people of color receive less attention of mangers as compared to other employees because of uncertainty of feedback and result (Jamieson O'Mara, 1991; Jones, 1982). It is not possible for women and other people of color to improve their job performance in the absence of feedback, and problems are continuously escalated till they are solved. Womens and people of colors are also not invited for after activities of business which improve the relation between employee and employer and help in making informal decisions of business. as result they feel outsiders, which lead to personal and professional conflicts at workplace (Dunnette Motowidlo, 1982; Hymowitz, 1989; Rosener, 1986; Schwartz, 1989)[4]. Wheeler (1994) defined diversity training and stated that this training varies from organization to organization, and training in every organization is influenced with the way in which organization understand and treat this matter. Wheeler further stated that from the corporate perspective diversity training is defined as raising personal awareness among individuals related to differences between individuals in the workplace and how they can use these differences to enhance the way people work together. Whereas, organizations used number of methods to manage the diversity at workplace, and diversity training is the most used strategy by organizations. According to Michael R, there are different forms of diversity training such as encounter-type retreats or quiet consciousness-raising sessions. He also stated some points which are directly related to diversity training: certification of values, perceptual differences, case studies, personal experience and morals. Knouse and Dansby (1999), states that those organizations which practice diversity will lead to increase synergy among employees, contacts, and members of staff on different roles and tasks. Valuation of diversity means that differences present at workplace are not absolute in nature and these differences helps the organization to be more effective because they are depends on different perspectives to find the best solution of problem. Weakness of cultural diversity in the workplace is individuals at workplace indulge in personal conflicts with each other because individuals who are culturally diverse have different opinions, norms, values, beliefs, customs, trends, and traditions. These differences are shown with the passage of time in the workplace. Personality of human beings includes number of dimensions and these dimensions are exists under the deep surface. These qualities result in actual essence of diversity among individuals (Gillian Coote Martin)[5]. Conclusion: After so many discussions on diversity at workplace there is still confusion on this term under organizations. Definitions of diversity include different levels and sources but these definitions do not state any difference between functional diversity and social diversity. Because of lack of difference there are number of organizations which are not able to understand this issue properly and fails in adopting the successful diversity operations. The impact of diversity is negative as well positive. Positive attributes of diversity includes strong knowledge which are based on cultural experience of individuals and these effects are depend on the management of cultural diversity issues by management and leaders in organization. After conducting the proper planning leaders can ensure more positive effects of cultural diversity as compared to negative effects. After analyzing the view points of different authors it is clear that issue of diversity is not clear and this will result in problems related to understanding the definition of diversity for practice. Bibliography Journals Wentling, R. M. Rivas, P. M. (1997). Diversity in the workforce: A literature review. National Center for Research in Vocational Education. MDS-934, pp 3. Magazine Rezvani, S. (2015). Five Trends Driving Workplace Diversity In 2015. Retrieved on 3rd February 2017 from: https://www.forbes.com/sites/work-in-progress/2015/02/03/20768/#8e2d75334c98. Book Cascio, W. F. (1982). Applied psychology in personnel management. Reston, VA: Reston Publishing Company. Website The Conference Board of Canada. Workplace Diversity Research. Reyrieved on 3rd February 2017 from: https://www.conferenceboard.ca/topics/humanresource/diversity.aspx.