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Organizational Behavior's Role in Management and Diversity in Organizations

Chapter One: Introduction

Diversity in the workplace can hugely benefit a company by making the employees for

the firm as diverse as the customer base. Most company embraces diversity through

consideration of organization behavior in n hiring people from different culture, ethnic, ability,

gender, and sex. JJ Tech is a company that provides information technology services and

products, and it has a good reputation in embracing the multicultural aspect. Incorporating these

aspects create diversity to bring new perspective and ideas to an organization that traditionally

has been run by a homogeneous group of whites (Ashikali & Groeneveld, 758). With the correct

and proper management and plenty of time, diverse groups raise the efficacy of production over

that of homogeneous culture as it increases productivity. The manner of establishing diversity

relates to the manner at which relates to employee skills and knowledge about a specific-related

problem that leads to productivity. Organization behavior through Human resource employee

tactic to employ people from multicultural and diverse groups to increase innovative ideas

enhances the growth of the company. Diversity in age, functional background along with

education is in limited nature of diversity that maximizes group cohesiveness. Therefore, the

important part is to understand the role of organizational behavior in management and the way

diversity have an impact on managing the multicultural organization.

Research question
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- How organization behavior does plays a role in establishing a multicultural

organization IT companies?

- Why is it necessary for an organization to embrace diversity and manage its

productivity IT companies?

Aim

The aim of the research is to give insight into the role the organization promotes diversity

to increase productivity ion IT companies. Also, diversity in an organization must be guided by

the organization behavior to motivate the employee to work as a team and share ideas to create

an innovative environment that enhances growth and productivity.

Chapter Two: Review of the Literature

The diversity of people in the workforce is real in various areas process in an

organization. The diversity has been found to work optimally in marketing, operations, and

innovation. According to Ashikali & Groeneveld (758), found that managing diversity then

becomes a planning and implementing the organization system and the practices associated with

in controlling people so that the demerits of diversity are eliminated while maximizing

innovative ideas. The human resource and the organization behavior aspect enable flexibility in

an organization in that heterogeneity foresters creativity. According to Trittin and Schoeneborn

argues that different groups have unique ways of solving problem, making a multicultural

workforce to have a different and appropriate solution in decision making to provide a high level

of perilous analysis (318). Moreover, efficiency and economic management provide an

opportunity to establish status as a choice of employers. To manage diversity in the workers of

IT company, a manager requires to put into consideration that, the employees are from different

ethnic background, culture, religion, and personalities.

Furthermore, diversity is those human qualities and attitudes that differ from ourselves

and can affect many human actions like performance, motivation, and interaction with others

(Trittin and Schoeneborn, 312). Diversity is in a dynamic motion from the past years and will

increase even more in the next years. The strategy is being used by competing organization in IT

business and is taking place through actions of using resources to manage (Llopis np.). Many

benefits can be acquired through proper management of organization behavior towards diversity

in the workforce. Since employment is always on demand, there is an increase in HR to select

skilled individual and adapt to that culture.

According to Rice book in 2015 indicate that the objectives of a company always is to

create equal opportunity within the workforce, but also make it clear to our customers, to our

shareholders, to everyone who does business with the bank how we feel about inclusion, how

important it is (56). Therefore, they created the Diversity Renewal Council in JJ Tech. The

diversity council focuses on overseeing, implementing, and increasing diversity throughout the

company. Trittin and Schoeneborn in 2015 on diversity as a philosophy indicated that employers

have several goals set and a particular focus on the plight of the four designated groups within

the workforce, women, Aboriginals, and visible minorities and people with disabilities (314). To

ensure continued diversity and to achieve these goals are met, they have implemented several

programs and initiatives.

According to Li et al. research on cultural diversity and creativity suggested that the

adaptability of individuals from different background and ethnic groups who might bring

innovative ideas and use them brings experience and knowledge for diverse customers (172).

The diversity in the workforce brings with it increasing skills and experiences, such as languages

and cultures, providing consumers services at they deserve. In this manner, a variety of distinct
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and innovative ideas can come from the multicultural workforce and solve problems using

diverse ways and procedures to increase productivity and create a good brand reputation

(Ashikali & Groeneveld (758). An understanding employee will then understand that some of the

cultures do not put into consideration into something. Hence, an individual might share the same

values and ideas, but the way they utilize them is different.

Chapter Three: Methodology

The research method that will be used is a qualitative descriptive study. The research will

use interviews and questionnaires to collect tangible data. The questionnaires will be distributed

to the participant of the study. The interviews will be a short and close-ended question to the

people. During the process, it will be necessary to keep the information of the respondent

confidence.

The sample size of the population of the study will be selected from JJ Tech Company

and its subsidiaries. The respondent or the commuters will be briefed about the research and

given the conditions and their views to participate in the process. The inclusion criteria will be

employee between 21 years and 65 years. Both male and female will be selected from the

company and should indicate about their culture, religion and if they have special needs. The

population of the study will be 300 individuals. They will consist of employees and managers.

Then the data will also be collected from the previous employment list of the people to

compare the expense of the diversity in the organization. Also, the participants will be asked

about their experience in the organization, the extent at which management promote their ability,

whether they conform to the management or if they experience harassment or bullying in the

organization. Also, they will be asked about their relationship with other employees from

different background and whether it is good to work in a multicultural organization.

After collecting the data from the questionnaires and interviews form the participants, it

will be discussed to understand the importance and expend at which diversity is growing.

The independent variables would be diversity and management, while the dependent

variable would be the experience of working in a multicultural environment. However, the

ethical consideration of being kept in place to protect the confidentiality and privacy of the

respondent. Also, the psychological conditional and social issue would be discussed with the

individual participant to understand if they are willing to be part of the research.

Chapter Four: Discussion

It occurs that Forward-thinking companies not only recognize this but, also pride

themselves on taking the initiative to prioritize introducing strategies and ways to continue

implementing diversity into the workplace and the company’s core values (Trittin and

Schoeneborn 308). One particular company who has taken great strides to ensure that diversity is

a part of their daily practices.

At JJ Tech women represent 59.7% of the overall workforce. JJ TECH’s focus is the

increase in the representation of women in leadership and executive management roles. It has

occurred that from the interviews JJ Tech has launched pilot programs that embrace women from

a different culture to participate at senior levels (Flinchbaugh, Valenzuela & Li 523). The

intention of the partnership is aimed at hastening the development of professionalism through

regular training and embracing the way different people work and perform their task. Women,

through the interviews, indicated that they had been promoted. About 88 % of the women in the

company have acquired promotion recently.

The results showed that visible minorities are represented. JJ Tech is an organization that

not only cares about the inclusion of visible minority employees but also about developing them
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to grow and get the highest job categories inside the company. Although between 2013 and

2014, the number of visible minorities in JJ Tech decreased by 0.6%, they still have a high rate

of representation, 33.6% in 2014 compared with other organizations. JJ Tech has striven to

provide opportunities to visible minority employees. Therefore, 165 of employees have been

promoted to middle management positions representing an increase of 5.7% compared to 2013

People with disabilities in JJ Tech are continually working to increase the representation of

people with disabilities in the workplace; this is a job where Human Resources play an essential

part. JJ Tech takes this matter very seriously. Thus they launched an annual initiative to create

awareness among employees to show them the importance of declaring as a person with a

disability. The rate of representation in JJ Tech of people with disabilities has risen to 3.4%; it

was a significant increase from 2.8% in 2013.

Clearly, the finding also shows that the majority of the people working in the

organization are from different part of the country and culture. However, the minority and people

with special needs are not presented as well. Since the company deals with technology an

information science, people with special needs should be brought forth and may influence the

company in coming with advance aiding devices. Also, the employee perception was

determined as there were cases of employees towards diversity and had an effect on the way they

perceived the company. Most of the group that had complained about having less diversity was

few since they thought that diversity and the company becoming a multicultural organization

could embrace every person from all diverse background.

However, the employer and the supervisor indicated that the number of people with

disability, not mentally ill was increasing. The reason was that about 5% of people with

disability in the company have proven productive. Also, concerning the personal values attached
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to diversity along with the associated management. The finding indicated that respondents

concerning their gender as well as categories passives values positively and did not essentially

differ from the insight of receptivity and diversity management. However, the issue of people

working with diverse groups sometimes brings discrimination or looking down upon the

disadvantaged group. However, the employees through the interviews said they often go for team

building and discipline sessions.

Chapter Five: Conclusion

Regarding the diversity of a company, it is clear to assume that the research survey

identified at least partially, the significance of understanding the issues that influence the

implementation of the concept of diversity in an organization. The data used was from the

employee and supervisors of JJ Tech. Also, organization behavior places an important role in

engaging the management with proper skills and roles that are associated with employees. Then

the management understands the type of workforce that is needed to create diversity in the

workplace. The most important thing is creating a multicultural workforce that shares similar

ideas but uses them differently. Then concerning JJJ Tech, the company has understood the value

of diversity in the workforce, but the program of employee people with diversity is not

considered. Hence, innovativeness usually takes the structure of persistence, spasmodic

innovation along with ceaseless innovation. However, women reported to be presented and even

acquiring senior ranks, visible disadvantage group, and people of color are integrated into the

company. Hence, through the improvement of diversity in the company, it is acquiring the

mandate to facilitate. Innovation becomes a driving force for organizational change, and it

executes changes in strategies of the workforce through diversity and enables the company to

sustain the market position.

Works Cited

Ashikali, T., & Groeneveld, S. (2015). Diversity management for all? An empirical analysis of

diversity management outcomes across groups. Personnel Review, 44(5), 757-780.

Flinchbaugh, Carol, Marcus A. Valenzuela, and Pingshu Li. "Developing employee socio-

technical flexibility in a multigenerational workforce." Journal of Management &

Organization 24.4 (2018): 517-532.

Li, Ci‐Rong, et al. "A multilevel model of team cultural diversity and creativity: The role of

climate for inclusion." The Journal of Creative Behavior 51.2 (2017): 163-179.

Llopis, Grenn. “Diversity Management Is the Key to Growth: Make It Authentic.” Forbes. 2011.

Web https://www.forbes.com/sites/glennllopis/2011/06/13/diversity-management-is-the-

key-to-growth-make-it-authentic/#172dd1c266f3

Rice, Mitchell F. Diversity and public administration. ME Sharpe, 2015.

Trittin, Hannah, and Dennis Schoeneborn. "Diversity as polyphony: Reconceptualizing diversity

management from a communication-centered perspective." Journal of Business

Ethics 144.2 (2017): 305-322.