Management Essays on Managing Diversity in the Workforce

Managing Diversity in the Workforce

Diversity among the employees means that they have different views concerning different situations. This is because of the fact that they come from different religions, ethnic background and age groups. The organization needs to have a leveled playing ground for these employees and create a favorable environment so that they can focus and achieve the goals of the firm. Managers in this case, need to focus on issues about discrimination, favoritism and communication. This ensures that they are in a position to manage group diversity within the employees. Recruitment process should be based on individual qualification but not their cultural or ethnic background affiliations. By doing so, an organization will be able to achieve its goals through incorporating and exploiting the diverse talents in their employees.


Effective communication is very important for the achievement of the organization goals and objectives. Managers are required to put into place communication channels that allow information to flow smoothly within the organization. Proper Communication to the employees about the goals and their expected performance helps in clearing the air in the organization. Employees can now perform to their level best by integrating their knowledge and innovation in conducting their day-to-day duties in the organization. Emotional and social communication helps in combating negative effects such as social isolation and discrimination among the workers (DiTomaso & Post, 2010). Managers should also encourage workers from different cultural background to work together in groups. These focus groups should be created by the organization in a way that each group is able to incorporate all the views of different workers. Cultural awareness meeting and language lessons are necessary and should be conducted in the organization in a manner that they integrate different cultures. It enhances and promotes organizational performance because employees are able to share their cultural experiences.

The manner in which different cultures receive information is very crucial to the managers. Some employees may take communication coming from their supervisors very serious while other may be concerned with manager’s communication. Therefore, managers will organize themselves and plan on communication process and media to be followed by the firm. Communication is very important to an organizational set up due to the following reasons. One of the reasons is that, it helps to pass messages to the employees about the expected standard performance. Another role of communication is that, it expresses the feeling and emotion of workers that may bring negative effects to the organization. In addition, managers and supervisors are in a position to solve cultural hitches that may arise in the event of conducting business.

An example is in a situation where an organization has employed more than five hundred employees from different cultures. For our case, we will focus on one of the coca cola company associates that are involved in multinational operations. The organization plans and holds cultural meeting in order to communicate the negative effects of different cultural practices to the organization goals and objectives. The company makes sure that all the employees are comfortable in their work place by providing the necessary resources. Coca-Cola Company is one of the oldest beverages company in the world that has diverse employees in terms of culture and religion. Through employee’s contribution to the welfare of the organization, the company has been able to establish itself in almost all the countries in the world.


Feedback is one of the tools used to measure the effectiveness of the communication process and efficiency of the workers. Organization may conduct interviews, surveys, meetings and job evaluation to ascertain the challenges that their employees are facing in the organization. After collecting the information, stakeholders come up with a plan to deal with the situations in such a way that they address the limitations that affect productivity of the employees (Beham, Straub, & Schwalbach, 2012). Individual employee’s performance is evaluated and depending on the performance, he or she may get an appraisal or punishment. However, the process should be fairly conducted and based on the performance and not cultural and ethnic diversity. Appraisal means that good performance is rewarded by promoting workers while punishment should be focused at improving employee’s performance. They should be encourage to work extra hard by training them. The importance of feedback is to solve cultural impediments that may bring negative effects to the organization.

A case point of feedback communication to the employees is where a company comes up with an appraisal process, which focuses on the employee’s performance. Employees who attain their personal goals in the organization are rewarded by public appreciation and incentives. These employees are motivated to an extent that they work so hard to achieve their goals as they are regarded and viewed as best performers. Poor performance on the other hand, is discouraged by public humiliation so that they strive to improve their performance. To avert the ordeal the organization may come up with a plan to train these employees in an attempt to increase their productivity. Furthermore, managers may communicate to the employees by holding cultural meeting. These meeting will bring up discussion on cultural drawbacks that affects the organization.


Beham, B., Straub, C., & Schwalbach, J. (2012). Managing diversity in organizations. Wiesbaden, Germany: Gabler.

DiTomaso, N., & Post, C. (2010). Diversity in the workforce. Amsterdam: Elsevier JAI.