Creation of the core competency

With the ramified economic changes and changing business structure, every organization may face issues related to diverse workforce in the business organization. This report will reveal the benefits and challenges associated with the diverse workforce in organization which might positively and negatively impact the business functioning of organization. The conventional wisdom in organization focuses on implementing the strategies and work on the basis of general belief and set theories.  Workplace diversity is defined as employees working in organization are from different culture, views, and perceptions (Mencl, and Lester, 2014).  

It is the statement divulging the fact that employees working in the value chain activities are from different culture, views, and perceptions and work together to achieve the set objectives and goals. Many big organizations have benefited their work program by using the workplace diversity G. E. capital, Wesfarmers and JB Hi-Fi Company have created core competency by promoting the innovation and efficient work program based on the diversified work program. The workplace diversity is very much required in this ramified business world. It helps company to come up with the newly defined work program and also promote the employee intervention in the business growth and development (Mencl, and Lester, 2014).  

It is analyzed that organization’s success and competitiveness is dependent upon the ability to embrace diversity, realization of benefits and other possible outcomes which company could have from the undertaken work.  There are several benefits which company could have from the workplace diversity in its value chain activities.

Creation of the core competency

With the experienced diversified expert employees in the value chain activities, company could easily develop core competency in product differentiation and product leadership skills from its undertaken work. It might be helpful for the organization to lower down the cost of its production and promote the innovation and creation in its business process program (Mencl, and Lester, 2014).  

Increased business adaptability

It is considered that employing diverse workforce could be used to supply greater variety of the problem solving methods. It will help in team building, promoting the matrix project team and efficiently allocation of the resources in different teams.

Broader service range

It is analyzed that diversity in the employee skills and experience will help company to strengthen its employee development program and also assist in customizing its offered products and services on international level.

More effective business mechanism

Companies which are indulged in promoting the diversity in the workplace always have efficient employees who have highest ability in their field of working. It could be used by company to widen their strategic views and strengthen the productivity, profit and return on capital employed (Downey, et al. 2015).

Increased business adaptability

Promotional of the innovation

It is found that convention wisdom could only help company to sustain its business in long run but by using the workplace diversity, Company could easily strengthen its business program and also promote the innovation and creation with the adaptable business program. The diverse workforce employees are always inclined towards achieving the success by using the advance technologies and innovative strategic plans.

Team building approach

By using the diversified employee workforce in organization, management could easily bifurcate the team in different groups and it would be useful to take key ideas from this team. It will be beneficial for the Organizaiton to estimate the future risk and losses by strengthen the team building through diversified workforce program (Barak, 2016).

Every single act and strategy in the business has its own demerits and taking full advantage of the undertaken benefits of the diversity in the workface is not without its identified challenges. Many organizations such as G. E. capital, Wesfarmers and JB Hi-Fi Company have benefited their work program by using the workplace diversity but they have also faced several challenges.

With the increasing business workplace diversity, many employees and management might face issue of the communication.  It is analyzed that different perception, language barriers and other issues of the business may be one of the hurdle while setting up the strengthen communication in the business work program. It is found that ineffective communication may lead to destruction of the business and failure to achieve the certain goals and objectives (Hsiao, Auld, and Ma, 2015).

The workplace diversity leads to complication in the business and many employees face issues related coordinated work program. There are several employees who will refuse to accept the particular decision and those changes which will bring to change in their traditional work approach (Markey, et al. 2018).

It could be the overriding challenges and issues to the diversity advocates. It is analyzed that when company wants to implement the workplace rules and policies in its business then it may result to changes in the employee assessment program and also negatively implements the strategic approach of organization. It is analyzed that it may negatively impact the customized strategic view point of the management if the implemented policies and strategies found against the employee diversity workplace program (Riccucci, 2018).

It is analyzed that diversity training program along cannot be sufficient for the business diversity management plan of the organization.  The main issue arises when company fails to set up coordination in the set work program and undertaken diversity workplace. It may also be hard for the organization to implement the effective communication in the business which may negatively impact the business growth and negatively impact the business outcomes (Guillaume, et al. 2017). 

Broader service range

Company must set up strong creative and innovative strategic work program to create culture of the diversity that permits diversity in workplace in every department (Harrison, and Klein, 2007).

It is analyzed that when employees are facing diversified issues in its business then it might negatively impact the business growth in long run. It is analyzed that due to the increased employee conflict in organization based on the different perception, ideas, values and thoughts, it might negatively impact the business growth and also negatively impact the sustainability of the organization.

There are several steps which could be used by organisation to lower down the employee diversity issues in the business program.

Assessment of diversity in the workplace

It is required to asses and evaluates the diversity process as an integral part of the management system. Company could adapt towards the orgnaizational structured work program by implementing the standards code of conduct and work structure program for employees to eliminate these risks. It will help management of company to justify single act of other employees and force them all to undertake particular acts on the set objectives and goals (Jackson, and Joshi, 2014).

Setting re-assessment program for mitigating the identified issues and challenges

If company faces issues in its business then it might negatively impact the business problems and may also negatively impact the business growth. Employees might face issues due to the different diversity and work issues. Therefore, by implementing the proper re-assessment program, management could easily identify where employees are facing diversity issues.

Promoting diversity in the workplace plan

It is analyzed that company should focus on comprehensive reporting program and team work appraisal to eliminate the diversity issues in workplace.

Customized business policies and program

It is analyzed that personal commitment of the executive and managerial teams must be promoted to strengthen the diversity policies and organizational objectives. If all the employees are treated equal then it will promote them to strengthen their work program with the innovation and creation (Kossek, Lobel, and Brown, 2016).

It is considered that when organization actively assess their handling of the workplace, diversity issues and develop business plan then multiple benefits are reported to strengthen the business outcomes and lower down the diversity issues in organization.

Conclusion

Diversity may be encompasses race, gender, ethics groups, age personality and cognitive style. It does not only involve how employees will perceive themselves but how they are going to react while working with each other. Nonetheless, organizational policies, external factors and organizational culture also have high level of impact on the organizational employee diversity

References

Barak, M. E. M. (2016). Managing diversity: Toward a globally inclusive workplace. Sage Publications.

Downey, S. N., van der Werff, L., Thomas, K. M., and Plaut, V. C. (2015). The role of diversity practices and inclusion in promoting trust and employee engagement. Journal of Applied Social Psychology, 45(1), 35-44.

Guillaume, Y. R., Dawson, J. F., Otaye?Ebede, L., Woods, S. A., and West, M. A. (2017). Harnessing demographic differences in organizations: What moderates the effects of workplace diversity?. Journal of Organizational Behavior, 38(2), 276-303.

Harrison, D. A., and Klein, K. J. (2007). What’s the difference? Diversity constructs as separation, variety, or disparity in organizations. Academy of management review, 32(4), 1199-1228.

Hsiao, A., Auld, C., and Ma, E. (2015). Perceived organizational diversity and employee behavior. International Journal of Hospitality Management, 48, 102-112.

Jackson, S. E., and Joshi, A. (2014). Diversity in social context: a multi?attribute, multilevel analysis of team diversity and sales performance. Journal of Organizational Behavior: The International Journal of Industrial, Occupational and Organizational Psychology and Behavior, 25(6), 675-702.

Kossek, E. E., Lobel, S. A., and Brown, J. (2016). Human resource strategies to manage workforce diversity. Handbook of workplace diversity, 53-74.

Markey, R., Gollan, P., Hodkinson, A., Chouraqui, A., and Veersma, U. (Eds.). (2018). Models of Employee Participation in a Changing Global Environment: Diversity and Interaction: Diversity and Interaction. Routledge.

Mencl, J., and Lester, S. W. (2014). More alike than different: What generations value and how the values affect employee workplace perceptions. Journal of Leadership and Organizational Studies, 21(3), 257-272.

Riccucci, N. (2018). Managing Diversity In Public Sector Workforces: Essentials Of Public Policy And Administration Series. Routledge.