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The three types are: In the monolithic organization, the amount of structural integration the presence of persons from different cultural groups in a single organization is minimal.
This type of organization may have minority members within the workforce, but not in positions of leadership and power. This type of organization seeks to empower those from a marginalized standpoint to encourage opportunities for promotion and positions of leadership.
The study from Joseph and Selvarajfound out the organization with different genders can provide a better performance than the single-gender workplace environment. The multicultural organization not only contains many different cultural groups or different genders, but it values this diversity.
It encourages healthy conflict as a source of avoiding groupthink. Trait-leadership theory suggests that leadership is dependent on physical and social attributes of the individual and greatly based on European cultures. Walck defines managing diversity in the workplace as "Negotiating interaction across culturally diverse groups, and contriving to get along in an environment business plan of different company symbols by cultural diversity".
On the other hand, advocates of diversity claim without presenting evidence that diversity will bring substantial potential benefits such as better decision making and improved problem solving, greater creativity and innovation, which leads to enhanced product development, and more successful marketing to different types of customers.
Standpoint theory gives a voice to those in a position to see patterns of behavior that those immersed in the culture have difficulty acknowledging.
His models demonstrated that heterogeneous teams consistently out-performed homogeneous teams on a variety of tasks. Page points out, however, that diversity in teamwork is not always simple and that there are many challenges to fostering an inclusive environment in the workplace for diversity of thought and ideas.
Challenges[ edit ] One of the greatest challenges an organization has when trying to adopt a more inclusive environment is assimilation for any member outside the dominant group.
The interplay between power, ideology, and discursive acts which reinforce the hegemonic structure of organizations is the subject of much study.
Often these individuals are mentored and coached to adopt the necessary traits for inclusion into the privileged group as opposed to being embraced for their differences.
The State of the Field", Marlene G.
Fine explains that "those who assimilate are denied the ability to express their genuine selves in the workplace; they are forced to repress significant parts of their lives within a social context that frames a large part of their daily encounters with other people".
Fine goes on to mention that "People who spend significant amounts of energy coping with an alien environment have less energy left to do their jobs. Assimilation does not just create a situation in which people who are different are likely to fail, it also decreases the productivity of organizations".
Another challenge faced by organizations striving to foster a more diverse workforce is the management of a diverse population. Managing diversity is more than simply acknowledging differences in people.
A major challenge is miscommunication within an organization. Fine reported a study of "work groups that were culturally diverse and found that cross-cultural differences led to miscommunication".
The meaning of a message can never be completely shared because no two individuals experience events in exactly the same way. Even when native and non-native speakers are exposed to the same messages, they may interpret the information differently.
These skills include self-monitoringempathyand strategic decision-making. Maintaining a culture which supports the idea of employee voice especially for marginalized group members is another challenge for diverse organisation. When the organizational environment is not supportive of dissenting viewpoints, employees may choose to remain silent for fear of repercussions,  or they may seek alternative safe avenues to express their concerns and frustrations such as on-line forums and affinity group meetings.Before the class has read or seen the play, give the following introduction: The three years and eight months of the Second World War were probably the most glorious period in U.S.
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