Importance of Understanding Differences by Managers in a Business Setting - Research Paper Example

            It is difficult at times to make do with situations that ask for doing something which is just not happening. The same is the case with organizations where diversity is difficult to manage. The managers and professionals need to exactly pinpoint how the basis of cultural, ethnic, and gender differences within the midst of an organization need to be tackled. This is because they have to find out ways and means through which these differences could be kept away from an organization. Unquestionably, this is important because the cultural, ethnic and gender differences create serious issues within the management spheres, and have a number of problems for the people who are working to good effects within the realms of an organization. What this also points out is the fact that these issues need to be sorted out in a proactive way courtesy of the managers and professionals, allowing the negativities which creep within the relevant organizational settings. However, for the sake of an organization, what really matters is how the cultural, ethnic and gender differences impose variations, an aspect that is studied by human resource management and its related professionals.

            Diversity comes into the equation because people need to understand how others are feeling. This is in the form of properly finding out where the shortcomings are plaguing the relevant organizational domains and what best could be done to keep away the weaknesses. The element of diversity within an organization is much significant. This is because the cultural, ethnic and gender differences bring to light the notion of different ethnicities at play. Thus the rifts that arise are also understood (Lee, 2011). This is because people need to be more tolerant towards one another, which unfortunately is not the case in the time and age of today. Since it is a global rush of getting the work done by the business regimes, and that too in a small amount of time, the managers and professionals need to weigh in the positives alongside the negatives, and then move ahead with their own understanding of the cultural, ethnic and gender differences that exist at the workplace. This is because these differences highlight the basis of potential troubles that might surface at the workplace and that need to be looked upon with a sense of comprehension.

            Without a shadow of a doubt, this has come to the fore for the sake of the organizations that the cultural, ethnic and gender differences arise because the employees are not being handled in a proper way. If these employees know that they are bound by the organizational contracts, terms, and conditions, and are time and again told about it, there would be fewer instances of rifts and differences cropping up at the workplace realms. There is a need to set things right, and that too in the aptest manner possible. Adequate levels of analyses and suggestions should be made use of in order to get acquainted with the changing norms and conditions of the time because this is needed within the globally changing business dynamics (Bell, 2006). What remains significant is how the top management manifests its due role and what steps are undertaken by the human resources management department in the wake of the cultural, ethnic, and gender differences arising at the workplace settings within these organizations.

            Research has proven that it would be sound to state that diversity within organizations is a good omen and thus asking the employees to stay away from the cultural, ethnic and gender differences is sane and reasonable. The employees’ role is therefore exponentially enhanced within the related settings and the managers need to supervise where they are going wrong, and what could be done to correct them. The managers and professionals under such constructs should know exactly what they would like the employees to do and to commit to a collective good. Nevertheless, there are negativities and rifts within an organization which should always be tapped beforehand so that a proactive vision is elaborated upon with the facilitation of the people who matter the most within an organization, i.e. the employees themselves (Hsieh, 2011). This shall resolve the disputes and rifts that have come about due to the cultural, ethnic, and gender differences at the workplace.