Diversity in Organizations - Assignment Example

Research Paper Summary Bibliography Shore, L.M., Chung-Herrera, B.G., Dean, M.A., Ehrhart, K.H., JungD.I., Randel, A.E., & Singh, G. (2009). Diversity in organizations: Where are we now and where are we going? Human Resource Management Review, 19, pp. 117-113. Retrieved September 16, 2012, from http://www-rohan.sdsu.edu/~iido/images/HRMR-Diversity.pdf 1. Statement of the Problem a. Research Topic The topic of the research is the promotion of an integrative model of diversity in organizations. The author has focused on different dimensions of diversity rather than paying attention to only one dimension. These include age, race, gender, sexual orientation, disability, and culture of the workforce. Hence, the topic is very vast, and gives extensive information regarding the importance of human diversity in organizations. b. Research Problem As is obvious from the title of the research article, it is important to understand where we stand now in terms of human diversity, and what we are doing to promote diversity and reduce all sorts of discrimination against minorities at the workplaces. The authors have stated that previous researches focused on only one or the other type of discrimination; while, this research puts forward a more diverse model of human diversity, giving the reader a more exact idea on how we can promote the idea of human diversity in organization. The research also goes in detail of the outcomes of human diversity. Thus, the reader gets to know the importance of the topic in terms of pros and cons. c. Research Questions/Hypotheses Although there are no definite research questions or hypothesis that is to be tested, still we can say that the research focuses on queries, such as, what past literature is available, explaining different dimensions of diversity in organizations; and, does past literature tells the reader about the limitations and strengths of each dimension. Hence, the focus is on reviewing past literature, and providing suggestions to improve the research. 2. Review of the Literature The authors have explained all the dimensions of diversity in a chronological manner, citing different pieces of scholastic important supporting each dimension. Here is a summary of each section. 2.1. Race and ethnic diversity. The authors start with race and ethnic diversity. They state how humans judge each other on the basis of race and ethnic backgrounds. They have also cited much literature, all of which agrees that racial and ethnic discrimination against minorities results in negative effects on social integration and communication, thus, increasing organizational conflict. 2.2. Gender diversity. It is another dimension of human diversity. The authors state that gender diversity is important, but at the same time, it is important for the organizations to eliminate gender discrimination. Women are more at risk of gender discrimination at workplaces. Men consider female employees as less helpful, and thus, women enjoy fewer benefits than male employees. 2.3. Age diversity. Many negative outcomes have been associated with age discrimination in past literature. Old people are at much risk. Younger employees are preferred to older ones. People attach negative stereotypes with old employees. This results in hatred and gap between different age groups. 2.4. Disability diversity. Past literature shows how the disabled persons are considered as less efficient employees, although there are many laws regarding the rights of the disabled ones. The disabled persons suffer from much discrimination, which has many negative outcomes. They experience bias and prejudice, and turn into complex individuals, unless the organizations strictly employ policies regarding the protection of the rights of the disabled persons. 2.5. Sexual orientation diversity. The authors have cited much research that focuses on how gays and lesbians, and people with other differing sexual orientation, are perceived in organizations. They are made subject to stigma and negative stereotype. The outcome is that such people are not considered normal in the society, due to which they suffer from many disadvantages. They are not deemed fit for jobs, and if they get one, they are often isolated from other individuals, due to which they stand alone, suffering from negative stereotypes. 2.6. Cultural and national origin diversity. Literature asserts that cultural diversity leads to misunderstandings and reduced group performance. People prefer others who belong to the same cultural background and national origin, and this leads to many negative outcomes for the minorities. Cultural differences are very detrimental to overall performance of the organization, if the organization does not take steps to reduce cultural discrimination amongst its employees. 3. Recommendations The authors state that most of the past literature focuses only on the negative outcomes of human diversity at workplaces. Only some literature focuses on positive outcomes. “In order to move forward, we need to change our originating paradigms which are primarily negative, emphasizing discrimination and victimization, to explore diversity from a more positive and proactive standpoint” (Shore et al. 2009, p.127). They authors state that research should be taken on macro-level. Moreover, domain-specific theoretical paradigms should be leveraged, so that we have a wide array of theories explaining different domains of human diversity. 4. Discussion Issues It is an enormously comprehensive, well written, and well organized research project. The authors suggest that unlike past literature that has focused merely on the negative outcomes of human diversity, paying attention to only one or the other dimension of diversity, future research should take into account both the positive and the negative sides. The reading is helpful in understanding human behavior in the social environment because it helps us understand the importance of different dimensions of diversity in the organizations. The reading is also relevant to generalist social work practice, as it explains the negative outcomes of age, gender, racial, ethnic, cultural, and sexual discrimination, on individual and managerial performance. The authors state that much work is needed to improve the current literature regarding the importance of human diversity in organizations, and state that “scholars need to move beyond old paradigms and limited ways of thinking to develop integrative and practical diversity theories that help organizational leaders create systems in which diverse human beings are able to thrive, and to help their organizations do likewise” (Shore et al., 2009, p.129). References Shore, L.M., Chung-Herrera, B.G., Dean, M.A., Ehrhart, K.H., JungD.I., Randel, A.E., & Singh, G. (2009). Diversity in organizations: Where are we now and where are we going? Human Resource Management Review, 19, pp. 117-113. Retrieved September 16, 2012, from http://www-rohan.sdsu.edu/~iido/images/HRMR-Diversity.pdf Read More