Organizational diversity

When we talk about organizations and groups of individuals is important to take into account different aspects of group behavior:

·         Norms: Standardized ways to behave and act according to the membership to certain group.

·         Group cohesion: Glue that bonds individuals together.

·         Social lofting: The failure of certain individual to contribute in different aspects to the group.

·         Loss of individuality: processes of letting go personal awareness and decisions.

Groups also present different styles of member’s contribution classified as: Collaborator, Contributor, Communicator and challenger. Each one in charge of different tasks and objectives.

Diversity is “The variation of social and cultural identities among people existing together in a defined employment or market setting” (Cox 2001).

Diversity among people apply a various dimensions:

 

Question:

Since diversity is a source of competitive advantage, what could be the recruitment strategies to effectively target to diverse groups? What would be the consequence of ignoring diversity?

Recruitment strategies targeting diverse groups have to be designed to include various individual from different ethnics, cultures, religions, beliefs, genders and social standards; studying the target’s culture it’s relationship among the organization. Identify opportunities and treats that certain groups of people can represent to the company.

Ignoring the differences among cultures can result in troubles at the interior of the organization, due to different points of view, rivalry, threats, strikes and any negative consequences.     



Information retrieved from: http://interactiva.eafit.edu.co/ei/

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