The Business Case For ✓ Solved

The Business Case Fo

After reading the article by Eswaran, V. (2019), " The business case for diversity in the workplace is now overwhelmingLinks to an external site. ," examine the state of cultural sensitivity within an organization that has historically been shown to be deficient in diversity. Indicate a Setting Description of an Organization to be studied as inspired by the article. State a problem related to diversity and state that you would like to investigate. Please limit yourself to one problem. Download and fill in the Organization Analysis Worksheet Download Organization Analysis Worksheet to complete this assignment. Upload the Organization Analysis Worksheet as your submission.

Sample Paper For Above instruction

Introduction

The importance of diversity and cultural sensitivity in the workplace has become increasingly evident in recent years. Despite this, many organizations continue to struggle with integrating diverse populations into their corporate culture, often due to longstanding deficiencies in representation and cultural awareness. This paper examines such an organization, identifies a specific problem related to diversity, and proposes an analytical approach to assess and improve its cultural sensitivity.

Organization Setting Description

The organization selected for this analysis is a mid-sized technology company based in the United States, which has historically been characterized by a predominantly homogeneous workforce. The company operates within a competitive industry that increasingly emphasizes diversity and inclusion as key factors for innovation and market competitiveness. Despite efforts to improve its diversity metrics, the company has encountered challenges related to cultural sensitivity, employee engagement, and retention of minority staff. The organization's leadership recognizes the need to foster a more inclusive environment that values a variety of cultural perspectives and experiences.

Identification of a Diversity-Related Problem

The primary problem to investigate is the apparent lack of cultural awareness and sensitivity among employees, which can lead to misunderstandings, reduced teamwork effectiveness, and lower employee morale among minority groups. This deficiency hampers the organization’s goal of creating an inclusive workplace environment and ultimately affects productivity and innovation. The problem is compounded by insufficient training programs focused on cultural competence and diversity awareness.

Research Questions and Objectives

This study aims to explore the following questions:

- To what extent do employees perceive the organization as culturally sensitive?

- What are the main barriers to cultural understanding within the organization?

- How can targeted diversity training improve cultural sensitivity among employees?

The objectives include assessing current cultural sensitivity levels, identifying specific gaps, and recommending actionable strategies to foster an inclusive organizational culture.

Methodology

To analyze this problem, the Organization Analysis Worksheet will be filled out, focusing on the organization's diversity practices, employee perceptions, existing training programs, and leadership commitment. Data will be collected through surveys, interviews, and review of organizational policies.

Expected Outcomes

The anticipated outcome is a detailed understanding of the cultural sensitivity deficiencies within the organization and practical recommendations for enhancing cultural competence. This will help the organization address the identified problem more effectively and foster an inclusive culture aligned with contemporary diversity standards.

Conclusion

Addressing cultural sensitivity is crucial for organizations committed to diversity and inclusion. By analyzing specific organizational challenges and applying targeted interventions, organizations can move towards creating more inclusive and productive work environments. This analysis serves as a foundational step toward achieving that goal.

References

• Eswaran, V. (2019). The business case for diversity in the workplace is now overwhelming. [Publisher details].
• Bird, A. (2016). Diversity and inclusion in the workplace. Harvard Business Review, 94(5), 94-101.
• Cox, T., & Blake, S. (1991). Managing cultural diversity: Implications for organizational competitiveness. The Academy of Management Executive, 5(3), 45-56.
• Mor Barak, M. E. (2016). Managing diversity: Toward a globally inclusive workplace. Sage Publications.
• Roberson, Q. M. (2006). Disentangling the meanings of diversity and inclusion in organizations. Group & Organization Management, 31(2), 212-236.
• Shore, L. M., et al. (2011). Inclusion and diversity in organizations: A review and model for future research. Journal of Management, 37(4), 1262-1289.
• Thomas, D. A., & Ely, R. J. (1996). Making differences matter: A new paradigm for managing diversity. Harvard Business Review, 74(5), 79-90.
• Van Dijk, T. A. (1990). Social cognition and discourse. In D. Tannen (Ed.), Applying Discourse Analysis (pp. 165-187). Sage Publications.
• Williams, M. (2013). Managing Diversity in Organizations. Routledge.
• Williams, K. Y., & O'Reilly, C. A. (1998). Demography and diversity in organizations: A review of 40 years of research. Research in Organizational Behavior, 20, 77-140.