Diversity is being considered as a dream for capitalist. This is because they are not fully aware of the best and appropriate time to implement the program in business. Many still wonder if it will be appropriate to implement it today or in future. However, Diversity Program leaders should first comprehend their evolutionary practice to be able to obtain success.
They should also understand that there is no limit in attaining diversity due to dynamic changes in communication, mobility and diversity itself (Cramer 1). Nevertheless, the most advantageous time to implement diversity in the organization is now. This is because organizational effectiveness will be at risk if the managers do not possess efficient diversity management skills.
Diversity is the greatest asset in an organization; it should be acquired and cultivated before it is applied. There are numerous advantages and disadvantages of implementing diversity program in business.
For example, leaders who possess excellent knowledge in managing large group of employees are capable of promoting productivity, stimulating employee morale and are able to avail and access new sectors in the marketplace.
Some of the problems that diverse organizations face include communication issues, racism and discrimination. This paper summarizes the key business arguments for and against diversity as illustrated in the two articles.
Increase in revenue is one of the major advantages of diversity in business. This is because diversity in business promotes innovation and creativity which results in increased revenue. Organizations that have diverse workforce have a great experience in solving issues and problems.
They also have ease in implementing decisions since the entire workforce contribute in the decision making process creating understanding and corporation when it comes to work. Those companies that have committed themselves in using Diversity Programs experience strategic advantage (Cramer 1).
Such organizations are able to understand and respond to cultural consequences experienced when the organization sets its strategies and also during sales process. According to the report of a study conducted by researchers, high productivity will be the result obtained for accurately administering and training diverse organizational employees.
The report also indicated that diverse teams record higher productivity. Workers can learn and benefit from each other in a diverse environment. This will enhance effectiveness, creativity, improvement and increase performance among the workers.
One of the disadvantages of diverse organization is high turnover where you find that the turnover for one group of consumers is higher than the other. For instance, a car dealer in Japan is likely to get that a huge number of his customers are mainly women who are not citizens of Japan.
Chinese people make a quarter of the world’s population and this means that consumer-goods industry is flooded with Chinese people (Hubbard 1). Therefore the organization will miss many market opportunities of reaching potentially profitable consumers.
Many cases of discrimination, racism and biasness will crop up when an organization has one line of target group. The organization will only be focused on the target group while ignoring others. If diversity is not effectively used in an organization, it can bring serious problems that will generally led to lower production from the workforce.
In conclusion, diversity is the greatest asset in an organization; it should therefore be acquired and cultivated before it is applied. The time to implement diversity in organizations is now. Corporations should therefore take the initiative of acquiring and cultivation their Diversity Programs for them to achieve effectiveness.
Corporate leaders should redefine their own diverse efforts to obtain maturity and success in the long run. They should however be fully aware of advantages and disadvantages of Diversity Programs and look for a way of dealing with its shortcomings.
Works Cited
Cramer, Vincent. Diversity: A Capitalist’s Dream. Boston: Convergence Media, Inc, 2003.
Hubbard, Edward. The Business Case for Diversity. California: Hubbard & Hubbard Inc, 2009.