While the legal and regulatory framework provides against both direct and indirect discrimination in the workplace, the fact remains that it did so largely because it outlawed the aforementioned. It imposed a toleration of differences upon employees and co-workers but, does not establish the mechanism for directing to look beyond the differences. From the perspective of the management sciences, the aforementioned can function to inhibit efficient and effective operation; can stand as an obstacle towards the articulation, let alone realization, of strategic objectives; and can offset the design and dissemination of a unifying organizational culture.
Of equal importance is the potentially negative effect it can have upon teamwork. At the same time, if managed efficiently, the benefits of a diversified workforce can reflect upon both financial and non-financial performance indicators. The concept of diversity management arose from within this context. It aims, not only to achieve more than toleration for differences but, the realization of the benefits of workforce diversity for the organizations in question. Focusing on Thompson’ s (2003, p. 2004) claim that diversity management does more than differences, ’ the research shall critically define and analyze the concept of diversity management in order to establish the stated.
In order to prove the validity of Thompson’ s approach, the concept of diversity management, as defined and discussed in relevant academic literature will be reviewed, after which the research shall compare the outcomes of diversity management to other management paradigms within the context of heterogonous organizational settings. In other words, the fact that diversity management achieves more than a toleration of differences shall be established through an analytical review and analysis of both theoretical precepts and empirical evidence.
The concept of diversity is an all-inclusive one and, refers to the collectivity of human differences and similarities along a given dimension (Cox, 1993).
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