Organizational diversity means what kind of organizational working a company usually has within its folds. This could be in the form of a centralized fashion or a company which has a decentralized approach as far as its working methodologies are concerned. The centralized diversity of an organization understands the fact that the supreme basis of instructions and commands rests with only one single party and all the other staff members encircle this post of authority. It might also be true that an organization has different departments and within those different units, there is either the provision of centralized or decentralized approach. The decentralized form of diversity takes its basis from the rationale that more the number of staff members or employees within the organization, more distributed are the chain of command and authority within them. This means that there are little check and balance mechanism on their part and they are their own bosses. The organizational diversity thus stems from the ideology that the more complex the working systems of the organization, the more likely there would be problems within the whole organization and thus check and control would be less minimized.
Coming to the issue of a diverse workforce within an organization where communication is a problem, one must understand that there should be a common ground on which all these people – the workforce understand the organization’s philosophies and principles. This will enable them to easily comprehend what is being said on an organizational level and what the different management hierarchies are thinking. This is possible by implementing e-mail programs which are tailored to the needs of the respective employees who are good at understanding one language or the other. Similarly, this holds true for the workers who have problems in communication with the masses within the organization and for this anomaly it is best to devise ways and means which help them at conversing with each other.
Kikoski, John F. (1999). Reflexive Communication in the Culturally Diverse Workplace. Praeger Publishers
Schreiber, Evelyn. (1996). Muddles and Huddles: Facilitating a Multicultural Workforce through Team Management Theory. The Journal of Business Communication, Vol. 33
Hopkins, Shirley A. (1998). Diversity Leadership: A Mandate for the 21st Century Workforce. Journal of Leadership Studies, Vol. 5
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