Workplace Diversity for Computer Science and Applications

Question: Discuss about theWorkplace Diversity for Computer Science and Applications. Answer: Introduction In the present days, workplace diversity has become one of the major subjects of significant attention, and every organization is giving attention to promote diversity in the workplace. Diversity in the workplace is often defined as recognizing and understanding individuals in the workplace that belongs from different cultures and tradition, irrespective of their sex, gender, race, colour and more. Diversity also focuses on training employees to respect different culture and tradition of other employees within the organization. Managers in the organizations are focussing more on recognizing value diversity through active programs and training procedures (Schermerhorn et al. 2014). However, after focussing more on the value diversity, the glass ceiling effect has been a major barrier basically for women and for minority people. The essay will elucidates on the major aspect of promoting of value diversity in the present days, the glass ceiling effect and the different workforce diversi ty and challenges that would confront to the new Managers in the twenty-first century. Discussion In the present days, the concept of diversity in the organization, has received national attention in the twenty-first century and by promoting diversity within the workplace, business organizations are getting major benefits. Through this, the organizations are getting access to various talent pools able to satisfy employees, improving customer satisfaction, and increasing the revenue and productivity of the organization (Barak 2016). However, the rising factor of enthusiasm created workplace that promotes diversity through various initiatives and measures such as through focussing more on employee behaviour, introducing training methods and more. Diversity in the workplace has given so much of attention as because, implementing diversity strategies helps in promoting creativity and organizations are open to change (Wrench 2016). Although in the present days, organizations are tend to promote value diversity, but still there are various challenges in the management diversity. For th is reason, Managers in the organization should need to learn various managerial skills in order to promote multicultural workforce within the organization. It has also been stated that diversity helps in bringing innovation within the workplace, as various employees from different backgrounds start working together, helps in giving innovative ideas that helps the organization increasing their productivity and revenues. For instance, a diverse group of employees can be more innovative than a homogenous group. However, it has been noted that in the present days, cognitive diversity has gained significant attention (Greene and Kirton 2015). Modern businesses mainly focus on innovation and creativity, as customer perception, market condition has changed, and therefore, businesses are demanding major perspectives and ideas. As per the report, it has been stated that the American business organizations are constantly changing and they are recruiting more employees from diverse backgrounds . The major reason for fostering value diversity within the organization is that diversity helps in increasing creativity that helps in increasing productivity of the organization. It has been mentioned that organizations that are built of culturally diverse employees that could produce more creative energy. Apart from that diversity also helps in fostering innovation within the organization, as employees comes from different cultures and backgrounds they bring with them different ideas and techniques, and combining all the ideas together would help the organization in increasing their productivity (Klarsfeld et al. 2014). Diversity in the workplace also promotes consumer understanding and richer brainstorming process. For instance, through brainstorming different unique ideas can come together that would help in the case of problem solving situation. Apart from this there are various theories that would help to understand the impact of diversity in the organization that includes so cio cultural theory, situated learning approach and more. Through the theory of socio cultural, it helps in the process of conceptual learning in the workplace that would focus more on diverse environment. Through this theory interaction within the workplace initiates learning that based on major indicators such as cultural, individual and social (Ozturk and Tatli 2016). Examples of socio cultural theory within the workplace include various social activities such as initiating team building, cultural learning and more. Through the situated learning approach, Managers focus on providing training regarding value diversity and thus this approach mainly focus on how diverse culture employees learn in the organization. Apart from this, particular approach also focus on integrating social participation of different employees, as socialization and interaction are considered as an important factor mainly in the transformative economy (Greene and Kirton 2015).. Apart from this, it is important to note that though organizations are focussing more on promoting workplace diversity, but still the effect of glass ceiling has a negative impact on women and on the employees of minority population. The glass ceiling effect is mainly consider as an invisible barrier within the organization that stop women from getting promotion or rising to the highest rank. In the twenty-first century also, the glass ceiling impact was not being able to reduce from the workplace. The glass ceiling effect has been defined as resistance to minority groups and especially to women that mainly stop those from reaching the higher ran and in that way women are not being able to promote to the next level within the organization (Pinto and Aquinas 2018). The glass ceiling impact was mainly in used during the 1980s, and the women who joined the organization during that time mainly faced these severe issues and because of that their salaries and promotions remained constant. Apart from that, because of this effect women were not being able to go beyond to a particular level of management. However, it should be noted that during the year 1980s, the term glass ceiling was linked with mommy track that means during the time of child bearing, women were considered as less disciplined and motivated than the male employees (Cook and Glass 2014). The main perception was that women after having children should leave the job altogether, and for that reason the glass ceiling effect was implemented on them. As per the report it has been stated that in the year 2003, in the upper management level in fortune, there were 1000 women working in the industry. In order to combat from the effect of the glass ceiling, women and the minorities group should work harder so that they could treat equally like the male employees (Folke and Rickne 2016). However, in the present days, with promoting of value diversity within the workplace, organizations are trying to eliminate the concept of the glass ceiling effect. In order to reduce the effect the glass ceiling within the organization, managers are trying to promote equality among the employees at every level and within the implementation of sensitivity training would also foster the sense of equality within the organization (Harvey and Allard 2015). In order to reduce glass ceiling diversity employees in the organization should adopt certain rules that include setting the bar high and should focus on what the employees wants to achieve, employees should learn the reason to rebound that would help employees to reach their level by eliminating the glass ceiling effect. In the twenty-first century, new managers are facing various challenges and opportunities within the organization while promoting value diversity. Work place diversity mainly focuses on the similarities and differences that employees bring into the organization, and organizations used it in increasing their profit and productivity (Stone and Deadrick 2015). Sometimes while dealing with diversities in the workplace, managers face major challenges such as they could not able to train the employees effectively, many managers do not possess the required leadership skill in order to train the employees effectively (Benschop et al. 2015). It has been noted that managing diversity in the workplace has been considered as an important task, therefore most of the times new managers tend to apply the golden rule, that is believe in treating other employees the same way one consider to be treated by others. While dealing with the workforce diversity new managers in the organizations should focus on the new challenges such as demonstrating ability of the diverse culture employees so that they could be motivated to work in the organization. Apart from that fair and equal treatment should be provided to all the employees irrespective of their class, gender, colour and more (Noor, Khalid and Rashid 2016). Sometimes, while dealing with the workforce diversity, new managers find it difficulties to address certain barriers such as the concept of prejudice such as showing negative attitude to certain employee or isolating the employee from the group. This needs to address by reducing the use of stereotypes through proper training session, engaging employees in fun activities and more. However, managers must find other challenges within the organization that includes fairness related to individual and group; the issue reacted to this mainly focus on the results of adopting HR programs that would help in promoting equality (Benschop 2016). In case of the resentment, that was conside red as Government imposed sometimes brings grudges among the employees and the manager find it difficult to resolve it. One of the major challenges, new managers face in the organization is retention. Retention mainly takes place, because of the glass ceiling effect when women and other minorities do not find any job satisfaction and decide to leave the jobs. In order to stop this, managers should apply innovative strategies that would tend to increase job satisfaction among those employees. Apart from that, there are opportunities for managers in the twenty-first century, as diversity is consider as an asset in the organization, as it helps to bring innovative products and services in the organization (Swain, Kinnear and Steinman 2015). Various policies are being implemented by many organizations that include no discrimination policy, harassment free work environment, open door policy and more. Diversity also enhances greater team work in the organization and also increases satisfa ction level of the employees (Alharbi and Drew 2014). This provides an opportunity to managers in recruiting more diverse employees that would together achieve the target of the organizations. Conclusion From the above conclusion it could be concluded that in the present days, work place diversity has become an important concept in the twenty-first century, as every organizations promoting value diversity among the workplace. It should be noted that diverse employees within the workplace helps in bringing better values to the organization and at the same time increase productivity through innovation and creativity. Managers in the organization promoting diversity management through proper training session, by recruiting employees from diverse backgrounds, by motivating and encouraging employees through incentives and bonus. Apart from that promoting of diversity would also helps in eliminating the glass ceiling effect within the organization, as this would promote equal opportunities to women and to the minorities. However, in order to promote diversity, organizations have also implemented various policies that would bound employees to treat everyone equally within the organization. References Alharbi, S. and Drew, S., 2014. 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