It won’t be too far-fetched to say that leaders of organization want one thing and that is success. It is success that has different meanings. To some it may be to be to be part of the fabric of their town or city and to others it may be to make fifty times the startup cost in the first year of company initiation to the marketplace. It all sounds easy and doable when made into nice words and put on paper but it is another monster all together. When one has to think about how to implement strategies to incorporate diversity within the framework of the company to create an environment that will optimize creativity and productivity, one finds himself sitting in his chair not knowing where to start. Immediately he ...view middle of the document...
This can lead to the argument of why employees have to share or deal with the consequences that were brought upon by the spiritual notions of the leader.
Another of these challenges is how to introduce different types of people together and ensure that communication isn’t affected. What is perceived to be good in one culture may not be perceived the same way in another. Different people, who come from different walks of life, can interpret things in different ways. How can one be sure that his tone or his posture isn’t sending off the wrong message to his co-worker of a different race or culture? Diversity can be used as a good thing in that it will help employees to see new viewpoints and perspectives. Another factor of this is that this all depends on the openness of one employee to another. These employees will have to work together every day and if they aren’t open to change and other’s ideas, it can throw off the balance and can cause a stagnant environment.
Furthermore, diversity can only be effective for a company if it is of quality. Just because one has many different types of people within the company it doesn’t necessarily mean that productivity will be increased. It will only work if intellectual requirements aren’t sacrificed for the sake of diversity. For example, just simply adding more employees with origins from minority groups will not lead to increased graduation rates. You will have to factor in the amount of fundamental knowledge with the number of members of diversity added to a populace in order to see the true value of your additions.