Organizational Behaviours Globalize Business Structure

Question: Discuss about the Organizational Behaviours for Globalize Business Structure. Answer: Introduction: In the present globalize business structure; interaction among the people from diverse backgrounds has become necessary. In fact, people are no longer work in an insular environment; rather they are now part of a global economy competing within a worldwide framework. Now, diversity can reflected as an understanding, acknowledging, valuing differences and accepting among the people with respect to race, gender, class, age, disabilities, etc (Okoro Washington, 2012). For that reason, organizations will have to be extremely careful regarding the proper management of diversified people at the workplace for ensuring the effectiveness of the operational process remains at the highest order. In this study, the prime focus will be provided on the issues related to diversity management that organization will have to face in order to fulfil all the business objectives in an appropriate manner. The study will also try to highlight the advantages that organizations can achieve by the effective utilization of diversified workforce. Discussion: As per the article Podsiadlowski et al. (2013) workplace diversity is an extremely controversial, complex and political phenomenon that can have major impact on the overall effectiveness of the business processes. The workplace diversity concept has been evaluated from several viewpoints. As mentioned by Alczar, Fernndez and Gardey (2013) organizations need to narrow down the cultural diversity to specific categories, as it can reduce the amount of challenges faced by the organizations for the fulfilment of all the responsibilities in an appropriate manner. However, several studies have opposed this concept, as they have mentioned that organizations need to utilize diversified workforce for enhancing the effectiveness of the operational process. Utilization of diversified workforce actually allows organizations to handle global challenges in an effective way. In fact, organizations need to focus on effective recruitment of talents rather than focusing on their backgrounds. Now, it is necessary for the organizations to implement effective strategies so that the entire workforce can able to work towards the organizational goals and objectives. Barak (2013) have highlighted several forces that are creating diversified issues within the organizational structure. For instance, increasing number of minority group people at the workplace, increasing number of women at the workforce, people with disabilities and gay, lesbian or bisexual people are becoming part of workforce can actually enhance the issues related to diversified workforce. Now, including people from diversified background and managing them in an appropriate manner is a completely different ball game all together. Organizations will have to focus on the effective utilization of wide range of strategies, approaches and initiatives for fulfilling all the responsibilities in an appropriate manner. No single strategies will be comprehensive enough to resolve all the issues associated with the diversified workforce management issues (Wrench, 2014). It has been assessed that different organizations have initiated different approaches based on the issues. For instance, p roviding training to the employees for ensuring all the issues related to diversified workforce can be resolved in an effective manner. As a result, it can be easily increase the cost associated with the overall operational process. For that reason, Jonsen et al. (2013) have mentioned that including diversified workforce not necessarily help to enhance the profit level of the organization. In fact, it heavily depends on the process by which organizations are utilizing people from diversified background for the effective fulfilment of the operational process. However, in present competitive business environment, it has become necessary for the organizations to focus on the effective selection of talents for gaining competitive advantage in the market. As per the article by Kirton and Greene (2015) if businesses are able to engage in diversity in an effective manner, it will increase synergy among the employees, varied roles and tasks, varied network contacts. As a result, it helps to increase the overall effectiveness of the operational process of the organization. Valuing diversity in the organizational structure can help organizations to capitalize on the heterogeneity perspectives, which will eventually allow including superior quality of talents in the workplace. Furthermore, as the organizations are looking to conduct businesses all across the world, effective utilization of diversified workforce will allow communicating with all potential customers in an appropriate manner. For instance, Avon Corporation has initially faced huge cha llenges to conduct businesses in the world market but is now among the highest profitable organization after the effective utilization of diversified workforce (bloomberg.com, 2016). Furthermore, effective utilization of diversified workforce allows organization to handle the challenges associated with the business expansion perspectives in the world market. Utilization of diversified workforce allows organizations to counter the cross-cultural challenges in an appropriate manner (Lauring, 2013). Proper evaluation of the cross-cultural challenges is extremely crucial, as it allows organizations to understand the needs, perspectives and values of the customers from different cultural background in an appropriate manner. It can also help to increase the level of knowledge of the organizations, which is critical for gaining competitive advantage in the market. Thus, it can be assessed that diversity workforce management is crucial for achieving sustainable growth in the market. Otherwi se, it can also create several challenges for the organizations, which will eventually create adverse impact on the profitability perspectives of the organizations. As per the article by Harvey and Allard (2015), increasing diversity at the workplace enhance the probability of interpersonal conflicts. As a result, it creates several adverse impacts on the profitability perspectives of the organization. It has been assessed that employees from different cultural backgrounds tends to have differences in beliefs, opinion, trends, values and tradition. Thus, it often creates confusion regarding the effectiveness of the decision-making process. Therefore, it has become necessary for the organizations to initiate proper guidance to all the employees to avoid such consequences. Firstly, organizations need to provide training facilities to the all the employees for enhancing the knowledge regarding the significance of including diversified workforce. In addition, training also needs to focus on the effective development of communicational structure so that all the employees can able to fulfil the provided organizational responsibilities in an appropriat e manner. Furthermore, organizations also need to maintain fairness among the entire employee group for keeping their motivation rate at the optimum level (Okoro Washington, 2012). Thus, management of the organizations need to develop such work environment here no employee feel neglected by the organizations. Otherwise, it will create direct adverse impact on the overall profitability perspective of the organization. It has been assessed that all the major organizations like Microsoft, Facebook and IBM have tried to develop several functions or activities for all the employees so that the bonding level among the people remains at the highest level (bna.com, 2016). As per the article by Afzal et al. (2013), proper evaluation of the performance level of all the employees is another prime way to handle diversified workforce in an appropriate way. Proper evaluation of the performance level allows organization to initiate recognition system in an appropriate manner. Thus, it actually will help to encourage employees to give their best for the fulfilment of the organizational objectives. Furthermore, effective utilization of recognition system allows organizations to provide clear career enhancement path for all the employees, which is expected to create positive impact on the performance level. However, Wrench (2016) have mentioned that it is necessary for the organizations to remain unbiased at the time of evaluating the performance level of all the employees. In fact, organizations also have to be unbiased at the time of recruiting any individuals from any community, as it is necessary for fulfilling the talent requirements of the organizations. Otherwise, the overall objective of utilizing diversified workforce would not able to create desired impact on the operational process of the organizations. As per the article by Richard, Kirby and Chadwick (2013) management of the organizations also need to develop such atmosphere where employees from different cultural background can communicate effectively with each other. It has been assessed that effective utilization of communication process among the people from diversified cultural background allows organizations to create strong bonding among the employees. As a result, it reduces the possibility of interpersonal conflicts, which eventually help to direct all the individuals to give their best for the fulfilment of organizational objectives (Madera, 2013). Furthermore, several organizations have also tried to educate employees regarding the maintenance of behaviours and attitudes towards the other employees. As it can have great impact on the employee coordination perspecti ves. Conclusion: The above discussion has highlighted the significance of including diversity at the workplace for fulfilling all the requirements of the organizations. The study has highlighted several benefits that organizations can able to achieve by effective utilization of employees from diversified culture. The study has highlighted that present globalize business environment has influenced organizations to include employees from all across the world. However, the study has also mentioned the kind of challenges that an organization will have to face regarding the improper utilization of the diversified workforce. Thus, the study has highlighted the fact that management of the organizations will have to play a crucial role in handling diversified workforce so that it can create positive impact on the business perspectives. References: Afzal, F., Mahmood, K., Samreen, F., Asim, M., Sajid, M. (2013). Comparison of Workforce Diversity in Public and Private Business Organizations. Barak, M. E. M. (2013).Managing diversity: Toward a globally inclusive workplace. Sage Publications. bloomberg.com (2016). Bloomberg.com. Retrieved 20 December 2016, from https://www.bloomberg.com/news/videos/2016-12-15/examining-age-bias-in-the-workplace bna.com (2016). Bna.com. Retrieved 20 December 2016, from https://www.bna.com/talkin-bout-generations-n73014447789/workplace-age-diversity-lacking Harvey, C. P., Allard, M. (2015).Understanding and managing diversity. Pearson. Jonsen, K., Tatli, A., zbilgin, M. F., Bell, M. P. (2013). The tragedy of the uncommons: Reframing workforce diversity.Human Relations,66(2), 271-294. Kirton, G., Greene, A. M. (2015).The dynamics of managing diversity: A critical approach. Routledge. Lauring, J. (2013). International diversity management: Global ideals and local responses.British Journal of Management,24(2), 211-224. Madera, J. M. (2013). Best Practices in Diversity Management in Customer Service Organizations An Investigation of Top Companies Cited by Diversity Inc.Cornell Hospitality Quarterly,54(2), 124-135. Martn Alczar, F., Miguel Romero Fernndez, P., Snchez Gardey, G. (2013). Workforce diversity in strategic human resource management models: A critical review of the literature and implications for future research.Cross Cultural Management: An International Journal,20(1), 39-49. Okoro, E. A., Washington, M. C. (2012). Workforce diversity and organizational communication: Analysis of human capital performance and productivity.Journal of Diversity Management (Online),7(1), 57. Podsiadlowski, A., Grschke, D., Kogler, M., Springer, C., Van Der Zee, K. (2013). Managing a culturally diverse workforce: Diversity perspectives in organizations.International Journal of Intercultural Relations,37(2), 159-175. Richard, O. C., Kirby, S. L., Chadwick, K. (2013). The impact of racial and gender diversity in management on financial performance: How participative strategy making features can unleash a diversity advantage.The International Journal of Human Resource Management,24(13), 2571-2582. Wrench, J. (2014). Diversity management.Routledge International Handbook of Diversity Studies, 254. Wrench, J. (2016).Diversity management and discrimination: Immigrants and ethnic minorities in the EU. Routledge.