Impact of Team Diversity on Performance of Organisation Assessment Answer
“Team diversity has a positive impact on the performance of the organisation."
Nowadays the competition and globalisation are most vividly and commonly discussed matter that has been increasing day by day. In today's world, this matter has become a challenge for organisations to manage such diversity in the workforce. In this regard should be mentioned that with the increasing tendency of globalisation it is essential for an organisation to increase the interactive capacity of the employees to deal with the people coming from different background, culture and believe.
Diversity is usually defined as understanding, acknowledging, accepting, celebrating and valuing the differences among the people irrespective of class, age, ethnicity, and gender, mental and physical ability. The workforce of the industrialised countries has been becoming heterogeneous with the flow of the time (Kundu and Mor 2017). In those countries, diversity of workforce has been being utilised as a significant organisational resource in meeting the corporate goal as well as maintaining the competitive aspect. Many authors agreed with the view that variety in workforce enhancers the value-adding process to enhance the performance (Sue, Rasheed and Rasheed 2015). Nevertheless, on the other hand, it is also undeniable that industries of small team or group diversity affect both positively and negatively.
As per Ethnic diversity in the workforce is concerned the difference in religious languages, cultures and races should be mentioned. In the world globalisation, it is highly essential to make proper balance and synchronisation in diversity of the employees to utilise better participation and to increase business performance and employee satisfaction (Saxena 2014).In addition, it can be stated that with a needful balance ethnic diversity, an organisation can bring the best performance out of the employees as it encourages varieties of skills, knowledge, philosophy and perception. Many critics stated that Ethnic diversity can be considered a positive factor for innovative performance, as it broadens the perspective and viewpoints in several firms.
Nevertheless, the age diversity in the workforce has a negative influence on productivity as it varies from person to person. On the other hand, mention, it should also be mentioned the Western findings in this regard. According to De Boone and Buyl (2016) organisation should always welcome both the old and young age group considering the fact that all the age group have its own value implement in an organisation. Each age group has the suitability to complement each other, and an organisation always utilise it without ignoring any of the groups. However, it is a desirable fact the way organisations take initiatives in order to increase gender or race diversity; best initiatives have been taken in case of age diversity (De Boone and Buyl 2016). It is highly important to utilise the positive aspects of age diversity in order to minimise the negative ones.
Gender diversity, nowadays, has become a widely discussed matter. In this regard, it should be mentioned that the theory-based concept suggests the positive influence of age diversity, whereas the theory that is based on social identity emphasizes its negative influence. Badal and Harter (2014) suggested that employee performance and gender group are positively linked. All the age-categories, being the creation of nature, have its own quality, capability and limitations. In order to get the performance to the fullest, it is important to utilise them according to their strengths and weaknesses.
Team diversity has a positive impact on the performance of the organisation. Very frequently it is observed or acquired from the news that there are number of challenges and issues in maintaining effective team diversity at workplaces. Scott and Wildman (2015) opined that the challenges and issues concerning team diversity occur due to cultural conflicts. The relevant context can be understood that usually, issues initiating in team diversity is mainly due to not accepting or embracing different culture from where the other colleague originates from. If an organisation consists of around twenty employees, then it is convincing to have conflicts among individuals with small issues that turn to become bigger conflicts in further. Issues can arise due to giving priority by the senior management or by the departmental managers in the organisation. Besides, Mitchell et al. (2015) opposed that diversity in teamwork at large organisation can be managed well by approaching strong leadership style by the management. By this argument, it can be assumed that if there are conflicts among team members, then it can be reduced at the same time by various approaches taken by the management of an organisation. For instance, if a CEO of a manufacturing company adapts the approach of behavioural leadership or some strategic leadership approach that can identify the true cause of conflicts and mitigate the issue by involving the middle manager through meeting or discussions in the open ground, then conflicts can be resolved well. On the other hand, Ashikali and Groeneveld (2015) opined further that adapting the organisational culture and transformational leadership approach can be effective in reducing conflicts of any type within a team. Considering this statement, it can also be ensured that despite increasing the individual culture of people in a team, it is the best possible way of following the culture and strategy and norms of an organisation itself for avoiding religious conflicts. However, Joo, Kong and Atwater (2018) commented that challenges or issues in team diversity could take place due to gender differences or communication gap between the age group. From this statement, it can be demonstrated that other than the cultural gap, there can be communication gap or gender differences existing in the team diversity workplace environment. For instance, if an organisation contains a total number of fifty employees including twenty-five females and twenty-five males and among them, some are poor in speaking English or in smart approach from the rest, then it can create a negative impression in front of management or in dealing with customers if in the retail sector. In that case, such type of differences between people in team diversity can be diminished well by strategic approach and introducing an ethical code of conducts and right workplace policies that can compel to maintain equality of gender gap as well as strengthen communication skills of staffs coming poor educational background through training facilities. In support of team diversity management, Lee, Swink and Pandejpong (2017) stated that the challenges could be reduced by implementing moderate approach and right decision and providing roles and responsibilities among the staffs to interact and cooperate and engage in working together in a single team for achieving organisational goals and objectives. From this statement, it can be perceived that team diversity management practices are effective in contemporary businesses for sustainable relationship and progressive growth of the organisation.
Therefore, from the overall discussion, it can be concluded that team diversity management can impact positively at the organisational performance. In other words, it strengthens teamwork by understanding everyone's issues equally by assigning a team leader among them for solving issues and engage them in group work for performing for organisational success.