For an organization to achieve its goals, then teamwork has to be one of the critical components. A well-assembled team with proper incorporation is a strong pillar for an organization. When well utilized, it will bring a significant change to the organization. The key ingredient to these teams is diversification. Diversification strengthens a team and makes it achieve more when put into practice. However, it also has its disadvantages that an organization is supposed to overcome for it to gain from team diversification fully (Parry, 2014). It takes great leadership to bring together a diversified team and ensure that it achieves the best out of it. For a team to effectively work, it requires more interactions and a common goal. This paper will highlight how diversification is vital to an organization, its obstacles, and how to overcome them.
Diversification is usually appealing when one discusses the pillars of success of an organization. A diversified team is likely to be more productive, and this is in terms of quality production and quantity produced as per task output (Stotz, 2014). A diversified group will also enable an organization to compete globally due to the rich content that each can bring on board. This team will approach problems the way they see them from their different ethnic backgrounds and hence they easily overcome minor misunderstandings that cannot be overlooked by a non-diversified group (Rice, 2015). Diversity in an organization provides multiple perspectives while making decisions and also creates an environment that easily overcomes the challenges that can bring down an organization.
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As much as a diverse team is considered to be a bridge for the success of an organization, some challenges hinder it from working. Some of these obstacles include; employee resistance, whereby the organization has individuals who are not ready to embrace diversity and the changes that it brings. This reverse reaction results in reduced productivity and destroys the morale of other employees. This will slow down the organization’s momentum towards positive change. There's also the bit of communication breakdown, and this makes it difficult for the team to work in harmony (Rice, 2015). The way a specific group of people communicates may not be appealing to others; for example, some persons prefer informal communication to formal and vice versa. Another problem is gender diversity, where women are mostly discriminated on the ground that they are unable to do specific tasks or people see it rare to see them doing some jobs.
To overcome these difficulties, the organization must put into place specific measures, which will ensure that it achieves its objectives (Stotz, 2014). An organization must create awareness so that the employees can embrace and accept diversification. Also, diversity can effectively work if all the individuals are given the opportunity to express themselves by sharing ideas and their experiences (Wrench, 2016). An organization can provide a forum for the employees to learn in advance, about cultures of their coworkers and this will make it easier for them to accommodate each other. For employee resistance issue, the organization can organize career workshops and seminars that will emphasize team building and also allow the employees to know each other better (Riccucci, 2018). Gender diversity is dealt with creating forums and special task forces that make sure diversity is accepted, for example, women In learning and Leadership program.
In conclusion, it is for the greater advantage of an organization to overcome the difficulties that come with diversification, due to the better yield that a diversified team brings on board. A focused organization with greater objectives will take significant strides to reap from diversification. A diversified group will help an organization to foster its strength. To enable it to respond to rapid market changes quickly, then, diversification is the way to go. It is good for them since it provides a competitive advantage
References
Parry, E (2014) Generational diversity at work: New research perspectives
Riccucci, N (2018) Managing Diversity in Public Sector Workforces: Essentials of Public Policy and Administration Series
Rice, MF (2015) Diversity and public administration -2015-books.google.com
Stotz, I. (2014). Team Development. How to Assemble a Successful Team. ISBN 9783656564577
Wrench, J (2016) Diversity management and discrimination: Immigrants and ethnic minorities in the EU
