The overall objective of this essay is to explain the importance of human diversity in companies and organisations. It contains reasons why this topic can no longer be ignored for successful corporate management of enterprises in today's world. Furthermore, as a kind of sub-target cultural differences will be considered and the six dimensions model of national culture from organisational anthropologist Geert Hofstede will be presented.
The importance of the human diversity in companies and organizations in Europe has been growing up continuously since the 1990s. The very fast technological progress and the lowering of international political barriers are fuelling the advance of globalisation and making cross-border communications and trading worldwide easier. Therefore, it is not a surprise that cross-cultural expertise and language skills are ever more frequently requested in companies and the advantages of human diversity are focused to the economic research since the 1990s.
Today the issue of the human diversity does not longer examine the benefits of using people with cross-cultural or linguistic skills only. Meanwhile these parameters have been supplemented and includes those of demographic characteristics, personal know-how, values, beliefs, character, social status and natives generally. In addition, nowadays the economics research does not investigate the obvious advantages in companies and organizations only and is also avoidable disadvantages through the use of heterogeneous groups and team designs.
Table of Contents
1 Introduction
1.1 Occasion of essay
1.2 Purpose of essay
1.3 Structure of essay
2 Theoretical principles about diversity
2.1 Definition of the term Diversity Management
2.2 Classification of diversity sizes
3 Six dimensions model of national culture by Geert Hofstede
3.1 Power distance
3.2 Individualism versus collectivism
3.3 Masculinity versus femininity
3.4 Uncertainty avoidance
3.5 Long-term versus short-term orientation
3.6 Indulgence versus Restraint
4 Diversity management in practice
4.1 Benefits by diversity
4.2 Implementation of diversity Management
5 Critical review
6 Conclusion
Objectives and Topics
The primary objective of this assignment is to examine the significance of human diversity within modern organizations and to illustrate how diversity management contributes to corporate success in a globalized economy. The paper explores theoretical frameworks for classifying diversity and applies Geert Hofstede’s six-dimensional model of national culture to understand cross-cultural complexities in the workplace.
- Fundamentals of diversity management and its definition
- Categorization models of human diversity (demographic, personal, social)
- Application of Geert Hofstede’s cultural dimensions theory
- Practical advantages of diverse teams in corporate environments
- Strategies for the successful implementation of diversity management
Excerpt from the Book
2.1 Definition of the term Diversity Management
The term diversity management is made up of two parts. The terminology diversity was historical created during the antidiscrimination revolts from the African-American population against the racism in the USA. In the 1950s several minority groups used the hype for his own advantage to strikes against discretion in the population generally. Based to the world globalisation diversity came to Europe and not least to Germany in the 1990s. The European integration, demographical changes, migration and refugee movements keep the subject in trend. In history diversity means variety, heterogeneity and the difference of persons and groups. Nowadays diversity is supplemented to look at similarities between persons and groups too. The term management is often equated with leadership. It refers to the concrete, structured, planning, design, control and monitoring of tasks, processes and work areas within the organisation. The complete term thus describes the implementation of benefits through the diversity of people as well as the reduction of disadvantages within the organisation. The objective of a diversity management system is to use the different appearances and individuals of humans preferably efficiently to reach the best possible collaboration within the enterprises. The successful creation of added values through diversity is called inclusion. In addition, diversity management deals with the analysis of structures, personnel processes and changes in organisational culture with regard to the most efficient diversity.
Summary of Chapters
1 Introduction: This chapter outlines the growing importance of human diversity in European companies due to globalization and defines the scope and purpose of the essay.
2 Theoretical principles about diversity: This section provides the fundamental definitions of diversity management and introduces classification models for various diversity attributes.
3 Six dimensions model of national culture by Geert Hofstede: This chapter presents Hofstede’s framework to analyze different cultures based on six specific dimensions to better understand cross-cultural differences.
4 Diversity management in practice: This chapter analyzes the tangible organizational benefits of diversity and explores strategic approaches for implementing effective diversity management.
5 Critical review: This section offers a reflective evaluation of the used theoretical models and the author's structure of the assignment.
6 Conclusion: This final chapter synthesizes the findings and emphasizes the increasing necessity of diversity management in future global business operations.
Keywords
Diversity Management, Human Diversity, Geert Hofstede, Cultural Dimensions, Inclusion, Globalization, Organizational Culture, Personnel Management, Power Distance, Individualism, Collectivism, Team Diversity, Corporate Strategy, Demographic Characteristics, Cross-cultural Competence
Frequently Asked Questions
What is the core focus of this assignment?
The assignment focuses on the relevance of human diversity in companies and provides a theoretical and practical overview of how organizations can leverage diversity for success.
What are the primary thematic areas covered?
The work covers the historical development of diversity, classification models for diversity attributes, the cultural dimensions theory by Geert Hofstede, and practical implementation strategies for management.
What is the main goal of this research?
The primary goal is to explain why human diversity can no longer be ignored for successful corporate management and to demonstrate how cultural frameworks inform organizational practices.
Which scientific method is employed in this work?
The work employs a literature-based research approach, utilizing established economic and organizational theories to analyze current management practices.
What topics are discussed in the main body of the text?
The main body examines the definition of diversity, details the six cultural dimensions of Geert Hofstede, and discusses the operational benefits and implementation challenges of diversity management.
Which keywords characterize this paper?
Key terms include Diversity Management, Cultural Dimensions, Inclusion, Organizational Culture, and Global Business Strategy.
How does Hofstede’s model contribute to the analysis?
Hofstede’s model allows the author to categorize and contrast national cultures, which helps managers understand the varying needs and behaviors of employees from different backgrounds.
What is the distinction between 'bottom-up' and 'top-down' strategies in this context?
The text illustrates these as different implementation strategies: 'bottom-up' involves hiring diverse staff to improve variety (e.g., SAP), while 'top-down' refers to strategic leadership changes at the executive level (e.g., Bilfinger).
How does the author evaluate the structure of the essay in the critical review?
The author reflects on the choice to separate the theoretical basics into two chapters and notes that while the classification models are subjective, they are widely recognized in current economic research.
Why is diversity management considered "never complete"?
As stated in the practical section, diversity management is an ongoing process of shaping organizational culture that requires continuous adaptation to changing demographic and global conditions.
- Arbeit zitieren
- Fabian Franke (Autor:in), 2020, Reasons why Diversity Management is important, München, GRIN Verlag, https://www.hausarbeiten.de/document/538172
