Response to Diversity Management Paradigms
Through the responses prepared by my classmates regarding diversity management paradigms, they have drawn a benchmark to present four significant paradigms to elaborate diversity management, which will enable me to develop the dominant approaches to the topic. The most important question to ask ourselves is whether these paradigms can be identified in a national set-up and their key significant contributions to various companies around the globe.
I completely agree with my fellow students that a diverse workforce is a clear reflection of the changing economic development in the world. Diversity management helps us to create a welcoming environment where people from all parts of the world work together with no discrimination in a peaceful environment. Management of diversity is a context that is more than just recognizing differences in people from different parts of the world. It encompasses the appreciation of different values, differences, gender, and races to promote inclusivity in work set up. Management of diversity enables companies to engage in internal market competitions by improving performance, inventing new ideas, and sharing skills by employees from different parts of the world.
Even though the merits of diversity have increased over time, companies have experienced various drawbacks associated with the processes of implementing diversity in the workplace due to misdiagnosis of the concept of diversity management. It has been explained from my fellow students’ discussions that the exchange of different ideas and experiences in the United States with other countries has helped to build good relationships among employees.
After realizing the concept of diversity management, all members who are my fellow students are encouraged to try and work it in the future because this is a concept that has good potential growth in companies.