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A polity is a political party or community that is unified by self-reflective philosophies such as the identity of purpose (Shore, page 2-34). A polity can mobilize capital and is often structured into a precise form of institutionalized hierarchy. Polities may take the form of nations, empires, or political or international organizations. Polities are not required to be in possession of any geographical region. Various research findings have found that diversity is an important component of any polity’s growth. Organizational scientists, sociologists, psychologists, demographers, and economists have advanced the argument that socially diverse groups have the advantage of being more homogeneous and innovative. The question that arises then is how best can various polities deal with the issue of diversity within them. This paper discusses the manner in which various polities can deal with the presence of diversity within them.

Studies have shown that groups with diverse individual expertise are more desirable and stand a better chance of performing better than those with least diverse individual expertise (Horton & Jose, page 12-43). The presence of diversity within these groups helps in problem-solving especially nonroutine problems. It is also important when groups want to solve very complex problems within them. It cannot be assumed that individuals with different backgrounds will necessarily bring new information within the group. Sometimes interacting with these individuals with different backgrounds helps other group members prepare well. It also helps group members anticipate different viewpoints when tackling any issue. It also helps group members to prepare psychologically that in the event they do not reach a unanimous decision, they will have to reach a consensus that best suits a majority of the group members. With all these facts in hand, then how do polities deal with the presence of diversity within them.

It is important to acknowledge that diversity can cause challenges within polities and sometimes create a lot of barriers when solving problems (Herring, page 3-24). A case in point is the U.S where there has been a number of conversations of inclusion that is relatively advanced. The mere mention of the word diversity in the U.S causes a lot of anxiety and at some point, creates conflicts. The supreme court in the U.S has disagreed with various thinkers on the virtues of diversity. It also holds a different view on the means to use when achieving the diversity. A number of corporations have over the years spent a substantial amount of money in their effort to manage diversity both externally and internally. With all that investment in the management of diversity, these corporations are still faced with lawsuits of discrimination especially when promoting staff through the leadership ranks. These corporations have stuck with the tendency of having white males dominate most of the senior positions.

In Mill’s essay titled On Liberty, he advances the argument of ethical systems of utilitarianism within societies and states (Mill, page 2-23). His arguments attempt to establish reasonable standards upon which relationships between liberty and authority will be pegged. He puts more emphasis on individuality and its importance arguing that it is a prerequisite to higher pleasures of utilitarianism. Mill criticizes the errors made in earlier attempt to defend individuality within the society where we ended up with democrats having a tyranny of the majority. He establishes three standards which include his three legitimate objections to interventions by the government, liberties of individuals and two maxims that are in a relationship with how individuals relate to society.

In the book politics of recognition by Charles Taylor, he argues that various individuals within a liberally democratic society do demand for public acknowledgment of their particularities (Taylor, page 2-26). Taylor goes further to hint at Seglow’s argument that the main focus should be individual’s ethnic origin which should spur claims while at the same time be based on things like sexuality, gender or religion. He furthers an argument that explores trends which bring identity and issues associated with it to the public domain. Through Seglow’s portrayals, Taylor brings out two approaches of identity that are highly developed within the modern society. The approaches Taylor is concerned about is the notion of authenticity that is romantic and the liberal ideals of autonomy. He is presenting these arguments to rival the approach of identity. He argues that the approach of authenticity is valid and self-understanding and that it is distinct from autonomy and in most cases not accommodated by the politics of equal dignity.

Organizations can deal with the issue of diversity in very many ways that will go a long way in helping them promote inclusivity (Mill, page 3-16). This helps in developing an open minded and global environment which has its benefits in the normal operations of the organization. It is very instrumental in making the organizational sense be good that helps in understanding colleagues, customers and other clients around the globe. Either, diversity also helps in making organizations more interesting enriching the organizational environment for everybody. Organizations have to realize that diversity will take different forms such as race, culture, sexuality, educational background and much more. The strategies that organizations can employ in dealing with the issue of diversity are as discussed below.

They can commit to boosting their own cultural competence that will go a long way in helping them deal with diversity. They must realize that the cross-cultural communications are a vital ingredient in any workplace (Mill, page 4-25). Organizations have people with different cultural backgrounds who interact on a day to day basis. They could be team members, customers, and superiors within these institutions. By developing a better understanding of the different cultures, they help in improving communication between individuals that eliminates instances of misunderstandings among team members. Organizations should ensure that they educate themselves on various cultural and traditional approaches to work so as to ensure diversity thrives within them.

Organizations should also seek other perspectives in a productive manner that guarantees them new ways to solving problems. This will help team members tackle complex problems when they ask for help and open new perspectives (Taylor, page 5-14). They must first create an environment where differences in views are not only valued but also embraced. In most cases, people with different backgrounds usually take different approaches to solving problems within organizations. In an organization that creates an environment where differences in perspectives are embraced and valued, team members bring valuable insights that they acquire through different life experiences. By looking at things in a new manner, organizations can get new solutions that they would have otherwise not have had in the first place.

Organizations must also endeavor to treat other people in an exact manner they want to be treated if they have to ensure diversity thrive (Herring, page 4-17). The golden rule of treat people the way you would want to be treated does not always apply especially in professional environments. The new order is to follow what is referred to as the platinum rule which states that you should treat people how they want to be treated. organizations have to be considerate and be alive to the expectations of other people. In most cases, requests or activities that individuals within organizations might have could conflict with values that other parties do have. Different cultures could understand different things in a different way but its good practice to always ask whenever people are in doubt. If they accidentally offend others, the most important thing to do is apologize which goes a long way in minimizing differences.

organizations should also strive to observe different traditions, holidays or celebrations from other cultures. This they can achieve by creating a culturally diverse holiday calendar and encouraging colleagues and team members to get themselves involved in finding appropriate ways in which they can celebrate the different traditions (Taylor, page 8-21). Team building activities goes a long way in assisting organizations to celebrate other cultures which help it nurturing diversity. This they do through sharing of foods from different backgrounds, celebrating through music from around the world. This helps individuals from various levels within the organization connect with one another. There are instances when the whole team is not in a position to organize for an event that can bring different cultures and perspectives together. In this case, the management or organizational leadership can have particular instances where they can ensure such are celebrated in a bid to embrace diversity and enhances cohesion. Sensitivity to other team members regular cultural and religious practices is necessary as it will help avoid conflicts. Things, like scheduling meeting during prayer times or planning for lunch during fasting periods, might cause conflict between organizations and their customers as this will amount to disrespect to their beliefs or traditions.

Organizations should also strive to contribute to various cultural diversities within them knowing very well that the diversities will take different forms (Mill, page 5-19). The leadership in these institutions should never underestimate the cultural value that they can add to the organization. Team members must realize that despite the fact that they have different backgrounds that are unique, they can still offer different perspectives culturally. This they can achieve through various experiences that will then enrich their professional experiences and those of the people around them. Those in management positions can set examples that can be followed by those under them. There are small acts that can enable team members to share conversations that go a long way in inspiring everyone. Through embracing diversity and working towards building it, organizations get to understand different employees at a personal level. This is done regardless of the employee’s background or cultural belief. It helps in finding common grounds among employees and deepening everyone’s appreciation of the possible differences. Either, it helps in promoting inclusivity within the workplace thus ensuring there is diversity within the organization and nurturing it.

In conclusion, therefore, organizations must be vigilant in how they nurture diversity within them. Other than the above- mentioned, various people within the management of these organizations must speak out strongly against discriminatory acts (Taylor, page 3-23). Actions bordering on racism, sexism, and homophobia must be condemned in the strongest term possible and if the management does not speak against them then they will be sending wrong signals to other team members. Organizations should also encourage their employees to speak in the event that they become victims of discrimination of any form. They should not remain silent and suffer as speaking out will help them get the required support. Either, organizations must remain open-minded and challenge various ways of thinking and views by trying to understand the thinking of team members. The power of money should also not be underestimated as it helps in corrupting people’s minds thus making them perpetuate the evils of discrimination. In managing diversity, organizations must focus on the strategic levels where they will integrate individual differences into the organization that goes a long way in promoting the manner in which people share ideas and other practices. In the end, it develops the resources within organizations and ensures the proper use of resources.

Works Cited

Mill, John Stuart. On Liberty. Sayre Street Books, 2016.

Taylor, Charles. “The Politics Of Recognition.” New Contexts Of Canadian Criticism 98 (1997).

Sampson, Rachelle C. “R&D Alliances And Firm Performance: The Impact Of Technological Diversity And Alliance Organization On Innovation.” Academy Of Management Journal 50.2 (2007): 364-386.

Shore, Lynn M., Et Al. “Inclusion And Diversity In Work Groups: A Review And Model For Future Research.” Journal Of Management 37.4 (2011): 1262-1289.

Herring, Cedric. “Does Diversity Pay?: Race, Gender, And The Business Case For Diversity.” American Sociological Review 74.2 (2009): 208-224.

Horton, John, And Jose Calderon. The Politics Of Diversity: Immigration, Resistance, And Change In Monterey Park, California. Temple University Press, 2010.

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