Diversity in the Workplace
Diversity in the workplace refers to the variety of persons working there. It includes traits including personality, thought patterns, employment history, ethnicity, gender, race, and age. Diversity concerns how individuals view other people; the tenets influence their interactions either positively or negatively. Effective management of issues including communication, change, and flexibility is necessary for a diverse workforce. Successful businesses, like KAPResources, are willing to pay money and use resources to manage diversity in their enterprises (Simpson, 1949).
Effective Communication
A varied corporate workforce demands effective communication, which necessitates understanding the level of staff diversity. Others look at meetings as time wasters, while others think of it as a way of enhancing the business. Communication within the organization is critical in maintaining the inter-staff relationship. Modification of communication methods to suit every single member's preferences is difficult. A company should prepare adverse communication platforms to accommodate various preferences. Those can be face to face meetings, online meetings, translatable written materials, and email groups to accommodate diversity (Tayeb, 1996).
Embracing Diversity for Business Success
The ability to embrace diversity influences the success and competitiveness of a business. Organizations, which embrace diversity, increase the supply of solutions, for instance in the allocation of resources, sourcing, and service provision. Diverse employees bring on board unique and different talents, which helps improve the business. New experts and skills help to deal with issues in customer demands and fluctuating markets across borders. For instance, the employees from Spain have a better understanding of the Spanish market than the ones coming from the United States of America (Jackson, 1992).
Broader Service Range
Diversity provides a broader service range. It comes with different skills in culture, languages, and beliefs, which increase customer base on a global scale. It is easier for a Spanish employee to convince a Spanish customer, compared to an American employee who understands Spanish. Diverse work base can be established when, for instance, fifty new employees, that should come, have different viewpoints. It means fifty different points of view on doing things and hence this positively enhances the business. A pool of ideas is gathered through previous experiences of employees. The company can pull them to meet the business plans and goals. Diversity plays a major role in the implementation of the ideas. Since it means reaching out to many people of different upbringing and background, this helps see the success of the business (Tayeb, 1996).
Diversification for KAPResources
For KAPResources, diversification might be a proper solution. In the quest to find a recommendation for two countries diversification will play a major role. It will help them to understand the nature of the market from a broader perspective and advice on how cautious they need to be when entering the market. It will as well help them to get the picture of the new market, the competitors, and a feasibility study to capitalize on the undoing of them to see the success of the company. Since it is a consultancy firm, diversification will help them in persuasion through language, but only if they consider native employees from the states they want to invest.
The Benefits and Challenges of Diversification
Diversification is the latest killer trick in the commercial world. When someone needs to have a wider market, they should consider diversification. However, it comes along with problems. For instance, the problem in communication and culture. The solution can be found through exploring communication methods, which suit different countries and cultures. It enhances job provision across different countries as the seller gains a wider market.
References
Jackson, S. E. (1993). Diversity in the workplace: human resources initiatives. New York: Guilford Press.
Simpson, E. H. (1949). Measurement of Diversity. Nature,163(4148), 688. doi:10.1038/163688a0
Tayeb, M. H. (1998). The management of a multicultural workforce. Chichester: Wiley.
