Human Behavior and Diversity Workplace

Human Behavior and Diversity Workplace

Human behavior is often influenced by diversity in the workplace. Some workers may fail to understand the unique differences that exist among the employees. The differences are prominent in the dimensions of race, sexual orientation, ethnicity, physical abilities, variation in ideologies, and age (Clark, 2017 ). However, workplace diversity is crucial for employees since it promotes the building of a good company reputation leading to an increase in profit. Debatably, differences cause critical issues that can prevent an organization’s growth. The growth can be affected in the critical operations such as the advancement of professions, the recruitment process, retention of workers, motivation, and job satisfaction among the employees. Therefore, there is a need to conduct more research on the relationship between human behavior and workplace diversity in a bid to establish solutions to the concerns regarding the significant activities of the workplace.

Workplace diversity has some key benefits, which make it a crucial element among the employees. For instance, individual differences lead to the creation of varying opinions. The combination of perspectives on varying dimensions serves the essential advantage output increment (Suharnomo et al. 2017). The increased productivity relates to diversified creativity, which contributes to the formation of many solutions to a single problem. The presence of diverse opinions reduces the fear of performing the routine duties at the workplace, yielding an advancement in the overall performance. Besides, an increase in innovation is the product of the culture of diversity in an organization (Suharnomo et al. 2017). Therefore, the accommodation of the differences among people serves to increase the efficiency and productivity in a workplace by merging various opinions through teamwork.

On the other hand, diversity is a source of various challenges in the workplace. For instance, ethnic and cultural differences can lead to unfair prejudices. (Suharnomo et al. 2017). The differences affect communication as it may cause a variation in the languages of the individual in the workplace. The overall impact of the differences is reduced growth at the workplace by affecting recruitment, retention, and advancement of workers. The promotion of workers becomes difficult in cases where the management may feel biased by the notion of tribal, race, or ethnic affiliations. Also, attaining job satisfaction among the workers become difficult due to the discrimination based on ethnicity and cultural background (Suharnomo et al. 2017). Therefore, diversity in the workplace has crucial issues that require further exploration to avoid a limitation of growth in the workplace.

Worthy of debate, further research on human behavior and diversity at the workplace would enable the professionals to deal with a diverse workforce to identify the significant diversity issues affecting an organization. The establishment of diversity issues would help in reducing the challenges related to human behavior. The research finding will provide a background to understand the causes hence creating the appropriate remedy to each concern(Clark, 2017 ). Besides, the research will establish behavioral responses to diversity among the workers, thus providing an excellent solution to the issues of advancement, retention, and satisfaction, and job motivation. Thus, diversity in the workplace has a significant effect on human behavior, making it a key area of study in industrial psychology. Therefore, researching the differences at the workplace would serve to counter the challenges related to human behavior, hence increasing the chances of organizational growth.

References

Clark, K. R. (2017). Managing multiple generations in the workplace. Radiologic Technology, 88(4), 379-396.

Suharnomo, A. Y., Wahyudi, S., & Wikaningrum, T. (2017). A systematic literature review of managing workplace diversity for sustaining organizational competitive advantage. International Journal of Mechanical Engineering and Technology (IJMET), 8(12).