describe the managerial implications of growing organizational diversity?

Answer 1

Managers need to be more flexible in a variety of ways.

Diversity is a buzz-word in the US, and specifically relates to the race/gender/ethnicity/sexual preference sort of categories. If it is done by tokenism or quota numbers, it is very artificial and not very effective. If a manager tries to hire eager young minds (in whatever age bodies) that appreciate the cross-pollination of ideas that comes with honest diversity, they will work well together and generally be an effective team. The manager may need to be something of a diplomat with regard to old-fashioned ideas (again, in whatever age person) regarding "Us" and "Them" mentality.

The manager must also be sensitive to the more common problems of simply not knowing what will or will not be considered rude in people who grew up in different cultures. For example, the way the firm celebrates holidays may need to be opened up. What was once "Christmas bonus" is now "end of year bonus." The holidays based on religion should be down-played and done with diversity in mind, and the emphasis should be on the patriotic and more general holidays. For example, almost every culture has a mid-winter holiday, but they don't all call it Christmas. Why not just say Happy Holidays, and let people choose their own. Same with Easter/Spring Holiday, and so on.

As I say, it will take a bit of diplomacy. But the effort will be worthwhile. Productivity will go up, job satisfaction will go up, and the manager's own satisfaction will not doubt go up as well.