Discuss about the Impact of Workforce Diversity on Organizational Performance.
In the present complex business environment, workforce diversity has emerged as one of the prime factors that organizations have to consider in order to remain competitive in the market. Many studies have established the fact that workforce diversity allows organizations to become more creative (Podsiadlowski et al., 2013). Therefore, it eventually helps organizations to get close to the potential customers. However, workforce diversity also has several drawbacks. Studies have established the fact that workforce diversity has created challenges for the management to utilize all its resources in an effective manner. Therefore, the study will focus on different perspective of workforce diversity to evaluate the kind of impact it can have on the organizational performances.
The prime aim of the research study is to analyze the relationship between workforce diversity and its impact on the organizational performances.
The objectives of the research paper are as follows:
- To evaluate whether workforce diversity can have positive impact on the performance level of the organization
- To determine the possible challenges that organizations are facing with respect to utilizing workforce diversity in the organizational structure
- To identify the steps that majority of the organizations are following to handle challenges of workforce diversity
- To highlight the possible benefits that organizations can receive by implementing diversified workforce in the organizational structure
As mentioned by Mackey & Gass (2015) research methodology plays a key role in fulfilling all the objectives of the research. The article also highlighted that research methodology has different types of tools and techniques for analyzing several factors of the research. Now, workforce diversity is an extremely vast topic, specific tools and techniques have to be used in order to analyze all the factors related to the study. As per the article by Flick (2015), design of the research can be of three types including exploratory, explanatory and descriptive research design. For analyzing the impact of workforce diversity on organizational performance, the research study will focus on exploratory research design. The prime reason for selecting an exploratory research design is to analyze the research topic in a detailed way. Furthermore, it will provide in-depth information for proper analysis of the study.
As per the article by Bryman & Bell (2015), selection of research approach is critical for the successful completion of the study. There are two types of research approach namely deductive and inductive research approach. However, this study will focus on the inductive approach, as it has the potential to provide more information regarding topic of the research. Furthermore, the inductive research approach has high data intensity. Therefore, it increases the effectiveness of the collected data for the successful completion of the study. Inductive research approach will also help to develop a relationship among all the factors of the research study.
Research philosophy is another key factor that can have huge amount of impact on the successful fulfillment of the research study. Research philosophy has three parts namely positivism, interpretivism and realism research philosophy (Merriam & Tisdell, 2015). For analyzing the impact of workforce diversity, positivism research philosophy has to be selected. Positivism research philosophy will help to cover all aspects of the research study. It also helps to analyze all the captured information related to workforce diversity in an effective way. Positivism philosophy is more focused towards the factual evidence that will help to identify real facts related to workforce diversity.
As per the article by Friedman et al. (2015), data collection is probably the most important factor for the successful completion of the research study. For analyzing the impact of workforce diversity on organizational performance, both secondary and primary data collection technique will have to be utilized by the study. The research study will utilize secondary sources like website, business magazine and newspapers in order to collect secondary information.
On the other hand, the research study will also focus on the collection of the primary data. In this research study, both qualitative and quantitative research techniques will be used in order to obtain in-depth information about the research study (Male, 2015). In this study, the survey technique will be used for the collection of quantitative data. Quantitative data collection technique will comprise of a questionnaire with only closed-end questions. 80 executive level employees working in different organizations will be selected for the quantitative data collection. The study will utilize online platform to collect quantitative information about the research topic. In case of qualitative data collection, the study will focus on face-to-face interview process. For qualitative data collection, 6 managers from different organizations will be selected. The study will also utilize the non-probability sampling technique for effective utilization of the collected information.
Bryman, A., & Bell, E. (2015). Business research methods. Oxford University Press, USA.
Flick, U. (2015). Introducing research methodology: A beginner's guide to doing a research project. Sage.
Friedman, L. M., Furberg, C. D., DeMets, D. L., Reboussin, D. M., & Granger, C. B. (2015). Data collection and quality control. In Fundamentals of clinical trials (pp. 233-253). Springer International Publishing.
Mackey, A., & Gass, S. M. (2015). Second language research: Methodology and design. Routledge.
Male, T. (2015). Analysing Qualitative data. Doing Research in Education: Theory and Practice, 177.
Merriam, S. B., & Tisdell, E. J. (2015). Qualitative research: A guide to design and implementation. John Wiley & Sons.
Podsiadlowski, A., Gröschke, D., Kogler, M., Springer, C., & Van Der Zee, K. (2013). Managing a culturally diverse workforce: Diversity perspectives in organizations. International Journal of Intercultural Relations, 37(2), 159-175.