Members of a team in an organization usually do not come from the same background or share common beliefs, personality, age or gender. It is imperative to note that this kind of diversity has the potential to cause a lot of conflicts among team members, and hence one needs to know how to handle such situations (Phillips, & Gully, 2013). Thoughtful planning in selecting members of a team should be applied by ensuring that cultural and personality diversity is put into consideration. This paper focuses on two questions that deal with the issue of diversity at the workplace specifically in teamwork.
What is an example of how diversity can affect teamwork from your own experience?
Workplace diversity is significant in teamwork because most great ideas usually come about as a result of a clash of perspective. However, the unending misunderstanding between members of a team with different personalities and different cultural backgrounds can have a detrimental effect on the performance of a team. From experience, gender diversity in a team can contribute both positive and negative results regarding teamwork performance. A team which is dominated by males will tend to give little or no regard to their female counterparts. This is because females usually feel less rejuvenated when working among males thus making the males continue their negligence. With this kind of gender conflict, a performance of a team is likely to dwindle which in turn makes a team not be able to reach the required goals. On the contrary, a team which is gender diverse in that it has an equal number of males and females is likely to register great results. This is because every member of such a team will feel valued and also no one can feel inferior. When the minds of the males and females are combined to achieve a particular task, then that task will be completed effectively.
What the tangible and intangible benefits for an organization that has diversity as a core value?
An organization that has diversity as its core value will receive tangible benefits such as being socially responsible. Diversity as a value in an organization increases the chances of the employees serving the customers with different experiences, personalities, and backgrounds. Increased innovation is another tangible benefit of an organization which relies on diversity (Lambert, 2016). When people with different background, ages, and gender work together, a myriad of ideas emanates from such groups which lead to organizations being innovative. A diverse organization can have a return on investment as a tangible benefit. An organization which spends salaries and other overhead costs on their human capital, need to be diverse so that they can get the value for the human resource costs.
One of the intangible benefits of an organization which results from diversity is opportunity to expand in business. This is because a diverse workforce includes employees with different cultures, languages and also information which can be important in helping an organization open a business overseas. Another intangible benefit is improved employee performance. The employees usually feel comfortable in an environment where there is inclusivity. A diverse organization encourages employees from different backgrounds to feel comfortable thus confident. It is common knowledge that the higher the team morale, the higher the team performance.
Lambert, J. (2016). Cultural Diversity As A Mechanism For Innovation: Workplace Diversity And The Absorptive Capacity Framework. Academy of Educational Leadership Journal, 20(1), 68-77. Retrieved from
Phillips, J., & Gully, S. (2013). Organizational behavior (1st ed., p. 389). Cengage Learning.