Diversity Management Assignment Help

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What is diversity management?

Diversity management

The increasing diversity in the workplace around the globe increased the need of introducing diversity management in companies and institutions of different countries. Recognizing individual differences and getting acquainted with the fact that every individual is distinctive with one or more qualities irrespective of their race, gender, sex, socioeconomic status, physical health etc. is the main idea behind diversity management. Therefore diversity management policies and programs are designed to create a hospitable environment for diverse individual in a company. The knowledge of diversity management is important for progress of a company where number of diverse employees need to work together in groups, coordinating with one another for accomplishment of specific task. Moreover, diversity management is about understanding and respecting each other thus creating a positive, synergistic and safe environment.

“Diversity management refers to the voluntary organizational actions that are designed to create greater inclusion of employees from various backgrounds into the formal and informal organizational structures through deliberate policies and programs.”(Mor Barak, 2005, p.208).

“Acquiring the necessary knowledge and dynamic skills to manage such differences appropriately and effectively. It is also about developing a creative mind-set to see things from different angles without rigid prejudgment” (Ting-Toomey and chung, 2005).

Types of diversity management

The increasing workforce and globalization in economic sector have extended the requirement of diversity management beyond the heterogeneity of one nation. Hence, diversity management is divided into two types:

  • Intra-national diversity management: It refers to handling workforce of citizens and migrants within one organizational environment.
  • Cross-national diversity management: It refers to handling workforce of citizens and migrants of one organization having branches in different countries.

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Paradigm in diversity management

Paradigm in diversity management

Following are the two important paradigm in diversity management.

HR paradigm (human resource paradigm)

Conservative method to produce and extend homogeneity in HR sector include Attraction, selection and attribution cycle also called A-S-A cycle (Schneider, 1987; Schneider, Smith, & Paul, 2001). According to this cycle, most of the individuals are attracted to those companies and institutions that have ethics similar to their own. On the other hand, organizations select those applicant having similar ethics to the existing member of the company in order to make the overall environment comfortable. Moreover, those employees who are reliable and possess similar characteristics like that of successful employs of the company in the past were selected during the hiring process. Therefore, candidates who failed to fit this criteria or who don’t match this condition are fired from the company, generating selective attribution; that supports evenness in the workforce. But down the line this process is unsuitable for any organization because it limits the talent pool in the workforce which in turn restricts the growth of the company.

Therefore, recently HR managers have acknowledged the need for Diversity management to overcome the prevalent barrier of diversity. The four approaches for HR paradigm to bring improvement in organizational performance are listed below:

1. Diversity enlargement: The goal of this approach is to change the composition of the workforce that leads to change in culture of the organization. Therefore to accomplish this process, candidates from diverse background are selected during the recruitment process.

Assumption: Newly hired employees can change the culture of organization simply by their presence, therefore new hires to change organizational culture isn’t really important.

2. Diversity sensitivity: The goal of this approach is to overcome difficulty in the organization by encouraging collaboration and good communication. Therefore to accomplish this process, training is set for employees to upsurge the sensitivity and bring improvement in communication.

Assumption: Amplified sensitivity to the differences can affect the performance of the employees.

3. Cultural audit: The goal of this approach is to recognize the problems faced by the employees of diverse background and bring amendment in the practices of organization. Therefore to accomplish this process, group survey are conducted to check the prevalent practices and hence generating alterations to address these insufficiencies.

Assumption: Most of the problem in an organization is generated by dominant culture group, and hence it need to be addressed by that group.

4. Strategy for addressing organizational outcome: The goal of this approach is to achieve objectives and aims of organization through diversity management. Therefore to accomplish this process, diversity management is integrated with HR policies areas and other strategic choices of the company.

Assumption: The practice for diversity management need to be linked with desired individual and outcome of the organization.

Source: Kossek and Lobel, 1996

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The Multicultural organization

According to this paradigm, diversity management must focus to establish a multicultural organization where individuals from diverse background can contribute to their maximum potential for the progress and growth of the company. Three types of diversity management on multicultural organization are:

1. The monolithic organization: The organization that is demographically and socially homogeneous and it extends the homogeneity of its workforce though hiring and selection process. There are only few chances when people of diverse culture or other group will make an effort to integrate with this organizational workforce. In this organization, very less intergroup conflicts can arise but the organization will be able to serve diverse clients only in minimal way.

2. The plural organization: The organization that has heterogeneous work force but the member of diverse group work under the managers and are predictable to adjust with the majority culture is termed as plural organization. In such organization, there are chances of raised conflicts between the working members, but the organization is potentially able to serve diverse clients. Still the lack of integration with the members can probably reduce the quality and efficiency of the service offered by particular organization.

3. The multicultural organization: Organization that have multicultural and diverse workforce and in which every individual respect, values and nurture cultural differences is termed as multicultural organization. But rarely do organization achieve integration up to this level in structural and informal form. This type of organization is able to deliver effective services to diverse clients.

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Why do a company require diversity management?

  • It is important for a company to adapt increasingly diverse workforce to grow and process in the economic market.
  • Applying diversity management serves a competitive advantage to the company in global economy.
  • To allow every individual to display their full potential irrespective of any discrimination.

Characteristics and limitations of diversity management


  • Diversity management is voluntary
  • Widened definition of diversity is used by diversity management.
  • Diversity management provides noticeable benefits to the organization.


  • Company may not last during difficult economic time.
  • Lack of protection to the vulnerable group.
  • If diversity management is no longer termed as benefit to company, it will disappear.

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