Diversity In Groups

Diversity in groups

Introduction:

To have differences between the members of a certain group can represent a source of conflict, but if those differences are treated in a certain way it can represent an added value to the work of the group, because of the creative results it can bring and the different perspectives it can represent.

* Types of diversity:

There can be lots ofdifferences between two persons, and because of that there are two big classifications of differences:

* Visible: Characteristics like race, age, and gender.
* Non-visible: Characteristics like education, cultural background and specific characteristics of personality.

In real life, groups experience both types of differences in specific levels. It’s very different to work with peoplewho is of another age or gender than to work with someone who’s core beliefs are opposite to yours; visible differences implies less negative results to the group development.

Non-visible differences have also two classifications. The first one is “Personality differences” and this part is very important because we are all individuals with certain personality characteristics and some of themmay cause controversy and conflict among the other members of the group. To identify this differences are a lot of different methods but one that is very effective is the “Big five model of Personality”, this model identifies five core characteristics of an individual such as conscientiousness, agreeableness, openness, neuroticism and extroversion. From all of them, only neuroticism represents anegative characteristic to a group performance.

The second one is occupational or functional differences, which refers to the model of working an individual has, to the experience, training or knowledge acquired.

We can also focus on cultural differences, and this part can be analyzed from different perspectives. More than core beliefs we are going to focus on ideologies of the waysociety works and develop everyday. There are 5 dualities in which an individual or a group may perform:

* Universalism vs Particularism: Degree to which members follow social norms and values.
* Individualism vs Communitarianism: If people define themselves primarily as individuals or members of a group.
* Specific vs Diffuse: How people let their personal lives to interfere inbusiness.
* Achievement vs Ascription: If people get more valued for what they have done of by who they are.

* Perspectives on diversity

Nowadays, the diversity in society is becoming more and more common. Diversity in workforce may be perceived as an asset or a liability. The results of a study performed by Ely and Thomas (2001) showed that there are three perspectives of diversity inprofessional-services firms.

1. The integration and learning perspective
a. The insights, skills and experiences of employees from different cultural groups are valuable resources
b. The differences between members allow groups to rethink their strategies and target customers and be more effective
c. Diversity creates adaptive change and fosters learning
d. It haspositive effects on the work group as a whole and minority members in particular
e. Respect and value of minorities are essential
f. It is the most effective perspective in enhancing group dynamics and empowering employees.

2. The access and legitimacy perspective
g. Diversity is based in the recognition that markets and customers are diverse
h. Hiring ofminority employees to gain legitimacy and insight into markets
i. Use of diversity to understand and appeal to target markets and customers

3. The discrimination and fairness perspective
j. Diversity is seen as a moral necessity
k. Diversification initiatives provide opportunities in hiring and promotion
l. Organizations want a diverse workforce to avoid legal...