ORGANIZATIONAL BEHAVIOR

ASSIGNMENT NO. 1

SUBMITTED BY:
SAAD IBRAHIM
SP17-BBA-091

Submitted to: SHAHID IQBAL

Date: 10th October 2019
Q no. 1: There is no question that today's workforce is more diverse. As
with any social construct there are many definitions for Diversity. What
does diversity (in an organizational context) means?

Diversity in Workplace: For an organization looking to cultivate a more diverse and

inclusive workplace, it is important to understand what constitutes workplace diversity.

Workplace diversity refers to the variety of differences between individuals in an

organization. Diversity not only includes how individuals identify themselves but also how
others perceive them. Diversity within a workplace encompasses race, gender, ethnic groups,
age, religion, sexual orientation, citizenship status, military service and mental and physical
conditions, as well as other distinct differences between people.

Q no. 2: Detail the arguments (pragmatic and ethical) for and against
diversity in business?

Arguments for Diversity in Organizations

Following are some arguments that shows why there should be diversity in an organization
and how it is fruitful for businesses: -

1. Talents, skills, and experiences: Individuals from diverse backgrounds can offer a

selection of different talents, skills, and experiences, that may be of benefit to the
organization and their work performance. A variety of skills and experiences among
the team also means that employees can learn from each other.

2. It creates innovation: By working alongside people of different

backgrounds, experiences and working styles, creative
concepts can be born from bouncing ideas off each other and
offering feedback and suggestions.

3. It grows your talent pool: A company who embraces diversity will

attract a wider range of candidates to their vacancies, as it will be
viewed as a more progressive organization and will appeal to
individuals from all walks of life.

4. Improves Employee Performance: Employees are more likely to feel comfortable

and happy in an environment where inclusivity is a priority. Equality in the
workplace is important for encouraging workers from all backgrounds to feel
confident in their ability and achieve their best.
 5. Job Promotion and Employee Development: Organizations with diverse
workforce have more chances of job promotion and employee development through
different training and development techniques.
Arguments against Diversity in Organizations: Following points show
some negative aspects of diversity caused due to not managing it properly: -

1. Conflict and employee turnover: Diversity can often create situations of conflict
and employee turnover when employees are unable to work properly in the diverse
environment. The conflicts can be of different perspectives.
2. Communication Barrier: Futile diversity management can also lead to different
communication blocks and confusion among employees.
3. Discrimination: Diversity can sometimes lead to unfair discrimination in different
organization practices such as in hiring and selection based on gender, race, age,
religion and culture that can move to reduced productivity and other issues etc.
4. Increased Costs: One main argument against diversity is the increased costs. After
generating a diverse pond of employees in organization, now it’s time to develop a
diversity management program in order to reduce problems, for that purpose it
requires a vast amount for businesses to conduct such programs.

Q no. 3: What are the major causes of job satisfaction? Explain.

Causes of Job Satisfaction: Job satisfaction describes a positive feeling and experience
about the job resulting from evaluation of its characteristics. There is a strong correspondence
between how well people enjoy social context of their workplace and how satisfied they are
overall. Following are major causes of job satisfaction: -

1. Underpaid: From a company’s perspective, it is a valuable and important issue

because individuals who are dissatisfied with the money they are making, for the job
they do, will most likely leave the organization.
2. Limited Career Growth: This could mean that the employee will potentially leave
for another organization that might have better career growth opportunities.
3. Lack of interest: Monotonous work causes an employee to experience boredom.
Bored-and unchallenged employees experience little incentive to concern themselves
with workplace productivity.
4. Poor Management: Managers with poor leadership skills tend to offer little feedback
on employees’ performances. Not having the leadership required is another reason for
dissatisfaction.
5. Unsupportive Boss: Managers who disengage from their employees and focus only
on results without providing inspiration, motivation or support are often unaware that
they may be a major cause of job satisfaction.
6. Relationship with Supervisor: One of the factors of job satisfaction is related to how you
keep your relations with supervisor, how he/she treats when you show a good or bad
performance.
7. Job Security: When an employee in organization feels more secure from his/her job
he feels more satisfied than those who are less concerned with job security.
8. Personality: Personality also plays a vital role in job satisfaction. People who have
positive core self-evaluation are more satisfied with job than those who have negative
core self-evaluations. People of positive ones perform their job with more ambitious
and enthusiasm.