Chapter 3

Diversity & Multiculturalism

GROUP 2 :
 
Background

• Understanding the development of human resources in the era of

globalization, provides an indication of the importance of managing
diversity. This diversity and globalization will automatically create a
multicultural organization.
Diversity as a Perspective

• Diversity can be interpreted literally as difference. Frequent

differences discussed are differences in terms of ethnicity, skin color,
gender differences, and much more.
• affirmed the view of diversity as a variety of perspectives and work
approaches that each individual brings in showing their identity and
group (diversity of viewpoints and knowledge inherent in each
individual), is crucial and relatively relevant to complexity.
 
Diversity and Its Implication in
Organizational Competition
• Competition is a condition in the business world that motivates
business people to be able to create advantages among other
competitors in achieving organizational goals. Meanwhile,
competition itself is often defined in terms of the company's financial
capabilities, strategy and technology. Organizational capability is the
ability of an organization to cultivate its members in order to achieve
that competitive advantage. The four characteristics that can identify
that an organization has a competitive advantage are the potential for
resources that cannot be imitated, rare, valuable, and cannot be
replaced.
Identify Orientations Approach In Managing Difference

• Identity orientation is related to the main motivation among

individuals, where motivation is the main driver of individual
performance and improvement. relates it to the main motivation in the
form of a desire to improve themselves, their relationship as a partner
or group. And also describes identity as something that consists of
many aspects (multifaceted), is dynamic and is influenced by forces
from various levels in the organizational structure.
• Diversity
HR Management
management
and Its is broadlyto Organizational
Relationship faced withOutcomes
two kinds of diversity (cultural
and personal), required to be able to make strategic decisions.
• Brickson (2000), shows that relational-oriented organizations provide
organizational outcomes that are able to minimize deficiencies and
maximize the benefits of diversity, where individuals and groups are
relatively more productive without the negative influence that often
accompanies diversity. This is the result of personal management
which explains that the organizational structure, tasks, and rewards
affect identity orientation (personal, relational, and collective) which
then gives a response in the form of awareness, influence, behavior of
each individual from the majority or minority groups.
Social Level in the Work Environment

• People's behavior will continue to be different every day, both in their

thoughts, decision-making problems and much more. However, it is
from that person's point of view that the difference arises from one
person to another. The dynamics of a person's quality inequalities are
rooted in hierarchical organizations based on status characteristics
(such as gender, age, income, or education). These differences which
are characteristics of status can be said to belong to several social
groups. Social evaluation of the status characteristics for social
groups/groups in a social environment allows to see the hierarchical
arrangement of social relations between people.
Culture versus Diversity in HR Management

• The movement of various things in the globally competitive era,

affects various fields of human life, including business and
management, which are developing faster than in the past. Meanwhile,
at the individual level, life that was previously in a small environment
is growing with international mobility and/or a cross-cultural
environment in a global team on a temporary basis.
 
Impact of Human Resource Diversity Management on
Organizational Performance
• One practice in human resource management is the policy of
implementing diversity which is often seen as differences in physical
form such as differences in skin color, differences in gender, ethnicity,
and differences in religion or belief. However, the essence of the
meaning of diversity is more towards a heterogeneous way of thinking,
opinion, acting and acting so that it can look at a problem from various
angles so that various ideas and thoughts are useful for the progress
and welfare of members of the organization.
Conclusion
• Understanding a strategic issue, diversity, in the world of HR
Management is not an easy thing to practice in an organization. Some
things have to be learned starting of the maturity or personal readiness
of the organization, the internal and external environment that supports
its implementation, as well as the attitudes and motivations of its
executives, so that its implementation goes well. However, it should
be understood that diversity stems from individuals who bring a lot of
difference in various ways, not diversity or differences that come from
outside to be applied to an organization. Therefore, diversity is very
interesting and important to be studied further and discussed in depth
from various different points of view.