Essential Skills Leadership Effectiveness

Question: Discuss about the Essential Skills for Leadership Effectiveness. Answer: Introduction Workforce diversity aims at maintaining the similarity and differences among the employees of the organization. Diversity in an organization may occur in terms of race, religion, age, cultural background, gender, physical abilities, disabilities, and sexual orientation (Canas and Sondak 2013). After the analyzation of various papers and research papers, it has been clearly stated that workforce diversity is one of the strengths of any organization. It provides experiences, innovations and ideas to the organizations, thereby, improving the productivity of the organization. With the major objective of the organization to earn profit and to enhance productivity, a diversified workforce is quite efficient in nature. Yet, it could be stated that the management of such a diversified workforce is considered as a major challenge for the organization. The organizational framework must be able to manage the diversities of the workforce. It must be capable of providing the employees with better facilities and scope of improvements (Chuah 2013). In this report, the effect of globalization o raising the diversity of the work place has been analysed. This diversity has benefits and challenges associated with it. Diversities within an organization would be helpful for reducing the lawsuits and raising the opportunities for the company to raise their productivity (Harvey and Allard 2015). The challenges faced due to diversity are analysed that are faced by the organization are negative attitudes and behaviour, which can harm the work structure of the organization. Diversity Diversity can be defined as the understanding and acknowledgement of the differences that exist in an organization. It is quite vital for the organizations to embrace the changes in an organization as it helps them to explore new innovative ways of expanding their business. Managing diversity in an organization leads to produce a main component of efficient people managing in the place of work (Business Insider 2016). Due to the presence of reducing the size of the company and outsourcing within an organization, significant changes have taken place. These changes have been quite vital in changing the workplace practices of the organization. These changes directly affect the human resource management of the organization. With the involvement of new technologies and globalization in an organization, and there has been a trend toward longer working hours. Diversity plays a critical role in everything that is done in an organization, including the diversity of thought that is brought to serve the clients. Benefits of diversity The importance of workplace diversity could be taken into consideration by stating that diversity in race, cultural diversity and gender helps in creating better organizations and newest workplace frontier improvises the minds of the individuals. There are two kinds of people, one who is considered as an analytical thinker and the other, who thrive in creative zones. Some individuals love spontaneity, while others are organized planners (Chuang 2013). When all the different kinds of thinkers are mixed in an organization, stimulation is generated with respect to creativity, efficiency and insight. With various thinkers in the workplace, it is quite helpful for the organization to focus on innovations. It raises the productivity of the organizations. There are five steps to raise the diversity in the companies. These steps would be to hire the unconventional candidate, know the qualities of the team members and leverage their unique talents, encourage the individuals to come up with th eir individual perspectives. The involvement of transition in culture of the workplace, creation of improvement and productivity takes place in the firm. Creating a culture in the organization that welcomes diversities in the organization and improves the productivity of the organization. Diversity of the workplace can be beneficial for both the associates and the employers. A diverse form of workplace is considered as a reflection of the changing world of the marketplace (Saxena 2014). Diversity management can instigate a fair and safe work atmosphere, which raises the opportunities and challenges faced by the organization. Challenges in diversity There are various challenges in managing a diversified workplace. It is more than simply acknowledging the differences of the people. Managing a diversified organization involves the manager to face differences and discrimination about various aspects prevailing in the workplace. These discriminations and differences might pose a threat to the smooth functioning of the organization (Forbes.com 2016). There exist various negative attitudes, which harm the working relations within the organization. It adversely affects the diversity of the workplace. Negative attitudes and behaviour in the workplace include prejudice, stereotyping, and discrimination, which should never be used by management for hiring, retention, and termination practices. Required tools for managing diversity One of the efficient ways of managing the challenges faced due to diversity in workplace is by efficiently managing the organization. An efficient leader in an organization would help in acknowledging the diversities within an organization that would affect in raising the productivity of the organization. With an efficient leadership form to be assisted in an organization, the importance of diversities that are present in the workforce could be analysed and used in a productive way. Technological innovations, globalisation and demographic changes has caused various differences among the individuals of the organization. Leaders of such organization need to involve cultural awareness, interpersonal skill, global mindset, and effective manager employee relationships (Green et al. 2002). It is quite important for such leaders to improve the performance of the company, take the responsibility of the society and other international leadership skills and cross culture human relations. With the help of these attributes, the leaders would efficiently explore and investigate the diversities of the work force and improvise better strategical implementations in the economy. This would in return help in improving the productivity if the organization. Conclusion A diverse workforce helps in changing the methods and processes that are analysed while analysing the processes of the organization. Every human is different, therefore, his or her perspectives regarding the same problem is different. The society has discriminated the people in various aspects, which imply a transition among the attributes of the employees. The organization that is quite efficient in maintaining the diversity of the organization would be successful in framing a distinctive position of the firm among its competitors, sustain the growth of the firm along with improvising the change management of the firm. Reference Business Insider. (2016). Why 'Thought Diversity' Is The Future Of The Workplace. [online] Available at: https://www.businessinsider.in/Why-Thought-Diversity-Is-The-Future-Of-The-Workplace/articleshow/23169224.cms [Accessed 5 Dec. 2016]. Canas, K. and Sondak, H., 2013.Opportunities and challenges of workplace diversity. Pearson Higher Ed. Chuah, J.V.H., 2013. Diversity in the workplace. Chuang, S.F., 2013. Essential skills for leadership effectiveness in diverse workplace development.Online Journal for Workforce Education and Development,6(1), p.5. Forbes.com. (2016). Forbes Welcome. [online] Available at: https://www.forbes.com/sites/glennllopis/2016/04/23/is-diversity-good-for-business/#5ac3409512e8 [Accessed 5 Dec. 2016]. Green, K.A., Lpez, M., Wysocki, A. and Kepner, K., 2002. Diversity in the workplace: benefits, challenges, and the required managerial tools.University of Florida,1(4). Harvey, C.P. and Allard, M., 2015.Understanding and managing diversity. Pearson. Saxena, A., 2014. Workforce diversity: a key to improve productivity.Procedia Economics and Finance,11, pp.76-85.