Workforce diversity is one of many challenges that organisations face. What is workforce diversity and what are its implications for organisational behaviour?

WORKFORCE DIVERSITY AND ITS IMPLICATIONS IN ORGANIZATIONAL BEHAVIOR
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Workforce diversity in any organization usually regards employee’s welfare and type. For a workforce to be diverse there is a presence of similarities and differences among the employees. This is usually regarding their gender, cultural background, race, age, and even educational background. It is a situation where none of the workers in an organization is unlike the other and performs according to their diversity hence posing a diverse situation (Bratton, 2010, 32)
In a diverse workface the individuals in an organization don’t know about the other employee’s culture and ethnicity. All they care about is the job they are there to undertake. It is a situation where people from all walks of life meet in a business setting to conduct business and leave. This form of diversity ensures that people from different parts with different abilities and experiences meet (Robbins, 2013, 715). The people engage together to create a unique setting that most organizations prefer.
When an organization realizes the benefits of diversity and embraces the act. Competitiveness and the organizations success can be strategically implemented.

The benefits from workforce diversity will only be realized if the organization improves and implements real diversity plans and the organization aggressively assess their conduction of work diversity issues (Saha, 2006, 357)
In organization behavior workforce diversity poses a great deal in the running and implementing the organizational goals. Challenges occur as the organization tries to cater for all the workers and keep a workplace running disregarding any of the personal things affecting the workers.
Discrimination occurs when somebody is deprived of chances on the basis of a personal distinction that has no manner on job performance (Bratton, 2015, 242).Judgment causes excessive damage and is unlawful in most scenarios. Discrimination can either be fair or unfair discrimination. This is usually seen in organizations during the promotion of individuals to better positions. Many people tend to feel discriminated when not promoted. Research has found out that when Individuals are not promoted after a certain duration in an organization, the feel like they are being judged for being different from the others (Chitale, 2012, 113). The simple difference between one worker and another can cause alarm when one is promoted. Managers find it difficult o make such decisions because they have to consider the various means to implement their judgment without causing fear.
The research also found out that demographic diversity, seen in differences in gender, age, ethnicity do not necessarily affects the team work of a group of individuals. If for example, group of individuals in an organization with same skills and experience came together to complete a certain task, the output is usually of higher quality as compared to placing diverse people in the same room to complete the same task. This shows that workplace diversity could negatively affect the performance of an organization.
Some of the challenges posed by lack of diversity in an organization include the following; some of the people from minority races and ethnicity tend to have difficulties while addressing the other workers in the organization. They tend to feel undermined when decision is being made. Their lack of proper recognition may in turn lead to challenges in the organization.
In the 19th century women were severely discriminated at their work places. They tend to be discriminated out of being minority genders as it was the. Now, things are different as women can now hold positions of power in offices such as managerial roles and supervisory jobs. Gender diversity is importance when running an organization to ensure that concerns are not raised by the workers or other bodies that monitor such things. Sexual advancements being made to women and sexual harassments of either form have been reported by women holding lower positions of power or none.
Workforce diversity is also posing challenges such as the fairness and justice challenge (Press,2013)This is where the organization tends to create fairness while they are distributing resources among employees. Fairness challenge also comes into place where individuals are being promoted or transferred and the managers have to make the difficult call of deciding who is to be transferred (Robbins, 2011,89)
Decision making and performance challenge is also seen in a diverse workforce. This mainly affects the policy makers in the organization other than the diverse group of employees. Regardless of the type of employees in an organization, the managers have to decide what is to be done and in quest of ensuring that they are fair the performance lowers and vice versa. This shows that the diverse workforce does not necessarily bring good effects to the companies.
In conclusion, an organization works on maximizing the output rather than making employees feel at home while at their places of work. In such settings organizations have employees who are diverse in nature although working together. It is the job of the organization to ensure that the workforce and profits are balanced hence having a good working condition that favors all the employees or none (Gaspar, 2013, 27). This ensures that the workers are focused on their jobs rather than their differences or similarities.
References
BIBLIOGRAPHY A. K. CHITALE, R. P. (2012). ORGANIZATIONAL BEHAVIOUR: Text and Cases. illinois: PHI Learning Pvt. Ltd.
Bratton, J. (2015). introduction to Work and Organizational Behaviour. manchester: Palgrave Macmillan,.
John Bratton, C. F. (2010). Work and Organizational Behaviour 2nd Edition: Understanding the Workplace. london: Palgrave Macmillan.
Julian Gaspar, L. B. (2013). Introduction to Business. california: Cengage Learning.
Press, H. B. (2013). Managing Diversity: Expert Solutions to Everyday Challenges. chicago: Harvard Business Press.
Saha, J. ( 2006). Management and Organizational Behaviour. mumbai: Excel Books India.
Stephen P. Robbins, R. B. (2011). Management. washington D.C: Pearson Australia.
Stephen Robbins, T. A. (2013). Organisational Behaviour. chicago: Pearson Higher Education AU.