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Culture and Organizational Diversity

 Culture and Organizational Diversity For many years, the study of organizational behavior was “culture blind and cul- ture bound”. As a result of two dramatic historical changes, researchers now look at the workplace through a broader lens. The first change has resulted from affirmative action programs, which increase the number of women and minorities who populate most organizations. The second is the worldwide trend toward globalization, which has brought people from disparate cultures into daily contact with each other as coworkers.

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Georgia Chao and Henry Moon (2005) note that every individual worker has a multidimensional identity that can be placed within a cultural mosaic. This mosaic consists of the various “tiles” of one’s demographic groups (such as age, gender, race, and ethnic heritage), geographical background (such as country of origin, region, climate, and population density), and personal associations (such as with religion, profession, and political affiliation). In some ways, everyone is similar; in other ways, no two people are alike. For researchers who study orga- nizational behavior, the challenge is to fully represent the complexity that comes with a diverse workplace in order to identify possible problems and solutions.

As diversity has become a fact of life, researchers have sought to understand what effect this change is having on motivation, morale, and performance in the work- place. Does diversity breed division and conflict, making worker teams less effective? Or does diversity increase the range of perspectives and skills that are brought to bear on a problem, enhancing productivity and creative problem solving? In recent years, researchers have begun to evaluate these questions.

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