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Diversity in Workplace Communication

International organizations comprise of people drawn from different races, ethnicities, and religions (Harvey & Allard, 2008). The differences constitute to workplace diversity. The perception that dictates how one views a particular group has a far-reaching consequence in a diverse organization. In order to reduce this effect, companies have to address issues such as communication, change, and adaptability (Harvey & Allard, 2008). Successful organizations tackle the above issues by encouraging employees to accept and appreciate others irrespective of their existing differences (Harvey & Allard, 2008). Such firms embrace diversity by factoring in and embracing the individuals’ strengths and limitations in the structuring of the organization.

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There are several benefits of understanding cultural, ethnic, and gender differences by managers and professionals (Harvey & Allard, 2008). A comprehensive knowledge of the above differences can enable managers to communicate freely with their employees. Through this, they can be able to identify major diversity issues in the subordinate levels. When employees work hand-in-hand with managers, they can be able to come up and compare different approaches of enhancing diversity in the workplace (Harvey & Allard, 2008).

Similarly, an understanding of diversity in the workplace will improve the relations among the employees (Harvey & Allard, 2008). Efforts fronted to bridge the gap between the senior, and the subordinate staff may enhance better communication. In general, a comprehensive understanding of workplace diversity will help the management to realize the hidden talents and knowledge within the cultural multiplicity that can be harnessed for the betterment of the organization.

While conducting the ball and sock experiment, I noted that there are so many challenges and prejudices experienced by the left-handed individuals. Through the experiment, I found out that opening a bottle of wine, using a computer mouse, and tying shoe laces were difficult tasks to perform. Considered that left-handed individuals are always exposed to right-handed devices, I noted that the left-handed individuals have been prejudiced against by the society. Ideally, a few tools are available for the left-handed individuals compared to the right-handed individuals since they are the minority. With this shocking revelation, those who are born right-handed wonder how the left-handed grapple with all these difficulties. Based on my experiment, I learnt that we should all appreciate and tolerate our differences in the workplace to enhance diversity and productivity. Through the ball and sock experiment, the management can decrease the degree of both prejudice and prejudgment in the organization (Harvey & Allard, 2008). The step is vital in changing the peoples’ notion to embrace workplace diversity.

In conclusion, it should be noted that diversity is a major factor behind the success of several multinational companies. Diversity an organization is exhibited through the employees’ dissimilarities and similarities (Harvey & Allard, 2008). For any organization to succeed, the management ought to embrace workplace diversity. In international organizations, there are several diversity mixtures. The mixtures are based on race, age, religion, and profession (Harvey & Allard, 2008). The diversity mixtures can fuel the success of the organizations. Contrastingly, the mixtures can fuel animosity between employees from different backgrounds if not well managed. In this respect, the managers and other professionals should have an understanding of cultural, ethnic, and gender differences. For instance, managers and employees should increase diversity, build relationship, and foster mutual adaptation to end the animosities resulting from workplace diversity.


Harvey, C. P., & Allard, M. J. (2008). Understanding and managing diversity (4th ed.). Harlow: Pearson Education.

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