Organization Theory
In order to understand the theories associated with diversity in the workplace, we must first understand organizational theory. Organizational theory studies the behaviors of businesses and companies, and through scientific analysis and observation attempt to determine how organizations will behave. When discussing organizational theory there are two different perspectives that most theorists subscribe to. The first perspective is from a social constructionist viewpoint which states that organizational theory can not be viewed as rational because organizations are operated by human beings who are imperfect. When organizations must make decisions on how to behave in certain situations those who operate within the organization must first decide on the risks and benefits that come with the proposed behavior. Because individuals inside organizations are not perfect when making these decisions we can not always predict that what the organization does will be logical or rational. Another perspective to organizational theory is positivist-rationalist view. Positivists-rationalists argue that the most important factors in studying organizations are data and facts.
Other Theories Associated With Diversity In the Workplace
Scientific Management
Frederick Winslow Taylor theorized that managers must find the best and most efficient ways for employees to perform operational tasks. Thanks to Taylor’s work, companies today understand that innovation and alternate perspectives can help boost productivity and efficiency. This relates to modern day workplace diversity because it prompted employers to seek employees who were the most qualified and employees who could provide a new approach to dealing with problems instead of just hiring employees who were all similar.
Organizational Communication
Chester Barnard proposed the idea that communication within company flowed from the bottom to the top to indicate that each employee understands their role. Diversity in the workplace is created because each employee accepts authority differently. In order for each employee to understand what their managers ask of them, managers must respond by assigning employees tasks that relate to organizational objectives. Managers must also ensure that each employee knows that their work is valued by other employees. Successful communication can help diverse employees to understand their needs of their managers and organizations.
Organizational Culture
Michael Pacanowsky theorized that all organizations are extremely complex and diverse. In order for organizations to understand the most efficient methods for them to function they must observe how individual within the organization act, how they work, and how their unique background affects their performance. Once organizations obtain this information they should use it to exploit the talent of workers and to better form teams to achieve organizational goals in the most effective manner.
Social Identity Theory and Self Categorization Theory
Social Identity Theory, developed by Tajfel and Turner in 1979, is a theory that is predicts intergroup behavior based on the perceived differences between groups. Self-Categorization describes the conditions under which individuals will perceive themselves or others as belong to a group. Diversity programs understand the importance of these theories and attempt to use these two ideas to their advantage. For example organizations may attempt to create the perception that the entire organization is a group that is different compared to other organizations. This makes those within the organization the “in-group” and all others part of the “out-group”. This would create a feeling of togetherness between employees within the organization and make employees feel like they belong.
In order to understand the theories associated with diversity in the workplace, we must first understand organizational theory. Organizational theory studies the behaviors of businesses and companies, and through scientific analysis and observation attempt to determine how organizations will behave. When discussing organizational theory there are two different perspectives that most theorists subscribe to. The first perspective is from a social constructionist viewpoint which states that organizational theory can not be viewed as rational because organizations are operated by human beings who are imperfect. When organizations must make decisions on how to behave in certain situations those who operate within the organization must first decide on the risks and benefits that come with the proposed behavior. Because individuals inside organizations are not perfect when making these decisions we can not always predict that what the organization does will be logical or rational. Another perspective to organizational theory is positivist-rationalist view. Positivists-rationalists argue that the most important factors in studying organizations are data and facts.
Other Theories Associated With Diversity In the Workplace
Scientific Management
Frederick Winslow Taylor theorized that managers must find the best and most efficient ways for employees to perform operational tasks. Thanks to Taylor’s work, companies today understand that innovation and alternate perspectives can help boost productivity and efficiency. This relates to modern day workplace diversity because it prompted employers to seek employees who were the most qualified and employees who could provide a new approach to dealing with problems instead of just hiring employees who were all similar.
Organizational Communication
Chester Barnard proposed the idea that communication within company flowed from the bottom to the top to indicate that each employee understands their role. Diversity in the workplace is created because each employee accepts authority differently. In order for each employee to understand what their managers ask of them, managers must respond by assigning employees tasks that relate to organizational objectives. Managers must also ensure that each employee knows that their work is valued by other employees. Successful communication can help diverse employees to understand their needs of their managers and organizations.
Organizational Culture
Michael Pacanowsky theorized that all organizations are extremely complex and diverse. In order for organizations to understand the most efficient methods for them to function they must observe how individual within the organization act, how they work, and how their unique background affects their performance. Once organizations obtain this information they should use it to exploit the talent of workers and to better form teams to achieve organizational goals in the most effective manner.
Social Identity Theory and Self Categorization Theory
Social Identity Theory, developed by Tajfel and Turner in 1979, is a theory that is predicts intergroup behavior based on the perceived differences between groups. Self-Categorization describes the conditions under which individuals will perceive themselves or others as belong to a group. Diversity programs understand the importance of these theories and attempt to use these two ideas to their advantage. For example organizations may attempt to create the perception that the entire organization is a group that is different compared to other organizations. This makes those within the organization the “in-group” and all others part of the “out-group”. This would create a feeling of togetherness between employees within the organization and make employees feel like they belong.