Diversity can be a boon and a bane

Organizations which are willing to grow always thrive on diversity.The ones which are contented with their current positions and are not willing to disturb their status-quo or which pretend to be a growing organization under the garb of nepotism, favouritism as there is yawning gap existing between the top management and the ones managing at the operative level.The organizations which tend to take global shape would always develop a neutral culture and thereby provide a level playing field to all the stakeholders representing different ethnicities.Handing over the reins of an organization to a specfic nationality having a global perspective would always lead to such titled endeavour thereby affecting the organizational culture.Indians have always thrived on their Unity in Diversity tag, especially when it came to represent the varied culture, language, food habits, dress codes of the country.This boon which is often emphasized by the leadership of the most populated democracy, albeit as a lip service, to serve their own myopic visions with a self centric agenda, translates into a bane when Indians join a global organizational set up.Reasons are not difficult to find, in a foreign land where Indians should do away with their diversity, which are considered their USP back home try to leverage the same with some amount of ulterior motive, so as to serve their vested interests.The favouritism shown by one bengali towards another, one tamil towards another, one punjabi towards another, one Malayali towards another, without even bothering even an iota for the bigger objective of serving the organization commensurate with the larger organizational goals and objective and their national fabric of unity in diversity poses serious doubts about the importance of diversity to an alien.These favouritism driven personal approach on the basis of language, state, dress, food, caste, creed culminates in the development of a global organization more on aspiration and short on perspiration.This stagnates the growth of the employees, not to mention the impact it has on the overall trajectory of the organization, which can only be arrested with the dawning of the realizations by the higher ups, taking firm action with a neutral stance in the overall interest of the organization concerned.

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About manishankarscribbles

A management trainer, consultant and faculty with experiences in South Asia, Middle East and Australasia. I am also present in www.manishankarthetrainer.blogspot.com and www.twitter.com/manitwitts apart from https://manishankarscribbles.wordpress.com .
This entry was posted in Organizational Behaviour, Organizational Culture, Organizational growth, Workplace Politics. Bookmark the permalink.

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