Social Perception and Managing Diversity (Organizational Behavior)

SocialPerception and Managing Diversity (Organizational Behavior)

SocialPerception and Managing Diversity (Organizational Behavior)

Question1:How Xerox and Ernst and Young Approaches to Diversity Meet BestPractice as Discussed in Chapter Four of the Text

Tostand out as the best, diversity and inclusion are the main factorsto consider in any business. At Xerox and Ernst &amp Young,diversity is not just a commitment by the employees and the staff,but a vital company value. These firms approach inclusion as a factorthat is more than gender and race including other differences such ascultural background and physical ability, which is in line with thechapter four discussions (“UnderstandingSocial Perception and Managing Diversity”, 2016).At Xerox, for example, acceptance of new ideas is a key step indiversification. The diversification through new ideas is crucial toachieving goals in the company. In addition to the method of freshideas at Xerox, the Ernst and Young Company believes in inclusivenessas a method that will unleash the full global potential and that itis all about celebrating the differences such that talent can bepromoted. In this connection, the companies’ approaches todiversity meets best the discussion in chapter four as they apply newideas and inclusiveness.

Question2: HowEach Company`s Approach Ensures a Diverse Workforce

Ernstand Young Company

Inparticular, Ernst and Young Organization applies inclusiveness to putthe organization in the competitive map. It is all achieved by thepractice of accepting differing views and voices to encouragecreativity. In addition, the commitment to inclusiveness steers theneed to think global. The main motivation towards achieving thisglobal success is the leader of the organization who is accountablefor building the culture to the commitment of inclusiveness anddiversity (Shin,Kim, Lee, &amp Bian, 2012).The leaders at the firm are responsible for engaging the clients,setting goals, overseeing that the goals are on track to achievement,and monitoring the targets achieved. In this case, such ways areapplied at the company to ensure a diverse workplace.


Onthe other hand, the Xerox Organization is working towards thecreation of an environment where the employees are working as a unit,that is, each worker treating others with respect, dignity, andequality. When it all starts from an employee working as a unit witha fellow worker, organizations will find themselves running togetherin the long term to achieve common business and global objectives.This goal explains why the Xerox Organization is committed to thediversity and inclusiveness within the workforce. To the firm, thisis more than they need to the critical success of the company anddiversity at the workplace.

Inorder for the Xerox Organization to ensure a diverse workforce, andsince it operates in more than 150 countries, the personnel of aparticular country is community-based. The organization ensures thatthe workforce is recruited from the community in which theorganization establishes, and thus, diversification of workplaces(Shin, Kim, Lee, &amp Bian, 2012).By doing this, the Xerox Organization is able to attract a wide rangeof customers. It is also a strategy that aims at diversifyingemployee factors to cut across all races and genders, regardless ofthe cultural background.

Managementof diversities proves to be a challenge in Xerox Organization.Therefore, initiatives such as the education of leadership skills arevital in ensuring that enough talent is available to manage diversity(Schermerhorn, 2012). Also, leadership skills equip employees withexpertise to handle assortment, and by doing this, diversitymanagement through the chain will become simple. Organizations traintheir individual talents in a bid to diversify their companies andtheir staff in a manner that they will integrate well and faster totheir variety management.

Question3: Unintended Consequences and How they can be Overcome

Otherthan the many advantages that diversity in an organization brings,there are also many unintended consequences that result in how acompany handles diversity. The common demerit of diversification isintegration. For example, Xerox managers have found a hard timetrying to integrate diversity and inclusiveness in an organization.Due to the cultures and the norms developed by the employees in anorganization after working together for a long time, it is hard tobreak these bonds and introduce new elements to the workforce. Thus,it will take a lot of time to integrate diversification andmanagement, which is a major drawback. To counter this, institutionsshould be created within the organization to help introducediversification and manage it.

Culturalstereotypes are also among the unintended challenges ofdiversification. The difference in culture presents challenges to themanagement as people tend to be rigid to embracing new ways of life.On the same note, discrimination as a result of cultural, social, andnationality difference is also a disadvantage of diversification(Schermerhorn, 2012). The management should encourage integration, aswell as support people to work together to incorporatediversification into the company. This can be achieved throughnurturing organizational culture where individuals are motivated towork as a team to achieve set goals.

Tosum up, diversification in the two organizations, the Xerox and theErnest &amp Young is evident, and has helped them grow and attainglobal attention. Diversification of a workforce is the steeringfactor to an organization’s growth. Thus, it should be implementedand integrated by every company in a bid to be on the competitionmap.


Schermerhorn,J. R. (2012). Organizationalbehavior.Hoboken, N.J: Wiley.

Shin,S. J., Kim, T. Y., Lee, J. Y., &amp Bian, L. (2012). Cognitive teamdiversity and individual team member creativity: A cross-levelinteraction.&nbspAcademyof Management Journal,&nbsp55(1),197-212.

Phillips,J., &amp Gully, S. M. (2013). Organizationalbehavior: Tools for success.Mason, OH: South-Western Cengage Learning.

UnderstandingSocial Perception and Managing Diversity”. (2016).