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Workplace Diversity
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Innovation is strategically considered as the process of translating an existing idea or invention into a good or service that results in the value or for which various consumers will pay. For an innovation to be successful, it ought to be replicable at an economical cost and must fully satisfy an intended need. The process of change incorporates the deliberate application of essential data, imagination, and initiative in bringing into the business greater or different values from resources and engages all stages through which the new ideas are generated and changed into significant products. In any organization, innovation typically emerges when various approaches are used by the business with the intention of fully satisfying the needs and expectations of their consumers.
Roles of Innovation in Change Management
The process of innovation has typically become one of the necessary components of keeping a competitive advantage in various institutions from companies utilizing large data to evaluate consumer trends to those coming up with the latest devices for healthcare services. It is evident that data is growing at a more significant rate and keeping up with the constant demand is strategically a rising hurdle (Oke, Walumbwa & Myers, 2012). The bigger the business, the more difficulties are likely to be faced in the entire innovation stages thus require a detailed thought, preparation, and well-planned execution. It is, therefore, necessary to acknowledge that innovation plays a more prominent role in encouraging collaboration while executing change strategies. New ideologies are considered to be the most basic of a business’s necessities; however, they can be difficult to find without proper collaboration with stakeholders. Cultivating a surrounding where change is encouraged, heard and shared is where innovation thrives. Typically, exploring new ideas, concepts, and operations that need modern strategies and team dynamics promotes invaluable learning chances that also encourages workers to be part of the change process; hence, innovation is regarded as a product of collaboration in implementing change strategies.
Also, innovation is essential in producing sudden and dramatic changes in the manner that business is carried out and the way consumers understand changes to the goods and services prepared by the industry. This is known as the discontinuous innovation that is typically sudden and has a significant effect on the way the business goes about with its operations (Oke, Walumbwa & Myers, 2012). On the other perspective, innovation can be measured and incremental which is strategically the continuous innovation way that shows the business encourages refinements in its production process thus giving a change for the clients to adjust and adapt in phases. Innovation also plays a significant role in facilitating conversation in change management process as engaging in the data-driven business of technology operations means consistent change. The managerial personnel and the individuals leading the innovation must continuously communicate with the workers about the intended change early enough. Notably, open communication is always essential to the success of change management practice as this notifies other stakeholders on the significant benefits of the intended change. Innovations such as the introduction of a company’s software and modern technological equipment are beneficial in carrying out change management.
Managing Diversity
Diversity management is considered as the method projected to create and keep a harmonious and affirmative working surrounding where the similarities and differences of workers are typically viewed as a priority. As observed by Harvey, C. P., & Allard, M. (2015), the basic concept of diversity articulates the urge of acceptance and respect thus meaning one has to understand that every person within the organization is unique and has unique personal characters. They can be associated with the scope of race, ethnicity, masculinity orientation, age, physical conditions, religious perspective, and political values among other aspects. It is, therefore, getting to understand these differences that exist in a safe, optimistic and encouraging a peaceful surrounding; moreover, it concerns getting to understand each other and progressing past minor tolerance with the urge of approving and recognizing the rich scope of diversity enclosed within each person. The practice of workplace diversification is considered as a group of a careful process that incorporates accepting and acknowledging the interdependence of humankind, various cultural backgrounds, and the original setup; practicing universal respect for behavior. Workplace diversity does not only involve the manner in which people recognize one but also how they identify other people; thus, these perceptions are what affect their interactions (Harvey & Allard, 2015). For a more significant portion of workers to operate efficiently as an institution, the human resource managers ought to deal well with problems regarding proper communication, flexibility, and transformation.
Diversity supervision is considered as the procedure intended to incorporate and keep a positive working atmosphere where all the similarities and perceptions between employees and other stakeholders are valued. This will allow them to work and fulfill their potentiality and increase their assistance towards an institution’s planned goals and objectives. Harvey, C. P., & Allard, M. (2015) observes that as the period increases, the notion of workplace variety openness goes down and thus it is significant for normal orientation to the members about the presence and the benefits of workplace diversity through training, workshops, and group talks among other techniques. In creating opportunities for collaborations, international executives need not only to study the traditions, courtesies, and trade rules of their fellow workmates from different nations, but also get to know the countrywide personality, organization philosophies, and mindset of the community. Workplace diversity has typically increased the level of performance through broadening an organization’s perspectives and ways of carrying out their daily responsibilities. There is a reliable substantiation stating that constant workplace diversification supervision and a significant enhancement of business routine are positively and continuously interrelated. Therefore, the primary driver for an improved point of assortment technique is through the urge to incorporate innovative, cultural and unrestrained skills of some workers and to apply these tactics in improving the business’s policies, goods, and consumer’s experiences. Diversity managers acknowledge the significance of embracing an open mind since the career needs them to get out of their comfort zones and get to learn new aspects that they might not be typical with or drawn to thus workplace diversity should be embraced in any organization that wants to prosper.
Technology in Change Management
As observed by Schweyer, A. (2010), the use of technology in the today’s workforce towards successful implementation of organizational changes is a significant driving aspect in the modern work environment and the community at large. Strategically, the application of a change in the contemporary business surrounding continues to the most outstanding problem for change executives as the needs associated with the implementation of reform also continue to rise with time. Change is essential, and all organizations cannot succeed without it; however, a majority of institutions finds it challenging to engage its workforce in a successful change procedure. Technology-associated change or the implementation of reform through the use of modern technological techniques is essential in avoiding any form of resistance from employees (Schweyer, 2010). Strategically, the use of technology alters the manner in which workers operate through modifying and incorporating ways in which work is perceived and done. Institutions can, therefore, invest in the untapped changes of people and the community through creating technological supports with the aim of relieving workers off their responsibilities to computers and machines. Therefore, the introduction of technology in the implementation of change is likely to affect the modern workforce in the following ways.
Firstly, technology will enhance data sharing and collaboration with the workplace as the organization is likely to face some challenges in cases where vital data is only shared among a given portion of workers. Moreover, communication can turn out to become a severe threat if such essential information is not readily accessible to all the employees taking part in the change procedure. Technologies such as cloud computing are critical to making change management efficient and quick; for example, businesses are quickly encouraging cloud-centered file sharing applications including the Drop-box and Google Drive (Schweyer, 2010). An organization can utilize these file sharing tools in motivating their employees to complete whatever assignment through lowering frustrations in the working surrounding. With the application of technology is business duties, employees tend to spend little time searching for documents in organized, shared drives kept in Google Drive and Drop-box.
Secondly, the use of technology encourages learning in the process of change implementation as mobile applications typically provide workers with the needed flexibility regarding access to organizations files and data. Mobile-optimized technology in any workforce allows workers to readily access the significant business data at any point outside the business premises (Schweyer, 2010). Such a technique makes employees be flexible and not necessarily staying in the office for many hours working on a task. More so, technology allows workers to operate, learn and play as mobile revolution continues to reorganize the workplace.
The significance of diverse inclusivity
The workforce in a business is likely to benefit from incorporating an inclusive and more diverse group of coworkers as they will bring new essential ideas in the industry, encourage creativity and innovation. In cases where a business is planning to have some changes within its operation, a section of diverse coworkers who have already undergone the same changes that turned out to be a success can typically share their ideas, provide the needed solutions and guide the institution in the entire transition process. Moreover, they can assist the organization with some of the critical business innovation techniques that will, in turn, support the business in restructuring its operation strategies (Brooke & Tyler, 2010). Methods of communication can be a difficulty with a diverse group; but the more regular employers embrace interactions among the workers, the more relaxed connections get. When a given coworker has a different background, they bring with them some new experience to the business thus changing the manner in which the company is run and strengthening teamwork efficiency. Moreover, they can assist their coworkers to control the changes being made that are likely to take place that makes it convenient for the industry to implement the intended changes successfully.
Benefits of Diverse Workforce
There are numerous benefits associated with having a diverse workforce in an institution as it does not mean that one can draw from a diverse pool of talent and ideas centered on the different backgrounds and experiences, but also can make a person more attractive to those operating in a different working status. A diverse workforce will encourage new ideas, and working perspectives as workers from various backgrounds and cultures will incorporate a given angle and some new ideas to the table (Chrobot-Mason & Aramovich, 2013). This is one of the major significance of having a diverse workforce as the more innovative they are and the more ready they are to think outside the normal operations, the more advantage they are to an institution. Secondly, a diverse workforce will encourage better productivity; since, when an organization uses various skills and abilities in a workforce, it will lead into better productivity as every worker plays off the strengths and weaknesses of others. Moreover, businesses that are interested in investing in diversity will typically see it pay off regarding enhanced productivity as workers are more contented and encouraged as a result of the commitment from the organization for which they operate.
The third benefit is a vast array of services capabilities introduced in the business as a diverse workforce is capable of offering more services to the customers or the business partners. From multilingual workers to those that can manage to communicate across various cultural boundaries in multiple ways; for instance, understanding some cultural customs give a business competitive advantage over its competitors that might likely to embrace diversity. Fourthly, diverse workforce encourages improved employee performance as they are likely to feel at ease and delighted in a surrounding where inclusivity is considered as a priority and embraced (Chrobot-Mason & Aramovich, 2013). Typically, equality in a workforce is essential for encouraging employees from all walks of life to feel free and confident in their efforts of achieving the best results. The bigger the team morale, the more productive the employees will become.
In conclusion, innovation and change in any workforce are essential for its growth and marketing stability. Also, technology is one of the critical aspects significant in the implementation of organizational change as it makes it convenient for communication process to take place between stakeholders or employees championing the change process. The manner in which an organization manages diversity in the workplace will strategically determine their growth and lifespan as a majority of businesses are going international. Moreover, when workers get to associate with individuals from various backgrounds, they are forced to grasp new ideas on how to communicate with one another. Other opportunities related to a diverse workforce are innovation as workers from another cultural background will possess different approaches along with solutions.
References
Brooke, J. K., & Tyler, T. R. (2010). Diversity and corporate performance: a review of the psychological literature. NCL Rev., 89, 715.
Chrobot-Mason, D., & Aramovich, N. P. (2013). The psychological benefits of creating an affirming climate for workplace diversity. Group & Organization Management, 38(6), 659-689.
Harvey, C. P., & Allard, M. (2015). Understanding and managing diversity: Readings, cases, and exercises. Pearson.
Oke, A., Walumbwa, F. O., & Myers, A. (2012). Innovation strategy, human resource policy, and firms’ revenue growth: The roles of environmental uncertainty and innovation performance. Decision Sciences, 43(2), 273-302.
Schweyer, A. (2010). Talent management systems: Best practices in technology solutions for recruitment, retention and workforce planning. John Wiley & Sons.
