Diversity is also a topic that organizations have to take into account; it is the variation of social and cultural identities among people existing together in a defined employment or market setting (Cox 2001).
And even diversity is good factors inside an organization, talking about the most different organizations are, most ideas recollected inside the organization, but at the same time, it has difficulties when there is a lot of diversification inside a company because it means that is going to be more difficult to get an agreement.
All people are totally different it means in all organization have diversity of people, I mean diversity in age, ethnicity, education, leadership styles, and even religion diversity.
However, inside organizations it is very important to take into account those differences between personnel, and headmaster of those companies have to manage those diversities inside the company to make them be a competitive advantage.image source: http://www.waycoolpeople.com/news/LTM.htm
QUESTION:
Since diversity is a source of competitive advantage, what could be the recruitment strategies to effectively target to diverse groups? What would be the consequences of ignoring diversity?
To maintain well-established a diversity group the most important thing is the communication, this is my opinion because as I have already said, every person is different and communicating you must get an agreement or just make others understand what you are thinking about, without communication in diverse groups, the organizational environment would become heaviest and afterward employees would feel a not well environment. Another strategy to effectively target to diverse groups is to understand other necessities an others motivation, and understand not everyone wants the same I want and everyone is looking or their own goals, so it turns to a competence between member if an organization.
RELIGION:
Religion plays a very important role inside interaction between human, and despite the enormous quantity of religions, it is a topic that organizations can’t ignore when they are choosing their organizational strategies. There are countries that are religion homogeneous as Latin American countries, but there are some countries that have diversity of religions in which the population must fight for make respect their ideas or beliefs.
Religion become a stronger topic during globalization processes, because it might be an obstacle talking about doing businesses with a country that has totally different beliefs, and most of the international negotiations that fail is because the negotiators don’t take into account religion factors. That’s why when someone pretend to do a business with a completely different culture or religion he/she have to be sure what is well seen for this culture and what is not.QUESTION
What is the dominant religion in Colombia? What are the religious implications for doing business here? Give examples.
Colombia is a very homogeneous country I mean, according to CIA factbook, 90% of the population of Colombia is Roman Catholic, and just 10% of the population living in Colombia is from others religions, it makes our business become easier inside the country because almost all people have the same culture and the same beliefs.
What happen with people doing business in Colombia? In my own opinion, Colombia is not a problematic country to make business, to the contrary Colombian are open-minded, and they have no rules established to make businesses so foreigners must feel comfortable when they are doing businesses here.
BIBLIOGRAPHY:
Ely, R. and Thomas, D. (2001) “Cultural Diversity at Work: The Effects of Diversity Perspectives on Work Group Processes and Outcomes,” Administrative Science Quarterly, Vol. 46, No. 2, 2001, pp. 229–273.
Demographic Diversity, Conflict, and Work Group Outcomes: An Intervening Process Theory
Building an Inclusive Diversity Culture: Principles, Processes and Practice.Nicola M. Pless, Thomas Maak. Journal of Business Ethics . Vol. 54, No. 2 (Oct., 2004), pp. 129-147.
Jamieson, D. and O’Mara, J. (1991) Managing workforce 2000: Gaining the diversity advantage
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