Farklılıkların Yönetimi ve Kurum Kültürü: Sistem Teorisi Perspektifi


Akıncı Vural Z. B. , Liedtke C.

Gümüşhane Üniversitesi İletişim Fakültesi Elektronik Dergisi , vol.5, no.1, pp.1-33, 2017 (International Refereed University Journal)

  • Publication Type: Article / Article
  • Volume: 5 Issue: 1
  • Publication Date: 2017
  • Title of Journal : Gümüşhane Üniversitesi İletişim Fakültesi Elektronik Dergisi
  • Page Numbers: pp.1-33

Abstract

Diversity Management is about managing the increasing diversity of issues that confront managers. It is especially considered as a recognizable source of creativity and innovation in order to gain competitive advantage. It goes far beyond simply hiring demographically diverse workforce. It signals companies’ genuine attitude toward employees’ divese perspectives and backgrounds. Most of human resources management programmes usually try to create a clear culture and a climate around diversity, so that everyone in the company develop a strong sense of belonging which lead them to bring their full selves to workplace. Companies seeking global relevance can not ignore tthe impact of diversity on creativity and innovation especially in diverse markets. On the other hand, if not managed properly, it may be a cause of misunderstanding, suspicion and conflict in the workplace that can result in absenteeism, poor quality, low morale and loss of competitiveness. Therefore companies seeking competitive advantage face a paradoxical situation. If they embrace diversity, they risk workplace conflict, and if they avoid diversity, they risk loss of competitiveness. In order to overcome this paradoxical situation, diversity management should be made an integral part of corporate culture. Diversity management is becoming more prominent in the corporate practice and is adopted as the basis of corporate culture. In order to implement diversity management as a basis of corporate culture a change process throughout the entire organization is required. Thereby the question arises of how interdependency between different levels occurs through an implementation of diversity management in a corporate culture. These reciprocal actions are exemplary illustrated on a micro, meso, and macro levels. By a reason of reciprocal action between the levels and the influence or effect on the levels, a system theoretical perspective is adopted.