The Role of Organizational Behavior in Management

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Table of Contents

Introduction
Review of the Literature
Methodology
Discussion
Conclusion
Works Cited

Introduction

Workforce diversity is a critical provision in numerous organizations. Evidently, various companies have implemented varying strategies to effectively address the challenges of this phenomenon. While referring to the best practices, used by Emirates Airlines, numerous strategies emerge. The first strategy is to recognize and appreciate all forms of distinctiveness within the workforce (Morgan and Vardy 87).

Contextually, employee vitality is a significant provision within an organization. Concurrently, organizational behavior studies individualized characters of the staff. It also illuminates on the effects of such characters to the development of the organization. The significance of managing cultural diversity is evident in the hospitality industry.

Having researched more about it, this paper describes the role of organizational behavior in management. It also explains how diversity in organizations affects the management of a multicultural workforce. Emirates Airlines has been used in this context as the organization of reference. Evidently, the airline industry experiences high rate of international mobility.

It is apparent that the management has to establish innovative strategies to deal with the cultural diversity issues (Brotherton 11). The basic rationale for management of cultural diversity is to enable smooth and effective business operations. Appropriate management of diversity creates a sense of tolerance and understanding amongst the stakeholders (Acevedo 34).

Additionally, its effective management enhances an organization’s competitiveness, productivity and profitability. This is because the instances of conflicts are greatly minimized. Generally, firms that embrace effective organizational behaviors and viable cultural diversity management techniques have a high competitive edge.

Review of the Literature

Evidently, workforce diversity is a critical provision in vast contexts. It is notable that various companies have implemented different strategies to effectively address the challenges and opportunities of this phenomenon. While referring to the best practices (used by Emirates Airlines as the case company), numerous strategies emerge.

The first strategy is to recognize and appreciate all forms of distinctiveness within the workforce (Morgan and Vardy 123). This has helped in addressing the challenges and opportunities of workplace diversity with effectiveness in Emirates Airlines. Such distinctiveness can be harnessed to promote prosperity and expansion of the company.

In this context, diversity acts as an opportunity, which an organization can utilize to prosper tremendously. Additionally, challenges faced in operations, market trends, business prosperity, and future growth can be handled effectively. This is only possible when diverse, qualitative, and novel opinions among employees are utilized profitably.

It is feasible to have numerous options for handling various challenges within an organization. Hence, a focused organization should appreciate and enhance diversity within its premises as evident in the Emirate Airlines’ case. This will help in handling challenges and opportunities within an organization.

In the context of organizational behavior, another evident strategy used by Emirates Airlines is the eradication of discriminative acts within the organization. Discrimination leads to demoralization of employees with a consequent reduction in productivity, job satisfaction, and organization’s output. Treating every employee fairly is important in enhancing efficiency and job commitment (Gröschl 99).

Additionally, it is crucial to train employees on the importance of diversity within the workforce and how it can be harnessed for the betterment of the company. Evidently, employees need each other in order to grow, attain their objectives, and propel the company into prosperity.

Training employees to realize this provision is an important phenomenon. It makes them think differently and start valuing each other for mutual benefits. This describes the role of organizational behavior in the management of an organization. It also explains how diversity in Emirates Airlines impacts the management of its multicultural organization.

Concurrently, the company embraces equality and fair remuneration in its operations. This is meant to enhance impartiality and eliminate prejudicial acts within the organization. Providing employees with equal treatments regardless of their racial, culture, age, religious, and sexual orientations is critical and considerable (Shakhray 42). Employees should also be paid fairly.

Previously, women were paid less than men, even if their job specifications were similar. This is no longer the case in companies, which embrace diversity. This has helped in motivating employees hence using this provision as an opportunity to prosper.

Motivated employees are quite productive, as indicated earlier. It is important to pay employees based on their qualifications, job specifications, and roles assumed rather their cultures, races, sexes, and other prejudicial provisions. This has helped in addressing the challenges and opportunities of workplace diversity with value.

Another evident strategy is the fair recruitment and staffing of employees. This helps in getting the best and qualified staff regardless of another discriminative status. Most local and globalized organizations execute their recruitments and staffing activities transparently to avoid mishaps and undue favors (Groschi 99).

This has allowed potential women to attain lucrative jobs and positions in numerous organizations based on their merits, capabilities and qualifications. This occurs regardless of age, race, and physical disabilities. Additionally, promotions are also handled fairly and only deserving candidates are promoted.

This describes the role of organizational behavior in the management. It also explains how diversity in Emirates Airlines impacts the management of its multicultural organization.

Interpersonal skills are vital in this context since they enhance exchange of ideas and coordination of duties. Such skills, if majored on, will enable the stakeholders Emirates Airline to establish effective relationships and build trust. This concept has been applicable in the Emirate’s Airlines concept. Linguistic ability will assist the organization to establish contact (Acevedo 91).

Corporations within the hospitality sector should also encourage their workers to gain the motivation of living overseas. This enhances their cultural curiosity, which is a vital recipe for successful adaptation. The capacity of an organization as well as its employees to develop tolerance during uncertainties or ambiguities is critical.

Global managers within the sector ought to develop the capacity to deal with multiple perspectives any time. The management system should also be flexible to contain such transformations in cultures and act as a role model.

Through organizational behavior, an individual requires the aspects of self-understanding in order to formulate how he or she can adjust to the changing environments with precision, appropriateness, and the desired relevancy.

This will help in self-actualization, satisfaction, and creativity to avoid the looming life challenges that might affect an individual, group, or an organization with stringent adversities in the realms of performance. As proved by the study (regarding Emirates Airlines), individuals react differently to varied situations, thus indicating the differing levels of resilience witnessed in diverse contexts (Phillips and Gully 124).

The sources used in this context are credible due to their well-researched concepts, credible authors, and relevancy in the context of organizational behavior and diversity management.

Methodology

The methodology used in this study was qualitative. It was based on personal experience with the organization. Additionally, it incorporated analysis of the secondary data already existing. It vastly discusses the aspects of organizational behavior and diversity management within Emirates Airlines.

The report is provided after execution of an extensive study through application of clear guidelines and procedures from the initial stages to completion. As a preamble, the topic was developed by identifying the need to evaluate the contribution of adopting credible organizational behavior and cultural diversity management.

Qualitative methodology is critical since the techniques are integral in enhancing communication and facilitating superior execution of activities. The research adopted purposive research technique/method that holds requisite incentives to ensure the realization of credible results.

Qualitative technique was relevant in ensuring that the purposive nature of the study (to establish the impacts of organizational behavior and viable diversity management in Emirate Airlines) is achieved.

This research went through credible research design, literature review, primary data collection, data compilation, analysis, and derivation of the intended findings. The discrete data were collected from both males and females that operate within the organization and those who have experienced its management in regard to cultural diversity and organizational behavior. The age of the respondents varied from 22- 65.

Concurrently, races differed considerably so as to experience how different races perceived Emirates Airlines. The job status also varied from mere cleaning officers to credible managers of the company. No questionnaires or structured interview forms were used since this was not a quantitative methodology.

According to Merrigan and Huston (2009, 45), qualitative research technique provided the researcher with superior study mechanism that is relevant in executing investigations with well-orchestrated objectives. The technique ensures that the purposive nature of the topic under study is understood adequately.

This will help in identifying viable sampling techniques, including respondent identification and delivery of credible information. The analysis of the experiences and the secondary resources used to facilitate this report revealed that implementing credible diversity management provisions requires absolute dedication and determination of various stakeholders in institutions.

The realization of highly functional cultural diversity that fosters individual’s performance and communication requires eradication of inconsistent prejudicial practices that may compromise quality and harmonious coexistence within the company.

Discussion

Individual dynamism and workforce prowess are a critical phenomenon within an organization. It is crucial to adjust appropriately to the challenging situations that might engulf an organization. This is advisable to ensure that the attitude, approach, and performance of individuals remain apposite and competitive within the organization.

Precisely, the matter considers the aspects of resilience at an individual’s level in the context of organizational behavior and diversity. Nonetheless, the fact is also necessary and applicable at group or organizational level.

Individuals, factions, and corporations must be resilient enough in order to cope with the challenging macro-environmental situations. This describes the role of organizational behavior in the management of a firm. It also explains how diversity in Emirates Airlines impacts the management of its multicultural organization.

Concurrently, prosperous organizations (Emirates Airlines in this context) have employed equality and fair remuneration, treatment, and opportunities to their employees regardless of racial distinctiveness.

Providing employees with equal treatments regardless of their racial, cultural, age, religious, and sexual orientations is critical and considerable (Shakhray 134). For instance, previously, women were paid less than men, even if their job specifications were similar. This is no longer the case in Emirates Airlines, which embrace diversity. This has helped in motivating employees hence using this provision as an opportunity to prosper.

Motivated employees are quite productive as indicated earlier. It is important to pay employees based on their qualifications, job specifications, and roles they assume. This has helped in addressing the challenges and opportunities of workplace diversity with value (Gröschl 32).

Another evident strategy, which emirates Airlines use to enhance establish viable organizational behavior so as to manage its cultural diversity is the fair recruitment and staffing of employees. This helps in getting the best and qualified staff regardless of their discriminative status. Most local and globalized organizations execute their recruitments and staffing activities transparently to avoid mishaps and undue favors (Gröschl 98).

This has allowed potential women to attain lucrative jobs and positions in this organization based on their merits, capabilities, and qualifications. This occurs regardless of age, race, and physical disabilities. Additionally, promotions are also handled fairly and only deserving candidates are promoted.

Cultural diversity is a challenge to both individuals and companies. Most organizations within the culturally-sensitive industries have taken drastic policy initiatives. A policy herein refers to a statement or procedures that guide the stakeholders within organizations on how responsibilities should be conducted. Foremost, successful organizations apply diversity within their workforce to gain competitive advantages.

Organizations have adopted policies that increase the cultural variety within their workforce. These have augmented the benefits of having workers of diverse backgrounds within these companies. To enhance their competitive advantage, recruit diversity has been a basic policy for most companies. Under this policy, the companies have actively searched for employment persons from an array of cultural backgrounds (Marx 117).

Emirates Airlines has also adopted policies that stimulate understanding of diversity benefits. In this regard, the management has used training programs to elucidate on the advantages of adopting diverse ideas within the organization. Additionally, trainings on brainstorming approaches have been incorporated.

Teamwork policies have been critical in most culturally diverse organizations. When adequately incorporated, the policy helps to develop the feeling and spirit of unity as well as togetherness towards a collective goal. In teamwork, the objective for a collective goal overrides the diversity of members. This forms a quality recipe for competitive advantage within organizations.

The vision statements as well as corporate policies should be sound and solid to enhance competitiveness amidst cultural diversity (Anca and Vazquez 45). The corporate vision statement ought to be constructed in a manner that reflects the organization’s commitment to cultural diversity.

This should be backed up by a powerful vision. The company’s time-off policies should also prop up cultural uniqueness for holidays as well as religious observances. Other policies should also outline the training of managers on cultural diversity sensitivity.

Conclusion

The steady globalization trends, cultural diversity, demographic transformation patterns, and labor structures pose immense challenges to the management of Emirates Airlines. It is clear that understanding and controlling diversity through viable organizational behavior is critical to Emirates Airlines. Diversity offers enormous opportunities as well as benefits to organizations.

To achieve a competitive edge, several cultural barriers, including communication obstacles, discrimination as well as stereotypes must be overcome. To increase knowledge and sensitivity on cultural diversity management, appropriate training schedule must be designed and carried out within the sector.

This (among other provisions discussed earlier) describes the role of organizational behavior in the management of the company. It also explains how diversity in Emirates Airlines impacts the management provisions of its multicultural organization.

Works Cited

Acevedo, Laura. Strategies for Culture Diversity in the Workplace. 2012. Web.

Anca, Celia and Vega A. Vázquez. Managing Diversity in the Global Organization: Creating Business Values. New York, NY: Palgrave Macmillan, 2006. Print.

Brotherton, Bob. The International Hospitality Industry: Structure, Characteristics and Issues. Oxford: Butterworth-Heinemann, 2003. Print

Gröschl, Stefan. Diversity in the Workplace: Multi-disciplinary and International Perspectives. Farnham: Gower, 2011. Print.

Marx, Elisabeth. Breaking Through Culture Shock: What You Need to Succeed in International Business. London: Nicholas Brealey, 1999. Print.

Morgan, John and Felix Vardy. Diversity in the Workplace. Washington, DC: International Monetary Fund, 2006. Print.

Phillips, Jean and Stanley M. Gully. Organizational Behavior: Tools for Success. Mason, OH: South-Western Cengage Learning, 2012. Print.

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