Introduction
Organizational structure is a system used to show how an organization operates. It helps in highlighting the roles of each job and functions of each job. The organizational structure helps in establishing a communication channel of the organization and works to obtain the business objectives and goals[1]. Traditional organizational structure normally consists of business management and layers of subordinates where each subordinate works its own activities. Workplace diversity refers to the difference between the employees in an organization. Workplace diversity includes race, educational background, personality, gender etc[2]. Thus, workplace diversity is not only how a person perceives himself but also how he/she perceives others. Therefore, the paper discusses how the traditional organization structure has undermined the initiative to improve workplace diversity.
Impacts of Traditional Organizational Structures to Workplace Diversity
Communication
Organizational communication plays an important role in improving workplace diversity. Traditional organizational structures communication is done from the organization management to subordinates of the organization, thus; it does not involve employees in decision making. Therefore, organizational leadership starts the communication. Thus, the traditional organizational structure does not involve employees in the decision-making process. This denies employees to interact with one another, reducing the chances of improving workplaces diversity. Therefore, the traditional organizational structure is rigid, thus, undermining the improvement of workplace diversity.
Decision Making Process
Workplace diversity encourages creativity and innovation in an organization since it allows employees of different background and knowledge to say their views on certain problems in an organization. Thus, diverse workplace offers more solution to organization problems due to their different perception of things. This helps the businesses to develop different approaches to challenges there are facing and respond to changes more effectively. Therefore, the involvement of the staffs in the decision-making process improves the workplace diversity, but in traditional organizational structure, the decision is made by the managers without consulting his/her staffs[3]. This hinders creativity and innovation in an organization and it undermines improvement of workplaces diversity.
Traditional Organizational Culture
Traditional organization structure has a traditional organizational culture. A traditional organization culture does not improve diversity in the workplace. This because under traditional organizational culture authority is maintained centrally and employees just follow orders. Also, the organization does not react to changes within the organization and outside the organization since the systems are built to maintain stability[4]. Under traditional organization culture structures within the organization work independently this creates division among the employees resulting in the conflict between departments. Thus, traditional organizational culture undermines the improvement of the workplace diversity.
Poor Interpersonal Relationship in Workplace
The traditional organizational structure does not allow the employee to work together. Also, information sharing and collaboration is limited to the reporting structure. This makes people develop a poor interpersonal relationship as they compete for power and recognition. Due to departmental competition associated with traditional organizational structure staffs becomes territorial about their departments creating rivalry within the organization[5]. Thus, rivalry and competition create animosity between the employees within the organization which does not help in improve workplace diversity. The poor interpersonal relationship in the workplace creates division and tension among the employees within the organization.
How to Overcome these Challenges
To overcome these challenge the organization must develop an effective communication channel that involves organization staff. Creating a communication channel that involves everyone will increase interaction among staff, thus; improving workplace diversity. Also, the organization should involve their employees in the decision-making process. Involving employees in the decision-making process will improve their interaction within the organization, hence; improving workplace diversity. Furthermore, the organization should adopt a team-based structure that will improve organization process. A team-based structure will improve organizational communication structure, decision-making process, and employees’ interrelation[6].
Conclusion
The traditional organizational structure has a hierarchical structure with power positioned towards top leadership of the organization. This structure denies information sharing among the employees, which leads to competition creating rivalry among the staffs. Therefore, traditional organizational structure undermines improvement of workplace diversity. For the organization to improve on workplace diversity, it must adopt a team-based structure.
Bibliography
Cummings, Thomas G., and Christopher G. Worley. Organization development and change. Cengage learning, 2014.
Luthans, Fred, Brett C. Luthans, and Kyle W. Luthans. Organizational Behavior: An evidencebased approach. IAP, 2015.
Rothaermel, Frank T. Strategic management. McGraw-Hill Education, 2015.
- Rothaermel, Frank T. Strategic management. McGraw-Hill Education, 2015. ↑
- Cummings, Thomas G., and Christopher G. Worley. Organization development and change. Cengage learning, 2014. ↑
- Cummings, Thomas G., and Christopher G. Worley. Organization development and change. Cengage learning, 2014. ↑
- Luthans, Fred, Brett C. Luthans, and Kyle W. Luthans. Organizational Behavior: An evidencebased approach. IAP, 2015. ↑
- Cummings, Thomas G., and Christopher G. Worley. Organization development and change. Cengage learning, 2014. ↑
- Luthans, Fred, Brett C. Luthans, and Kyle W. Luthans. Organizational Behavior: An evidencebased approach. IAP, 2015 ↑
