Challenges and opportunities regarding diversity within teams work - Revision history

ValdisSigurdar: /* Strategies for Managing Diversity in Teams */

2023-05-09T18:45:37Z

Strategies for Managing Diversity in Teams

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	* Encouraging open communication and feedback		* Encouraging open communication and feedback
	Good communication is always important when working in teams (ref: The Standard for Portfolio Management, 4th Edition (2018)) When managing a diverse team, open communication and feedback is even more important and can be crucial. When team members feel heard, appreciated and respected they are more likely to be productive, engaged and dedicated to achieve a goal. Providing constructive criticism on each other team members work and behavior through giving and receiving feedback is another essential aspect of open communication. Encouraging open communication and feedback can build trust, encourage collaboration and help break down communication barriers that are common when working with people with different backgrounds.		Good communication is always important when working in teams (ref: The Standard for Portfolio Management, 4th Edition (2018)) When managing a diverse team, open communication and feedback is even more important and can be crucial. When team members feel heard, appreciated and respected they are more likely to be productive, engaged and dedicated to achieve a goal. Providing constructive criticism on each other team members work and behavior through giving and receiving feedback is another essential aspect of open communication. Encouraging open communication and feedback can build trust, encourage collaboration and help break down communication barriers that are common when working with people with different backgrounds.
	To promote this it can be good to i.e. - Regularly have team meetings with brainstorming sessions, where everyone can share their thoughts in a respective and nice environment. It is also good to encourage active listening by asking team members to summarize what they have heard and to ask questions to clarify their understanding, so that everyone understands and are on the same page. Finally it is important that the feedback is specific, actionable and respectful, whether from a manager or other group members <ref name="Communi"> D. Seiferth. (2020). ''Communication in Multicultural Teams. Do Cultural Differences Imply Unbearable Challenges or Opportunities for Success ''. GRIN. </ref>.		To promote this it can be good to i.e. - Regularly have team meetings with brainstorming sessions, where everyone can share their thoughts in a respective and nice environment. It is also good to encourage active listening by asking team members to summarize what they have heard and to ask questions to clarify their understanding, so that everyone understands and are on the same page. Finally it is important that the feedback is specific, actionable and respectful, whether it comes from a manager or other group members <ref name="Communi"> D. Seiferth. (2020). ''Communication in Multicultural Teams. Do Cultural Differences Imply Unbearable Challenges or Opportunities for Success ''. GRIN. </ref>.
	* Emphasizing the value of different perspectives		* Emphasizing the value of different perspectives
	Emphasizing the value of different perspectives is another very important factor when it comes to manage diversity. It is important to encourage people to share their experiences and perspective on a project, because a diverse team can have very different opinions and ideas on how they want things, this can be an advantage if managed right. By creating a respectful culture and nonjudgmental environment it can help members to feel valued when they share their ideas <ref name="Value"> T. Vartana. (2023). ''Social Studies: How to help students Understand and Respect Different Perspectives and Values''. https://varthana.com/school/social-studies-how-to-help-students-understand-and-respect-different-perspectives-and-values/ </ref>.		Emphasizing the value of different perspectives is another very important factor when it comes to manage diversity. It is important to encourage people to share their experiences and perspective on a project, because a diverse team can have very different opinions and ideas on how they want things, this can be an advantage if managed right. By creating a respectful culture and nonjudgmental environment it can help members to feel valued when they share their ideas <ref name="Value"> T. Vartana. (2023). ''Social Studies: How to help students Understand and Respect Different Perspectives and Values''. https://varthana.com/school/social-studies-how-to-help-students-understand-and-respect-different-perspectives-and-values/ </ref>.

ValdisSigurdar: /* Job satisfaction */

2023-05-09T18:42:03Z

Job satisfaction

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	===Job satisfaction===		===Job satisfaction===
	According to a study from '' Bakhtar University'' , diversity in the workforce can have a positive impact on employees satisfaction and performance. Employees that work in diverse teams are exposed to new ideas, and new ways of thinking. Working in a diverse group helps employees to develop a broader understanding of their work, making them respect their co-workers more and appreciate their work. This results in ~~employee’s~~ satisfaction as the study showed that they had a better sense of belonging to the organization. Being happy at your work and in your group ~~leeds~~ to better performance resulting in better project and/or organizational outcomes. Promoting team diversity in schools or workplace can then be beneficial both for the people and the school or organization <ref name="JS"> M. Qasim, A. Qahar, & R. Ullah. (2021). ''Organizational and Demographic Level Diversity Practices and		According to a study from '' Bakhtar University'' , diversity in the workforce can have a positive impact on employees satisfaction and performance. Employees that work in diverse teams are exposed to new ideas, and new ways of thinking. Working in a diverse group helps employees to develop a broader understanding of their work, making them respect their co-workers more and appreciate their work. This results in employees satisfaction as the study showed that they had a better sense of belonging to the organization. Being happy at your work and in your group leads to better performance resulting in better project and/or organizational outcomes. Promoting team diversity in schools or workplace can then be beneficial both for the people and the school or organization <ref name="JS"> M. Qasim, A. Qahar, & R. Ullah. (2021). ''Organizational and Demographic Level Diversity Practices and
	Employees Performance''. SEISENSE . </ref>.		Employees Performance''. SEISENSE . </ref>.

ValdisSigurdar: /* Application and management */

2023-05-09T18:36:15Z

Application and management

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	== Application and management ==		== Application and management ==
	- How to effectually manage diversity within a team and how to create a diverse team -		''How to effectually manage diversity within a team and how to create a diverse team. ''

	Managing diversity in teams has become an important aspect of modern project management. With teams increasingly made up of people with different backgrounds, cultures and perspectives. It can be crucial to have strategies in place to ensure that everyone can work together effectively and effectively and to avoid group thinking within the team.Group thinking within teams can occur when conflict is avoided and the desire for cohesiveness is greater than the desire for best decisions. When a team is experiencing groupthink, alternative solutions will not be suggested due to fear of rejection or disagreement within the group. Group members will measure success based on the harmony of their group and not by the outcome of their decisions. One way to counteract groupthink is to have members of a group be from diverse backgrounds and have different characteristics <ref name="VSs"> </ref>.		Managing diversity in teams has become an important aspect of modern project management. With teams increasingly made up of people with different backgrounds, cultures and perspectives. It can be crucial to have strategies in place to ensure that everyone can work together effectively and effectively and to avoid group thinking within the team.Group thinking within teams can occur when conflict is avoided and the desire for cohesiveness is greater than the desire for best decisions. When a team is experiencing groupthink, alternative solutions will not be suggested due to fear of rejection or disagreement within the group. Group members will measure success based on the harmony of their group and not by the outcome of their decisions. One way to counteract groupthink is to have members of a group be from diverse backgrounds and have different characteristics <ref name="VSs"> </ref>.

ValdisSigurdar: /* Application and management */

2023-05-09T18:35:16Z

Application and management

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	* Creating a safe and welcoming work environment		* Creating a safe and welcoming work environment
	* Encouraging and supporting professional growth and development		* Encouraging and supporting professional growth and development

			=== Best Practices for Managing Diversity in Teams ===
			* Engaging in ongoing evaluation and adaptation of diversity management strategies
			* Seeking feedback from team members and stakeholders
			* Continuously educating and training team members and leadership on diversity and inclusion
			* Encouraging diversity in leadership and decision-making roles

	=== Management Challenges and limitations ===		=== Management Challenges and limitations ===
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	However, by developing shared set of values and expectations as well as providing training and encouraging flexibility managers could avoid or minimize the risks of clashes this could bring and create a unified and effective team <ref name="VVV"> J. Cheng, & B. Groysberg. (202o). ''How Corporate Cultures Differ Around the World'' Retrieved from		However, by developing shared set of values and expectations as well as providing training and encouraging flexibility managers could avoid or minimize the risks of clashes this could bring and create a unified and effective team <ref name="VVV"> J. Cheng, & B. Groysberg. (202o). ''How Corporate Cultures Differ Around the World'' Retrieved from
	https://hbr.org/2020/01/how-corporate-cultures-differ-around-the-world.</ref>.		https://hbr.org/2020/01/how-corporate-cultures-differ-around-the-world.</ref>.

	~~=== Best Practices for Managing Diversity in Teams ===~~
	* Engaging in ongoing evaluation and adaptation of diversity management strategies
	* Seeking feedback from team members and stakeholders
	* Continuously educating and training team members and leadership on diversity and inclusion
	* Encouraging diversity in leadership and decision-making roles

	== Annotated bibliography ==		== Annotated bibliography ==

ValdisSigurdar: /* Annotated bibliography */

2023-05-09T18:33:07Z

Annotated bibliography

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	'''T. Cox & S. Blake. (1991). Managing cultural diversity: implications for organizational competitiveness. Academy of Management'''		'''T. Cox & S. Blake. (1991). Managing cultural diversity: implications for organizational competitiveness. Academy of Management'''


	This article is about how managing diverse groups can gain a competitive edge. It discusses six aspects of corporate performance that the management of cultural diversity directly affects, and that is cost, attraction of human resources, marketing success, creativity and innovation, problem-solving quality, and organizational flexibility. The article also presents suggestions of how to enhancing organizational management of this diversity. It can be very beneficial for managers who are starting their careers in managing diverse teams. The article is relatively old, and there have been a lot of changes regarding management since it was published. However, it is very interesting and still practical.		This article is about how managing diverse groups can gain a competitive edge. It discusses six aspects of corporate performance that the management of cultural diversity directly affects, and that is cost, attraction of human resources, marketing success, creativity and innovation, problem-solving quality, and organizational flexibility. The article also presents suggestions of how to enhancing organizational management of this diversity. It can be very beneficial for managers who are starting their careers in managing diverse teams. The article is relatively old, and there have been a lot of changes regarding management since it was published. However, it is very interesting and still practical.
	~~https://journals.aom.org/doi/abs/10.5465/ame.1991.4274465~~



			'''Q.Reberson.(2013). The Oxford Handbook of Diversity and Work. Oxford University Press'''
	This handbook provides research about workplace diversity, examining what diversity means and its impact on group and organizational functioning in order to stay up with the changing corporate climate as globalization affects. The book is divided into sections; overview of the development and present situation of workplace diversity are given in the first section. The second chapter investigates different conceptions of diversity. Then it discusses psychological viewpoints on diversity. The fourth section discusses interactionist viewpoints on diversity and includes chapters on diversity as network connections, diversity as conflict, and diversity as knowledge sharing. Finally, it offers contextual information.		This handbook provides research about workplace diversity, examining what diversity means and its impact on group and organizational functioning in order to stay up with the changing corporate climate as globalization affects. The book is divided into sections; overview of the development and present situation of workplace diversity are given in the first section. The second chapter investigates different conceptions of diversity. Then it discusses psychological viewpoints on diversity. The fourth section discusses interactionist viewpoints on diversity and includes chapters on diversity as network connections, diversity as conflict, and diversity as knowledge sharing. Finally, it offers contextual information.

	~~https://academic~~.~~oup~~.~~com/edited-volume/34394~~		''' The Standard for Portfolio Management – Fourth Edition. (2017). Project Management Institute '''

	TheStandard for Portfolio Management – Fourth Edition (2017). is another book that can help managers/leaders to manage teams. The book provides a framework for applying optimum portfolio management techniques. It is a practical reference with case studies, examples, and templates to assist managers to establishing effective portfolio management procedures. The book emphasizes the need of integrating portfolio management with the broader strategic plan of the framework and provides suggestions on how to do so.		TheStandard for Portfolio Management – Fourth Edition (2017). is another book that can help managers/leaders to manage teams. The book provides a framework for applying optimum portfolio management techniques. It is a practical reference with case studies, examples, and templates to assist managers to establishing effective portfolio management procedures. The book emphasizes the need of integrating portfolio management with the broader strategic plan of the framework and provides suggestions on how to do so.

ValdisSigurdar: /* Annotated bibliography */

2023-05-09T18:28:09Z

Annotated bibliography

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	''This article focuses on how to manage diversity, below are references that can provide further insights into the various aspects of diversity in management.''		''This article focuses on how to manage diversity, below are references that can provide further insights into the various aspects of diversity in management.''

			'''T. Cox & S. Blake. (1991). Managing cultural diversity: implications for organizational competitiveness. Academy of Management'''


			This article is about how managing diverse groups can gain a competitive edge. It discusses six aspects of corporate performance that the management of cultural diversity directly affects, and that is cost, attraction of human resources, marketing success, creativity and innovation, problem-solving quality, and organizational flexibility. The article also presents suggestions of how to enhancing organizational management of this diversity. It can be very beneficial for managers who are starting their careers in managing diverse teams. The article is relatively old, and there have been a lot of changes regarding management since it was published. However, it is very interesting and still practical.
	This article is about how managing diverse groups can gain a competitive edge. It discusses six aspects of corporate performance that the management of cultural diversity directly affects, and that is cost, attraction of human resources, marketing success, creativity and innovation, problem-solving quality, and organizational flexibility. The article also presents suggestions of how to enhancing organizational management of this diversity. It can be very beneficial for managers who are starting their careers in managing diverse teams.
	https://journals.aom.org/doi/abs/10.5465/ame.1991.4274465		https://journals.aom.org/doi/abs/10.5465/ame.1991.4274465

ValdisSigurdar: /* Annotated bibliography */

2023-05-09T17:54:06Z

Annotated bibliography

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	https://academic.oup.com/edited-volume/34394		https://academic.oup.com/edited-volume/34394

	~~The xxxx~~ is another book that can ~~realy~~ help ~~mangaers~~ to manage teams.		TheStandard for Portfolio Management – Fourth Edition (2017). is another book that can help managers/leaders to manage teams. The book provides a framework for applying optimum portfolio management techniques. It is a practical reference with case studies, examples, and templates to assist managers to establishing effective portfolio management procedures. The book emphasizes the need of integrating portfolio management with the broader strategic plan of the framework and provides suggestions on how to do so.

	== References ==		== References ==

	<references />		<references />

ValdisSigurdar: /* References */

2023-05-09T13:43:13Z

References

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	<references />		<references />


	~~<ref name="PMBook">J. Geraldi, C. Thuesen, & J. Oehmen. (2017). ''Doing Projects - Nordic flavour to managing projects''. Danish Standards Foundation. </ref>~~

	~~<ref name="Diversitydef"> T. Dippert, E. Gelles, & M. Merrick. (2016). '' Handbook of Research on the Facilitation of Civic Engagement through Community Art ''. IGI global. </ref>~~



	~~Some references that I will use :~~
	~~https://journals.sagepub.com/doi/epub/10.1177/2158244019900173~~

	https://reader.elsevier.com/reader/sd/pii/S1472811721000276?token=EA537F5D61C0115A5C474FD715F41A220FEBA61B6B9758B82265CB32810E609A70CA6C80C9E3BC0B3051A954AC6A217E&originRegion=eu-west-1&originCreation=20230212144832

ValdisSigurdar: /* Annotated bibliography */

2023-05-09T13:42:57Z

Annotated bibliography

← Older revision		Revision as of 13:42, 9 May 2023
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	This article is about how managing diverse groups can gain a competitive edge. It discusses six aspects of corporate performance that the management of cultural diversity directly affects, and that is cost, attraction of human resources, marketing success, creativity and innovation, problem-solving quality, and organizational flexibility. The article also presents suggestions of how to enhancing organizational management of this diversity.		This article is about how managing diverse groups can gain a competitive edge. It discusses six aspects of corporate performance that the management of cultural diversity directly affects, and that is cost, attraction of human resources, marketing success, creativity and innovation, problem-solving quality, and organizational flexibility. The article also presents suggestions of how to enhancing organizational management of this diversity. It can be very beneficial for managers who are starting their careers in managing diverse teams.
	https://journals.aom.org/doi/abs/10.5465/ame.1991.4274465		https://journals.aom.org/doi/abs/10.5465/ame.1991.4274465



	This handbook provides research about workplace diversity, examining what diversity means and its impact on group and organizational functioning in order to stay up with the changing corporate climate as globalization affects. The book is divided into sections; overview of the development and present situation of workplace diversity are given in the first section. The second chapter investigates different conceptions of diversity. Then it discusses psychological viewpoints on diversity. The fourth section discusses interactionist viewpoints on diversity and includes chapters on diversity as network connections, diversity as conflict, and diversity as knowledge sharing. ~~Finnaly~~, it offers contextual information.		This handbook provides research about workplace diversity, examining what diversity means and its impact on group and organizational functioning in order to stay up with the changing corporate climate as globalization affects. The book is divided into sections; overview of the development and present situation of workplace diversity are given in the first section. The second chapter investigates different conceptions of diversity. Then it discusses psychological viewpoints on diversity. The fourth section discusses interactionist viewpoints on diversity and includes chapters on diversity as network connections, diversity as conflict, and diversity as knowledge sharing. Finally, it offers contextual information.

			https://academic.oup.com/edited-volume/34394

			The xxxx is another book that can realy help mangaers to manage teams.
	~~https://academic~~.~~oup.com/edited-volume/34394~~

	== References ==		== References ==

ValdisSigurdar: /* Annotated bibliography */

2023-05-09T13:34:45Z

Annotated bibliography

← Older revision		Revision as of 13:34, 9 May 2023
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	This article is about how managing diverse groups can gain a competitive edge. It discusses six aspects of corporate performance that the management of cultural diversity directly affects, and that is cost, attraction of human resources, marketing success, creativity and innovation, problem-solving quality, and organizational flexibility. The article also presents suggestions of how to enhancing organizational management of this diversity.		This article is about how managing diverse groups can gain a competitive edge. It discusses six aspects of corporate performance that the management of cultural diversity directly affects, and that is cost, attraction of human resources, marketing success, creativity and innovation, problem-solving quality, and organizational flexibility. The article also presents suggestions of how to enhancing organizational management of this diversity.
	https://journals.aom.org/doi/abs/10.5465/ame.1991.4274465		https://journals.aom.org/doi/abs/10.5465/ame.1991.4274465



			This handbook provides research about workplace diversity, examining what diversity means and its impact on group and organizational functioning in order to stay up with the changing corporate climate as globalization affects. The book is divided into sections; overview of the development and present situation of workplace diversity are given in the first section. The second chapter investigates different conceptions of diversity. Then it discusses psychological viewpoints on diversity. The fourth section discusses interactionist viewpoints on diversity and includes chapters on diversity as network connections, diversity as conflict, and diversity as knowledge sharing. Finnaly, it offers contextual information.