Theme 1: Diverse Team

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In this blog, I would like to share how a manager should use the diversity management skills as to produce better results. As a successful leader, the primary mission for him or her is to create a team with a diverse of backgrounds. Previous researches have shown that a diverse team is able to bring a wide range of ideas to the table, help tackle problems in a creative way and drive innovation significantly (Stone, 2011). In the perception of many people, innovation requires people with high ability. However, they often neglect the importance of diversity, which has the same role as that of ability in driving innovation and economic growth. Teams characterized by diversity often see problems in different way, and take different routes to access possible solutions.

Due to importance of managing a diversity team, the diversity management should be considered as the most important skill for managers across all industries in the world, such as the hotel industry. Nowadays, diversity management is the key to growth in the increasingly competitive hotel industry at a global level. Diversity management involves not only arranging the number of diversified employees within the organization, but also how the organization treats them as its business model (Llopis, 2011). Therefore, in the global hotel industry, the diversity management is a business imperative for the managers at all levels.

Based on the analysis above, I would say that it is important for a manager to use diversity management to drive good corporate performance. However, diversity management is never easy. Managing employees with many different backgrounds is a hard mission since everyone thinks in their own ways while the manager should get prepared for all the possible consequences. The diversified people could bring about a number of different opinions, and provide many solutions to a problem. Additionally, cultural misunderstandings might occur. For example, in India, ‘being fired’ stands for being yelled at, instead of losing a job. A manager who is lack of cultural difference may encounter problems in the process of diversity management.

The successful implantation of a diversity management requires that the following two factors should be paid attention to.

Firstly, the manager should emphasize on three major dimensions of diversity. The figure below illustrates the three dimensions of diversity.

Figure 1: Dimensions of Diversity


(Source: NC Office of State Human Resources, 2014)

The figure above indicates that the diversity management includes three dimensions of diversity, i.e., the primary dimension, the secondary dimension and the functional dimension. The primary dimension of diversity is based on physical characteristics and personal orientations, and the secondary dimension is based on individual beliefs and value while the functional dimension is based on work experience. For example, the primary includes basic criteria that classify different groups including the race, the sex, and so on.

Secondly and more importantly, the management should keep a right attitude while implanting diversity management. In another word, the manager should address diversity management practically and constantly as to produce better results. On the one hand, the diversity management requires practical efforts instead of lip services. Under the modern context, the population is likely to evaluate how organizations relate to the diversity. The consumers and employees would question the authenticity of an organization in case that the manager is not authentic. In this circumstance, the diversity approaches should go beyond mentality and be embedded in our brand (Llopis, 2011). On the other hand, implementing a diversity management program requires constant efforts. The manager should keep in mind that diversity management is not an overnight task, but a long-term strategy. It takes time to foster a more acceptable work environment for diversity. In this circumstance, the manager should implant diversity management with time, patience, and structured efforts to educate and communicate with employees. Eventually, by successful implantation, diversity management policies and programs will increase the productivity of the organization and lead to excellent corporate performance (Conjecture Corporation, 2014).

In conclusion, it is the managers’ attitudes towards diversity that determines whether the implantation of diversity management would be successful. The analysis above indicates that a market success requires creating and managing diversity teams across all industries, such as the global hotel industry. Therefore, the managers should possess diversity management skills as to produce better corporate performance. The implantation of diversity management not only involves the three dimensions, but also requires the managers’ practical and constant efforts. The managers should not be limited to talking about the importance of diversity, but should start implanting diversity policies and approaches within the organization. Furthermore, the managers need to pursue diversity objectives constantly as it is a long-term task. 


Conjecture Corporation (2014) ‘What is Diversity Management?’ [online]. Available from:< > [10 March 2014].

Llopis, G. (2011)‘Diversity Management Is the Key to Growth: Make It Authentic’ [online]. Available from:

< > [10 March 2014].

NC Office of State Human Resources (2014) ‘EEO Diversity Management’ [online]. Available from: < > [10 March 2014].

Stone, A. (2011) ‘Different is good: how diversity can benefit your organization’ [online]. Available from:

< > [ 10 March 2014].


12 thoughts on “Theme 1: Diverse Team

  1. The blog was very interesting. You have put the good evidence of the dimension of diversity to shows that some culture have to fit into the organisation. =D

  2. This blog is really good. The structure is very clear, and you show us a lot of evidence to prove your point. After read your blog, I understand how to manage diverse team. =)

  3. your blog is very attractive for me, because there are many images.
    your blog is very professional, because there are many reference to support your point.
    The video is very nice.

    • Yes. Thank you for your support. In my article, I tried to use enough examples to support my points, these evidence is very necessary.

  4. I agree with your points on diverse team.When a group or team comprises people who differ in age, sex, race, cultural background and other factors, the hoped-for result is a collaboration of wildly diverse thinking. Working with people who differ from each other challenges people’s preconceived notions about how the world works and it forces people to step outside their comfort zones and consider new thought processes. By opening people up to new ways of thinking, the hoped-for result is often new ideas, new processes, new services and new products.

    • Yes. What you said inspired me a lot, this also what I didn’t think a lot in my article. Due to globalization of the economic, there are more and more international companies appear. So the exist of diverse team is very important for one organization’s successful.

  5. Your work is very enjoyable for me. Today, one of the great challenges facing organizations is getting all employees, from the CEO to the hourly workers, to realize that to become the best, they have to embrace diversity. Diversity is about empowering people. It makes an organization effective by capitalizing on all of the strengths of each employee.That’s also the reason that we need diverse team in organization.

    • I agree with what you said about diverse team. In fact, getting a good use of diverse team will be a company’s strength in the competitive world. So the diverse team is very important for the organization.

  6. I think organizations need an extremely diverse group of people on each and every team. For example, having a group of team builders will get you nowhere, as everyone will be out trying to create a team. Likewise, having a group of doers will get you nowhere as everyone will be trying to accomplish something without a clear goal or vision to guide them.

    • I have got your points of diverse team. And you have a used very simple example to help me understand your view, that’s really helpful to me.

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