Ultimately, creating an environment that supports diversity requires an organization's leadership to view human resource differences not as idiosyncrasies to be managed, but as assets to be nurtured and developed. Each of these cultures is associated with specific organizational outcomes related to teamwork and coordination, quality of service, and employee satisfaction and motivation. Following are the characteristics of these cultures. Organizations with Constructive cultures encourage members to work to their full potential, resulting in high levels of motivation, satisfaction, teamwork, service quality, and sales growth. Members must balance expectations for taking initiative and thinking independently with those for consensus and power sharing.
Members believe in leveraging individual differences to enhance performance and sustain innovation.
Those who seek assistance, admit shortcomings, or concede their position are viewed as incompetent or weak. The constant pressure to maintain the facade of perfection and expertise comes at the expense of members' health, motivation, teamwork, and the way in which customers are treated. From Here to Diversity Assessing and understanding your organization's culture has important implications for the successful development and implementation of diversity initiatives. For example, knowing where organization members are now in terms of their values and behaviors provides you with a starting point for designing initiatives targeted to meet their specific needs.