چکیده:
Today, diversity is known as one of important phenomena in the arena of management. Many organizations are intending to inaugurate an accurate management with diversity to be beneficiary of its advantages. This will lead to improve the efficacy and makes the organization skilled efficient while extends the social equity. Yet, some media organizations including IRIB face criticism in this regard. Primarily, the question is “how is the management diversity in similar organizations”? According to this fact, the present article will benefit from theoretical review and will survey on the previous research done on this subject. In addition to the mentioned criteria, by studying the related managerial models, a framework for management diversity is proposed. This framework includes organizational teamwork culture as a supportive task for diversity, together with quadruple principals of diversity management, dimensions of diversity, and the strategy of active management. These are the components of diversity in management followed by its aftermaths.This framework will objectify the route in which planning for an active & effective management in IRIB will be verified.
خلاصه ماشینی:
Therefore, diversity management in the IRIB organization must be implemented for goals such as: motivation, promotion, productivity, workforce retention, prevention of stress-inducing problems (2005, Vloeberghs & Bogaert), helping to strengthen teamwork, creativity and innovation, flexibility, growth and progress, and organizational commitment (Hasanalizadeh, 1397) and this matter should be made available to the organization's employees as an official statement; because past research has shown that formal diversity management regulations in a media organization will lead to a better result (Ojebode, 2009: 216).
(Green, López, Wysocki, & Kepner, 2002) Cox (1991) has identified the benefits of diversity as attracting human resources with different cultural backgrounds, creating a strong employer brand in society, increasing creativity among employees, increasing effectiveness in solving business problems, and organizational flexibility.
Despite such extensive benefits that diversity will bring to the organization, the challenges of diversity have also been discussed by many researchers, to the extent that they have created a front of opponents of diversity; a group of studies related to the opposing front have reported the negative and negligible effect of diversity on organizational performance (Foldy, 2004; Flynn & Chatman, 2001) and another group of them have emphasized the increase in conflict and dispute due to heterogeneity and diversity (Jehn, 1995; Northcraft, Neale & Jehn, 1999).
Hasanzadeh (1397), in a study conducted at the Islamic Republic of Iran Broadcasting (IRIB), reached the conclusion that there is a positive relationship between diversity management and organizational voice; organizational voice includes discussing problems with supervisors, providing solutions and suggestions to the human resources department, and voicing ideas to change work policies (Barak & Travis, Gomez, 2011), which leads to the creation of innovation and creativity in the organization (Ghanbari, Zandi, Mohammadi, and Ahmadianfar, 1394).
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