Thomas & Ely's Three Paradigm in The State of Diversity Within The Essay

Thomas & Elys Three Paradigm in The State of Diversity Within The Organization - Essay practiceThe CEO, Prince (Paine et al., 2008) has been able to turnaround the prospects of the company by ensuring a culture of shared responsibility. He has been not only been able to exploit the tenets of the diverse workforce nevertheless it has been aligned to work in tandem with work perspective vis-a-vis its long term and short term goals. The paradigm, connecting diversity to work perspectives broadly refers to the direction cultural differences are incorporated within the business strategies to enhance productivity and business outcome. In the current environment of rapid globalization, managing diversity is one of the close critical elements of success. Citigroup has expanded its business across the globe and to maintain a competitive advantage within the industry, managing diversity has become the need of the hour. It, therefore, exploits socio-cultural paradigms of the region to make better its business outcome, both within the US and also in its offshore business. It promotes a better understanding of cross-cultural understanding to resolve workplace conflicts. At the same time, it takes cognizance of cultural differences and exploits human competency for optimal performance. The other two paradigms The discrimination and fairness paradigm and the access and legitimacy paradigm, are not relevant in the case of Citigroup. The first paradigm ensures that diversity is included in the workforce.