Embracing Differences: Empowering Individuals with Autism to Thrive

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Discover effective ways to support individuals with autism by fostering understanding, adapting communication, accommodating sensory sensitivities, and promoting social inclusion. Learn practical strategies to create an inclusive environment that respects individual differences and promotes their well-being and success. Collaborate with professionals and provide patient support to help individuals with autism thrive.

Chart showing the percentage of developers who identify as full stack developers

How to Become a Full Stack Developer (Step-by-Step Guide)

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How to Become a Full Stack Developer (Step-by-Step Guide)

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No one could fault you for feeling a bit overwhelmed.

After all, a quick Google search for “full stack development” renders an impossibly long list of acronyms: HTML, CSS, JS, MySQL, and PHP, just to name a few. At heart, full stack developers are highly versatile jacks-of-all-trades in an industry that demands comprehensive programming knowledge.

Take a breath: learning how to become a full stack web developer isn’t as difficult or time-consuming as you initially might think. In this article, we’ll walk you through the basics of full stack development, what you need to learn, and how you can prepare yourself for a full-blown career in development.

Wondering what’s next? Here’s a sneak peek at our six steps to becoming a full stack developer:

  1. Identify The Skills You Need to Learn
  2. Determine Your Ideal Timeline
  3. Start Learning in a Format That Suits You
  4. Begin Building Your Portfolio
  5. Start the Job Search
  6. Ace the Interview

How long does it take to become a full stack developer? At Columbia Engineering Coding Boot Camp, you can learn the most in-demand web development skills in 12 or 24 weeks.

What is a Full Stack Developer?

To become a full stack developer, you’ll need to familiarize yourself with two basic web development concepts: the front end and the back end.

The front end, also known as client-side or customer-facing side, refers to all the elements of a computer application that users interact with directly. By contrast, the back end encompasses all the behind-the-scenes tech that computes business logic, fulfills user requests, and permanently stores sensitive data.

You can think of the front end as the tip of an iceberg, while the bulk of the unseen back end extends far below the water’s surface.

Front end developers create and optimize visible parts of a website, making components responsive to different viewing environments, such as smartphones, tablets, and desktops. They use client-facing programming languages, like HTML, CSS, and JavaScript, to render an engaging site.

On the other hand, back end development requires programmers to build and refine the internal software that operates a company’s databases, servers, and proprietary software. Back end developers are responsible for creating the pathways to deliver information to and from users who operate front end interfaces.

This is where full stack development comes in. “Full stack” refers to the entirety of a site or application’s front and back end architecture. As you might expect, full stack professionals are capable of addressing both sides of the proverbial equation. 

Rise, Fall, and Resurgence

At the onset of the Internet age, most web developers were dubbed full stack developers. In the 1970s and 80s, it was common for a single person to craft a software program from start to finish because there weren’t many layers of complexity between the computer’s hardware and the programmer.

However, as applications became increasingly elaborate, full stack development began to waver in its ubiquity. The advent of client-server computing in the nineties, coupled with the rising popularity of the net, necessitated the emergence of trained specialists. Programmers were subdivided based on the company’s stack: Networks, the front end, databases, and servers were all managed by distinct departments.

The diversified trend only started to reverse in the late 2000s. New technologies became streamlined, allowing aspiring developers to construct a fully fledged application in a shorter period. Gone were the days of the Java stack and Oracle databases — instead, high-powered databases like MySQL, PHP, and Ruby on Rails claimed the spotlight.

In recent years, the rarefied full stack developer has become significantly more critical. Employers understand their centrality; after all, every team benefits from at least one individual with a holistic knowledge of a project’s parts. Full stack developers have a special knack for drawing together various tech tiers into a neatly packaged application.

In short, full stack developers are responsible for the following activities:

  • Working with a website from start to final launch
  • Prototyping, creating, and building websites along with user interface teams
  • Designing user interactions through robust front end architecture
  • Managing database and server administration duties
  • Communicating with end-users to determine product effectiveness

According to Stack Overflow’s 2020 Developer Study, at least fifty percent of developers identify as full stack professionals, while 55.2 percent identify as back end, and 37.1 percent as front end.

Chart showing the percentage of developers who identify as full stack developers

Of course, becoming a full stack developer isn’t as simple as titling yourself one. There are a few mission-critical skills you’ll need to master before sending out those job applications.

So, what does it take to become a full stack developer? Below, we’ll jump into the core competencies you’ll need to succeed.

Identify the Skills You Need to Learn

The skills you need to become a full stack developer

Every learner’s path will be slightly different depending on their preexisting experience and skill set. If you’re a true beginner, you’ll require specialized training and project experience to become a developer. The same applies to hobbyists, who will need to upskill much more than professional developers who hope to upgrade their careers.

Take stock of your skills! Here are a few basic capabilities that you’ll need to master if you want to thrive as a full stack developer: 

While a full stack developer’s education is never really complete, the above skills will provide you with a sturdy foundation!

Determine Your Ideal Timeline

How soon do you want to go from hitting the books to landing your first entry-level developer position? As with your earlier skill assessment, establishing a concrete timeline can help you choose your educational journey.

Consider the following questions:

  • Are you willing to take part-time courses while maintaining your current job?
  • Would you prefer an intensive, full-time education that would allow you to land a job as quickly as possible?
  • Do you prefer quicker, skills-based courses or formal, theory-heavy education?
  • What learning opportunity will allow you to pursue your education without infringing on your personal obligations?

If you’ve already locked yourself into a full-time career or family commitments, it can be challenging to start a new training regimen. But it is by no means impossible. Think about the changes you’re willing to make to pursue your dreams — and build your educational schedule accordingly.

Start Learning in a Format That Suits You

In the era of open-source everything, it’s easier than ever to learn how to become a full stack developer — but it’s also easier to get lost in the muck. There’s a near-daunting number of distinct educational routes available to newcomers. 

Below, we touch on the primary methods that aspiring developers use to become marketable programmers, and provide resources to help you on your journey.

There isn’t one best way to learn full stack development, so while you’re perusing the options, make sure to compare your timeline and learning requirements to the listed opportunities.

Boot Camps

Coding boot camps are short-term, highly intensive training courses that equip you with all the industry-ready skills you need to become a fully fledged developer. By the time you complete a boot camp, you’ll have gained the necessary skills, made vital industry connections, developed an impressive coding portfolio, and prepared yourself for the job hunt.  

Unlike conventional four-year degree tracks, boot camps provide a quick way for hobbyists and total newcomers to learn the necessary skills. Most of these intensive courses complete within three to six months and are cheaper than a university education. Boot camps also offer more flexibility than pursuing a formal degree; many offer part-time, full-time, virtual, and in-person training options.

If you’re curious, make sure to check out Columbia Engineering Coding Boot Camp, which dives into all the most in-demand front and back end technologies, including HTML, CSS, JavaScript, MySQL, MongoDB, React, and Java. 

Self-Guided Courses

Are highly structured training courses not your cup of tea? Thankfully, there’s an enormous selection of instructor-guided, self-led virtual courses readily available for new learners.

Compared to boot camps, self-guided courses offer much greater flexibility and a lower cost — some are even free! Depending on the platform you opt for, you may even have access to additional resources, instructor support, and an active learner community.

That said, self-guided courses differ significantly in terms of quality. While some may provide extra resources, many don’t. The amount of support you receive is, in most cases, tied to the money you shell out — although that logic shouldn’t preclude you from thoroughly vetting platforms before you enroll! Check out participant reviews and only take courses that have been published through reputable platforms.

Additional Resources

Below, we’ve listed a few of the most-loved coding course platforms. Each of the linked sites provides easy-to-follow and relatively inexpensive front end, back end, and full stack development tutorials.

  • Coursera: Coursera offers an enormous menu of full stack web development courses ranked by learner star ratings. Many courses focus on specialties such as multi-platform app development, responsive website design, Android/iOS development, and object-oriented programming.
  • Udemy: Nearly 300,000 registered learners are currently learning full stack development on Udemy. Considered one of the most trusted self-led platforms, Udemy offers both technology-specific courses and theoretical materials for those that want a deeper dive.
  • FreeCodeCamp: Want to avoid paying tuition for the fundamentals? FreeCodeCamp provides an easy way to build projects, earn certifications, and learn to code from home. The site covers topics ranging from data visualization to web design, data structures, and coding interview prep.

Degree Programs

Four-year degree programs remain one of the most common educational paths for aspiring developers. According to Stack Overflow’s 2020 Developers Study, roughly three-quarters of professional developers worldwide hold at least a bachelor’s degree, while 49.3 percent only have a bachelor’s degree.

The benefits are evident: You receive a comprehensive, broad education that demonstrates competency to employers. College allows you to build a knock-out portfolio, land internships, and make valuable connections.

However, it requires time and financial commitment to enroll in and complete a degree program. College may be best for those that have yet to pursue their undergraduate education or those who want to gain a comprehensive understanding of both development theory and practice. Learners should opt for majors that prepare them for full stack development, such as computer science or web development.

Stack Overflow’s 2020 Developers Study also found that the most popular majors for developers were:

  • Computer science, computer engineering, or software engineering (62.6%)
  • Other engineering discipline, such as civil, electrical, or mechanical (9.3%)
  • Information systems, information technology, or system administration (7.9%)
  • Natural sciences, such as biology, chemistry, or physics (4.4%)
  • Web development or web design (3.3%)

Books and Tutorials

If you’re not a fan of formal courses, you’re not out of luck. It’s possible to learn full stack skills independently by referencing books, online tutorials, and other media.

Stack Overflow’s 2020 survey found that 85 percent of 46,383 developers felt that formal education is at least “somewhat important.” However, that doesn’t mean it’s impossible to succeed through self-directed learning; nearly 16 percent responded that formal education is “not at all important or necessary.”

Keep in mind that self-learning requires a special blend of discipline and passion. Even with all the book knowledge in the world, many employers are reluctant to hire someone who hasn’t received any formal certification.

However, book learning may function better as an entryway into more formal instruction down the road. By establishing coding as a hobby, you’re much more likely to learn enthusiastically in a structured course.

Moreover, all experienced developers are, in one way or another, self-directed learners. Technologies change so rapidly that developers need to learn quickly or risk being left behind.

Interested? Check out a few of our favorite books covering full stack development.

  • The Full Stack Developer by Chris Northwood. In this pivotal book, Northwood explores the essential skills every full stack developer needs. The book is primarily geared towards developers new to AGILE development, project management, QA, and back end patterns.
  • Eloquent JavaScript by Marjin Haverbeke. Haverbeke balances the nitty-gritty technical aspects of the language JavaScript with a principled approach. The book is tutorial-style, allowing developers to follow along with their own projects.
  • ASP.NET Core 3 and Angular 9 by Valerio De Sanctis. De Sanctis explores the latest developments in designing, building, and deploying a Single Page Application with ASP.NET and Angular. Full stack at heart, the book touches on data management, web APIs, app design, and deployment.
  • Full-Stack React Projects by Shama Hoque. Curious about the MERN stack? Hoque uncovers how to create dynamic web applications and leverage the power of React.js to build complex interfaces.

Once you’re done hitting the books, it’s time to start building an “employer-worthy” portfolio.

Begin Building Your Portfolio

Contrary to what a frustrated job-searcher might think, employers don’t organize interviews to turn people down. A sane hiring manager wants to believe that you’re the perfect person for the position. It’s your job to provide them with as much evidence of your capabilities as possible.

That’s why portfolios are so crucial: they’re the first impression recruiters have of you. If you have any projects you’re particularly proud of, use your portfolio to showcase them.

Display your work by describing the technologies used, your role in the project, and showing off screenshots. As a full stack design professional, your work should demonstrate an eye for design and excellent technical know-how.

Make sure to publish your code to a public repository on the code versioning site GitHub. Don’t be afraid to include projects that are currently in development, either. Building a portfolio is perhaps the best way to learn full stack development.

Start the Job Search

Once you’ve built a portfolio with two or more polished projects, you’re ready to start job hunting. Although it’s a little daunting, the right resume and skill set can capture a hiring manager’s attention.

Make sure to define your career goals ahead of time, get cover letter feedback, and tailor your resume for the specific positions you’re applying for. Don’t limit yourself to online searches; reach out to companies directly, attend career fairs, and sign up for weekly job alerts.

Most importantly, don’t get discouraged if your inbox fills with rejections (or nothing at all). According to Indeed, it takes the average job-seeker roughly nine weeks to apply, interview, and land a new role.

Do Well on the Interview

Got the interview? Take a moment to pat yourself on the back — and then explore a few of the most important tips for getting that second interview and, hopefully, landing the role.

Refresh Your Coding Skills

Virtually all full stack coding interviews will include a technical portion, which allows the hiring manager to gauge your current skill level. Continually practice on online platforms like HackerRank, LeetCode, or reference a copy of Gayle Laakmann McDowell’s Cracking the Coding Interview.

Keep in mind that there are many different varieties of technical challenges, such as live coding exercises, take-home assessments, design challenges, and soft analysis of programmatic thinking.

Prepare for each type by completing code challenges within a 30- to 40-minute timeframe. Look at examples of broken code to spot bugs, fix them, and then explain how you did it.

Prep for Behavioral Questions

Hiring managers don’t just want to hire a programming wizard; they want someone who will mesh with the company culture and work well with others.

Prepare answers beforehand that show how you deal with stress, work disagreements, or challenges in daily life. Read up on the most common behavioral questions so that you’re not caught off guard.

Prepare for Verbal Explanations

In the tech world, live-coding and whiteboarding are nearly universal. During a whiteboard exercise, you should explain your thinking process and how you arrive at a solution.

When approaching a problem, always ask the hiring manager for more specification: What type of input does the function consume? Should the function return a specific data type?

Be prepared to analyze the efficacy of solutions based on their time and space complexity. How efficient is your code? Can your application be refactored to take up less memory or run faster.

Even if you don’t get it right on the first try, managers are more concerned that you’re able to think your way through a complex problem. Making code work isn’t everything; you’ve got to understand why it does what it does. Employers want candidates to understand all the necessary parts of the tech stack. You should make it known that you’re prepared to be a lifelong learner and feel comfortable exploring new technologies.

Additional Resources:

Final Thoughts

Full stack development allows you to be on the emerging frontier of technology, exploring novel solutions with cutting-edge companies. Moreover, because the industry is rapidly growing, it offers tremendous career potential and security to tech-savvy coders who want to make their mark in the programming field. 

If you’re thinking about becoming a web developer, why haven’t you started pursuing your dream? Start considering your educational opportunities now; there’s no time like the present to start furthering your goals and landing a fulfilling position. Make sure to check out Columbia Engineering Coding Boot Camp for a great place to embark on your new journey.

Culture Diversity in work place and organizational performance

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Culture Diversity in Work-Place and Organizational Performance

Submitted by:

Nishant Gupta

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Model Purbanchal College PU Regd. No: 112-2-3-000283-2021

DECLARATION

I Nishant Gupta declare that this seminar report entitled Communication and its role in change management submitted in partial fulfillment of the MBA Degree, the Faculty of Management, Purbanchal University is my original work carried out under the guidance of Dr. Ashok Shah, and has not been submitted anywhere for the award of any other degree or commercial purpose. In keeping with the ethical practice in reporting scientific information, due acknowledgements have been made wherever the findings of others have been cited.

Nishant Gupta PU Regd. No: 112-2-3-000283-2021

ACKNOWLEDGEMENT

I would like to thank Dr. Ashok Shah, Faculty Mentor, for his guidance and support during this process and my seminar reports committee members, for their recommendations throughout the process. I would like to thank all my family and friends for their love and support during this educational venture.

In this process of compiling this seminar report, I fell privileged to have the opportunity to express my appreciation to Purbanchal University, Model Purbanchal College Janakpur Dham for providing an opportunity to conduct this seminar as partial fulfillment of MBA program.

I great fully acknowledge all the staff of library of Model Purbanchal College Janakpur Dham, for making the literature available through different ways. I would also like to thank librarians and staff of Model Purbanchal College, for their encouragement and support during the entire period of my study.

EXECUTIVE SUMMARY

Cultural diversity is what binds all groups of employees at all levels in a company. Cultural diversity calls for a type of organizational culture where all members can pursue their aspirations without being inhibited by gender, race, nationality or other qualities that are irrelevant to performance. The importance of the need to have the concept of managing diversity embraced by top managers has also been emphasized.

A statement concerning diversity should always refer to certain facets such as age, gender, culture and disability. Scholars have not concentrated more on cultural diversity in the workplace and how it affects organizational performance, hence creating a gap. This study provides background knowledge on cultural diversity among employees at the workplace and provides measures of organizational performance.

The study further brings out the study theories under theoretical review, which comprises the resource-based theory, behavioral theories and competency theory. This study reviewed various literatures on cultural diversity in the workplace and organizational performance and found that cultural diversity in the workplace is a formidable competitive weapon in an organization.

The study recommends that organizations should have proper cultural diversity management since it enables an organization to achieve a competitive advantage, which in turn influences organizational performance. In addition, the paper recommends that organizations should effectively manage their cultural diversity. This is because it has been established that cultural diversity influences organizational performance.

TABLE OF CONTENTS

DECLARATION…………………………………………………………………………………………… II

ACKNOWLEDGEMENT……………………………………………………………………………. III

EXECUTIVE SUMMARY…………………………………………………………………………… IV

TABLE OF CONTENTS……………………………………………………………………………….. V

CHAPTER 1 INTRODUCTION…………………………………………………………………….. 1

  1. BACKGROUND OF THE STUDY………………………………………………………………………………………………… 1
    1. LITERATURE REVIEW………………………………………………………………………………………………………………… 2
    1. OBJECTIVES OF THE STUDY…………………………………………………………………………………………………….. 5
    1. ORGANIZATION OF THE PROJECT REPORT…………………………………………………………………………… 5

CHAPTER 2: OBSERVATION AND FINDINGS……………………………………………. 6

CHAPTER 3: CONCLUSIONS…………………………………………………………………….. 9

REFERENCES…………………………………………………………………………………………….. 10

CHAPTER 1 INTRODUCTION

1.1  Background of the Study

In today’s world, globalization has almost removed national boundaries, making labor movement easy and further forced organizations to deal with people of diverse cultural backgrounds. A multicultural workplace has made Human Resource Managers deal with a set of new challenges as a result of much-needed changes in management practices. The aspect of increasing diversity and heterogeneity is beneficial if it is effectively managed. Diversity is quite an emergent field of research which began in the 1960s during the anti-discrimination movements in the United States of America (USA). Diversity began receiving attention in scientific literature in the 1990(Ayega & Muathe, 2018).

However, constructs need to be defined conceptually or constitutively since they are ideas that help to organize a domain of study, else it will be impossible in generation of knowledge in the domain under study. In today’s corporate world, customers are putting consideration on the speed of delivery of solution as one of the key components in determining a solution provider. Therefore, industries, regardless of their field, start to search for new methods of boosting the performance of the organization and for developing solutions to the challenges faced by their businesses. For this reason, organizations are thinking around the inclusion of workforce diversity against the monolithic structures that have traditionally been in place(Tamunomiebi & John-Eke, 2020).

In many states, staffs comprise people of different nationalities, cultures, generations and genders. Countries like Singapore have been positioned as being attractive foreign investment destinations because of their mature and experienced workforce as a result of multiculturalism. There is a range of opportunities created by the mix of competencies resulting from a broad diversity(Kundu & Mor, 2017). Therefore, this workforce diversity is considered as a valuable component for building contact with businesses from all corners of the world and for making it possible for foreign groups to engage their business within their locations. In a similar way that the performance of an organization is massively influenced by the performance of one employee, the

positive outputs of a diverse workplace force at the staff level would also be intrinsic as well as an extrinsic motivational factor for the staff. This would hence boost staff participation. It is on the basis of this that organizations pay close attention to the staff’s attitude acquired through individual experience while interacting with workforce diversity at the workplace, with reference to age, gender and ethnicity in their organizational setting. Research done by past scholars portrays diversity as beneficial to performance under facilitating context; on the other hand, it is detrimental under obstructing context (Mecheo, 2016).

On this basis, numerous studies give the status of diversity in the workplace environment. An attempt is also being carried out to point out potential solutions that staff consider would boost the benefit of workplace force diversity to the next level. When organizations comprehend the advantages of diversity, work put constrain turns into a vital resource and when overseen well, could likewise encourage the organization’s prosperity(Cox & Blake, 1991). A few organizations measure performance by evaluating the stewardship of the best administration or how effective the organization uses its assets to create a benefit.

Since the period considered is typically short, these measures can be translated as markers of how all-round fitted the organization is to current conditions. Others measure performance in view of the overarching cost of an organization’s stock. The productive markets speculation expresses that the stock cost increased by the quantity of offers is the best accessible gauge of the genuine estimation of an organization. A few examinations have demonstrated that group heterogeneity affected performance relying upon the measure of heterogeneity chosen (Suharnomo, 2017).

1.2  Literature review

There are several theories that explain how cultural diversity in the workplace would ensure organizational performance. This paper is based on the following three theories that underpin the study: resource-based view, behavioral theories and competency theory(Ogbo, Anthony, & Ukpere, 2014). The theory was advanced by Penrose, who viewed a firm as a bundle of resources and argued that it is the heterogeneity of resources that give each firm its unique character. The focus therefore is on the assets of the firm and specifically people, since they have been viewed as being vital in the

attainment of sustainable competitive advantage. Asset-Based View of the firm, is therefore established on the conviction that organizations inside an industry direct heterogeneous considered assets. Assets are for the most part resources, capacities, organizational procedures, firm properties, data, information, and so forth controlled by a firm that empower the firm to catch and actualize systems that propel its productivity and adequacy(Mateescu, 2017).

Expressed in an unexpected way, assets are the qualities that enable firms to actualize their procedures. As indicated by the Resource Based View certain benefits with specific highlights will prompt legitimate preferred standpoints. In any case, an asset- based view procedure can’t convey upper hand without being operationalized. Operationalization implies a formalization of the hypothesis’ thoughts and ideas into pertinent models, which empower all phases of technique detailing and basic leadership. The operationalization of hypothesis is key since it directs managers in their asset-based procedure execution(Atiyah, 2016). In Penrose’s view, the administration’s part is two- fold: the organization of assets, and administration as an asset parse, taking the supposition that managers convey and procure administrative assets and capacities. Both are firmly related on the grounds that administrators as assets render administrations for the administration of different assets. Likewise, the critical part of managers is instructed by the view that with respect to every different sort of beneficial administrations, administrative administrations are the main sort which each firm, on account of its exceptional nature as an authoritative association(Mazur, 2010).

A firm has an unobtrusive favorable position or competitive advantage over another firm when this preferred standpoint isn’t being acknowledged by any contender. In analyzing sources of competitive advantage, the Asset-Based View has two assumptions. Firstly, a firm within an industry may be heterogeneous with respect to the strategic resources it controls. Secondly, the model assumes that these resources may not be perfectly mobile across firms, and thus heterogeneity can be long lasting. The asset-based model of the firm examines the repercussions of these two suppositions for the analysis of sources of sustained competitive advantage.

Operative resource-based models should provide guidelines for resource identification and selection and address the dynamic aspect of bundling resources. Hence, they have

to face biases and errors arising from uncertainty, complexity, and organizational conflicts. Resource-based models support strategy design by providing operative tools that make it possible to trace consequences of different strategies. Therefore, operational resource-based models should “reveal flaws and inconsistencies in proposals that might not otherwise come to light until the proposals are implemented and under way”. To do this, operative resource-based models must embody four characteristics: provide guidelines to identify and select valuable resources, portray the resources’ intrinsic endowment dynamics, depict how managerial policies affect resource management and have the ability to trace consequences of potential strategies over time. The resource-based view distinguishes two variables that determine whether a resource is strategic or not: the imitability of a resource and imperfect mobility, contribute to the uniqueness of a resource and with this uniqueness to a potential sustained competitive advantage(BARAK & Travis, 2010).

When a resource can be imitated by a current or potential competitor, the firm loses the opportunity to gain a sustained competitive advantage. In other words, the company loses uniqueness. Imitability can be impeded by the following three factors: unique historical conditions. A leading company in technology development may be too large to be overtaken by potential and current competitors. This is because the leading company is more knowledgeable and developed and therefore, these potential and current competitors are probably not able to overtake the company. Causal ambiguity occurs when imitators do not know what to imitate, because they cannot draw a causal relation between the success of the “successful” firm and the actions of that firm. Social complexity arises when resources can be socially complex in a way that other firms are not able to manage and influence these resources themselves. Examples of social complexity include a firm’s organization culture and social networks(Nguyen, Yadav, Pande, Bhanot, & Hasan, 2022).

Imperfect mobility occurs when a resource that can be bought by another firm on a market cannot result in a competitive advantage. For example, a machine that can be bought on a market by firms cannot be unique for one of the buyers of that machine. Examples of resources that can be unique are property rights and reputation; other firms on a market cannot buy these unique resources. An abstract form of immobility is imperfect mobility. Imperfect mobility makes certain resources more valuable to one

firm compared to another firm. An example could be a product developer in a product- developing team. The value of the product developer separates from the product developing team is lower than the value within his team. So, when a competitor is interested to “buy” the product developer, he or she will be of less worth to the competitive firm since he or she performs best in the product-developing team of the current firm.

1.3  Objectives of the Study

The Objective is derived from existing problem and significance of the study. The main objective is to investigate the relationship between role of communication in change management. In Specific terms, the objective, as follows:

  • To study culture diversity in different work place
    • To study organizational performance by difference culture diversity.

1.4  Organization of the Project Report

In the first chapter introduction considered back ground of the study, Literature review, objective of the study and organization of the project reports, then we describe chapter two observation and finding in current scenario and last chapter three conclusion have summarizes the entire reports and presents the recommendations has been discussed. The this is follow by the reference and appendix.

CHAPTER 2: OBSERVATION AND FINDINGS

2.1  Observations

Various studies have been reviewed which established how workplace diversity affects organizations. Workplace diversity is the topic of this study. This study looks at the effects of workforce diversity and how it affects the presence of organizations and how its arrangement and challenges from different social foundations experienced by employees affect organizational performance. Therefore, the main purpose of the study was to find out how workplace diversity adds to the success of the organization. To collect the required information for this theory, the researcher has for the most part utilized the present material that contains Human Resource Management research gaps(Mateescu, 2017).

Subjective research technique has been utilized to accumulate and investigate the information on the organizations. To answer the examination question and additionally acquire viable and significant data on each organization, the creator directed a meeting in three of the organizations, and assembled data on the web on two of the organizations. The outcome demonstrates that workplace diversity assumes a compelling part in a few organizations. However, lack of coaching and direction could cause low profitability in an organization. Thus, there must be customary change in approaches to viably deal with a diverse workforce as the world continues progressing. determined workplace diversity administration impacts on execution of human asset administration in the Ministry of Health. The examination assessed literature from hypothetical and empirical reviews that considers last traces of the calculated structure of model(Nguyen et al., 2022).

This study takes perspective of interpretive and constructionist as its philosophical position. This has prompted the decision of leading a subjective research approach with blended technique that is a mix of both the deductive and inductive methods of gathering information. The exploration is directed through various contextual investigation outlines with semi-organized meetings as the method for increasing observed information. These meetings have been directed on seven organizations inside that speaks to various sorts of businesses inside this area. As it appears in this

investigation, social diversity is seen emphatically and figured out on how to accomplish cooperative energy inside the organizations in. The organizations trust that while keeping in mind the end goal is to create and increase upper hand, they have to suit to social diversity and make a climate that is open and adaptable. Still, the greater part of the organizations does not have the all-encompassing perspective as they neglect to express diversity at the vital level and thus in all measurements of the organization This examination has taken a subjective, exploratory, outline as a contextual investigation, which was the most suitable approach for this sort of research in light of the fact that the utilization of proficient administration of social diversity is a social marvel, which has turned out to be progressively powerful, as the world has kept on globalizing(Mecheo, 2016).

Holes and inconsistencies and in addition similitudes were found between the writing audit and the essential information, which is taken a gander at long in the discourse and conclusion sections. In light of the discoveries in this thesis, the scientist has formulated a model that structures the most vital components in successfully dealing with a socially diverse workforce. It is known as the 3 As of successfully dealing with a socially diverse workforce to Act, Acknowledge and Accredit. A standout amongst the hugest discoveries was that while culture matters, it appears it is most critical to become more acquainted with and comprehend the person to adequately lead them towards accomplishing the group objectives(Tamunomiebi & John-Eke, 2020).

2.2  Findings

This reports have reviewed literature on the concepts and found that cultural diversity in the work- place is a formidable competitive weapon in the organization. In addition, cultural diversity affects all other organizational functions and hence has become a subject of interest to all levels of management in an organization. Further, the paper has established that cultural diversity is an intangible and difficult to imitate asset of an organization comprised of useful information that other people have no access to and are incapable of using. Creating diversity management involves making decisions and coordinating activities facilitating the actual processes of creating core benefit for the organizational performance.

Value creating processes take place both inside an organization and in its external environment in collaboration with business partners and suppliers. From the review of the paper, the literature suggests that there is a positive relationship between cultural diversity in the workplace and organizational performance. However, there are several unexplored questions to be answered. It would be useful to research the relationship between managers’ view on cultural diversity and its influence on management of cultural diversity. The reason and the causes of no representation or poor representation in terms of equality instead need to be further studied. Finally, the relationship between positive and negative effects of cultural diversity needs to be studied in relation to the different cultures represented in an organization.

CHAPTER 3: CONCLUSIONS

The objective of this paper is to determine cultural diversity in the workplace and its influence on organizational performance. It is clear that demographic profiles that include age, gender and ethnicity do affect performance of employees in an organization. The differences that are evident in organization culture, human resource practices, nature of work and business strategies mostly impact the variable of employee performance, which varies from one company to another. So as to improve knowledge, interaction of organizational culture and national environment, it is necessary to compare the effects of workforce diversity of the same organizations that are situated in different countries.

Cultural diversity is further categorized as a primary dimension based on the different definitions of culture that are found. In connection to this, how cultural diversity could affect organizations is presented in terms of how it can be beneficial in certain situations and problematic in others, both in terms of difficulties but also through conflicts. From the literature review, this paper recommends that organizations should have proper cultural diversity management since it enables organizations to achieve a competitive advantage, which in turn influences their performance. In addition, organizations should effectively manage their cultural diversity. This is because it has been established that cultural diversity influences organizational performance.

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