GROUP E DR RAWIYAH BINTI ABD HAMID PREPARED BY: SYAIDANURAIN ITQAN BINTI MOHD SAZALI (256842) ANIS UBAIDAH BINTI ZULKIPLI (261551) LEONG KUAN CHENG (262215) PHAN XIN YI (263341) GE, MINGTAO (701925)

1. THE CHALLENGE OF WORKPLACE MOTIVATION:
WORKPLACE DIVERSITY
PREPARED BY:
SYAIDANURAIN ITQAN BINTI MOHD SAZALI (256842)
ANIS UBAIDAH BINTI ZULKIPLI (261551)
LEONG KUAN CHENG (262215)
PHAN XIN YI (263341)
GE, MINGTAO (701925)

2. 1.0 Introduction/ Background of
Workplace Motivation
 Workplace motivation is described as the desire to expend high levels of effort
towards organizational goals based on the potential of the effort to meet
those individual needs (Robbins in Mobbs and McFarland, 2010).
 Work is usually an atmosphere in which individuals with different personalities,
social types, and worldviews communicate. Such gaps are a possible source of
problems at work and can ultimately lead to pressure and anxiety for those
concerned.
 While all employees have the right to be treated equally and feel safe at work,
certain staff face harassment, harassment and/or racism. There also have
challenges to motivate the employees.

3. 2.0 Problem/ Issue: Workplace Diversity
 Diversity in the workplace applies to an organization that deliberately hires a population of
differing sexuality, faith, color, age, nationality, sexual orientation, thinking style and
personality, and other characteristics.
 Many persons still have biases towards people who have different racial, cultural and
religious identities as their own. Such racism and sexism should never be accepted in the
workforce or anywhere else.
 A diverse gender-based workforce not just about the number of women and men in the
business. Its also include the perception and inequality wages compare to male.
 Employees from other backgrounds may have trouble adjusting to the shifts in the
workforce and the working environment that the younger generation has brought on.
 Therefore, in this situation, business leaders that find that recruiting a diverse workforce is
difficult. A good management of the workplace diversity will make easier for the company
to motivate the employee.

4. 3.0 Effect of IR 4.0 on Workplace Motivation
 Industrial Revolution (IR) 4.0 is characterised by advances in technologies such as artificial intelligence
(AI), augmented/virtual reality, big data and analytics, and the Internet of Things.
 These technology advancements, when adapted in the workplace, are enabling new ways to execute
work, bringing new opportunities for value creation to businesses and organisations — paving the way
for the formation of digital ecosystems and collaborations as well as engagement with consumers at a
greater scale.
 With the IR 4.0, it will increase the work organization and participation of employees. Employee
participation is becoming more dynamic.
 The productivity of the employees will be increase as the employees feel pressure as they need to
compete with all those employees that comply with the skill of IR 4.0.
 With social media, everything will go through a more transparent structure. Social media channels will
evolve into a democratic platform where information workers can participate at all levels, from
complaints or pleasures of customers to employees’ side rights, working hours, or interactions with each
other.

5. 4.0 Challenges
4.1 Challenges faced by Top Management
 A. Impact on productivity
Workforce diversity would give impact on productivity if they do not handle it
properly. This is because interpersonal relationship among the employees is one of
the main ingredients for smooth functioning of an organization.
 B. Resistance of change
Diversity affects organizational norms by creating the need for flexibility and evolution
towards a broader culture—a need that is sometimes met with resistance. Resistance
forces minorities to bear the burden of changing to fit the existing culture, thereby
limiting the initial value of having new perspectives in the first place.

6. 4.2 Challenges faced by employee
 A. Respecting and Accepting the Differences of Others
Part of this may stem from a lack of understanding or respect.
 B. Employees from some cultures may be less likely to let their voices be heard
It is extremely crucial to create an open and inclusive work environment so that all team
members feel the need to contribute. This can be particularly challenging for employees
from polite or deferential cultures. For example; professionals from Asian countries like
Japan or Vietnam may feel less comfortable when sharing ideas or speaking up.

7. 5.0 Recommendation/
Suggestion to overcome
workplace diversity
 A. The Human Resource Paradigm
Human Resource Approach Goal Strategy Assumptions
Diversity Enlargement Change organizational
culture through changing
the composition of the
workforce.
Recruit employees from
diverse backgrounds.
New hires will change the
culture by their mere
presence—no need for
additional intervention.
Diversity Sensitivity Overcome adversity and
promote productive
communication and
collaboration.
Train to increase
sensitivity and improve
communication.
Increased sensitivity to
differences will affect
performance.
Cultural Audit Identify obstacles faced
by employees of diverse
backgrounds and modify
company practices
accordingly.
Audit current practices
through surveys and
focus groups and
generate changes to
address these
deficiencies.
Problems are caused by
the dominant cultural
group in the organization
and need to be addressed
by that group.
Strategy for Achieving
Organizational Outcomes
Achieve organizational
goals through diversity
management.
Integrate diversity
management with HR
policy areas and other
company strategic
choices
Diversity management
practices have to be
linked to desired
individual and
organizational outcomes.

8.  B. Treat Employees as Individuals
Never treat your staff as representatives of their culture, nation or religion. Making
stereotypical assumptions about what a Jewish, Mexican or Taiwanese employee thinks or
wants, for instance, can alienate them. We should take the time to know your employees
individually.
 C. Emphasize communication
Ensure that all employees understand your policies, procedures, safety rules, and other
important information. Work to overcome language and cultural barriers. Have key materials,
such as safety information, translated when possible. Use pictures and symbols on warning
signs so that everybody can understand.
 D. Be open-minded
Recognize, and encourage employees to recognize, that one’s own experience, background,
and culture are not the only ones with value to the organization. Set an example of
encouraging diversity by developing relationships with colleagues whose backgrounds differ
from yours. Look for ways to incorporate diverse perspectives and talents into efforts to
organizational goals.