Globalization and diversity

Different individuals with various work ethics, motivations, and drives frequently collaborate in organizations thanks to globalization and diversity (Uhl-Bien, Schermerhorn, & Osborn, 2014). In an African pro-gender qualitative research company, I work as a research assistant. That flatter paradigm is used at my place of employment, and we support corporations for enhancing the rigor and effectiveness of research. There are numerous research units run by distinct individuals, despite the fact that the overall chief of the research organization serves as the executive controller of the administration and research focus of the institution. The research leaders give the underpinning divisions of research guidance and provide thought leadership. In arid and semi-arid regions of the world, My research group mainly focuses on livestock and livelihoods development in arid and semi-arid regions within developing countries.

The use of online platforms and the internet, in general, has opened up communication between various technocrats in different development themes which are in different geographical areas. The flatter model has made it possible for consultants and research assistants to help contribute to improving research methodologies and in refining, research approaches. While this method avails much coordination, the research head gives the final decision as the oversight leader of the program.

As an institution operating in multicultural regions, the organization embraces inclusion principles by providing opportunities for diversely education people to work in the team. An additional strength in the body is the gender policy which has made it possible for women and persons with disability to be part of management and leadership. Additionally, students seeking to carry out their thesis have the opportunity to work as research fellows and internships. In general, my work environment is designed to provide equal opportunities to different people in the society as a way of appreciating diversity and performance.

Reference

Uhl-Bien, M., Schermerhorn, J., & Osborn, R. (2014). Organizational Behaviour (13th ed.). John Wiley & Sons.