Themanagement of the human resources of an entity is an exceedinglycrucial aspect because it can help an organization accomplish itsobjectives within a short time frame. Workplace diversity has becomean important part of the human resources because it assists anorganization in realizing success (Scott & Byrd, 2012). One typeof demographic diversity that has not been mentioned by the team isthinking style diversity. This kind of diversity is based on thethinking diversity of the workforce, just as the name suggests.
Thethinking style diversity can be utilized by organizations due to thebenefits that it accrues. One of the advantages that an entity canreap as a result of this workforce diversity is innovation. Sincedifferent individuals have varied ways of thinking, they are in aposition to provide several new ideas (Scott & Byrd, 2012). Suchnew ideas can be used by upcoming organizations to develop freshcommodities that can help in creating a competitive edge forentities. Apart from this merit, thinking diversity of a workforce iscritical for an organization because it can assist inproblem-solving. Whenever there is a problem in a company, it caneasily become solved when there is thinking diversity since differentworkers would provide varied thoughts on how the issue can beresolved. Furthermore, in case of a problem emerges, a company wouldknow the employee or team to contact a move that would facilitatehasty resolution of issues (Scott & Byrd, 2012).
Amanager can maximize the benefits of this type of workforce diversitythrough ensuring that the employees, who are hired, have diversethinking styles. The manager can achieve this through the use offormal measures such as the FourSight during the hiring process.
Scott,C. L. & Byrd, M. Y. (2012). Handbookof research on workforce diversity in a global society: Technologiesand concepts.Hershey, PA: Business Science Reference.