MANAGING DIVERSE TEAMS

 CHALLENGES IN MANAGING DIVERSE TEAMS


                Organizations are complex adaptive systems. Since the environment in which they exist is constantly evolving and changing, they must keep pace with the changes. In a world that is becoming more and more complex socially, politically, and economically, the adaptation process never ends. Organizations have to work in an environment where components are sometimes so closely interconnected that changing one of them may have an unpredictable and uncontrollable effect on the other. Research shows that this complexity is the biggest challenge for today's world leaders. (Mushkudiani, Gechbaia, Gigauri & Gulua, 2020) Management in the modern environment becomes more humane and human-centred (Gigauri, 2021; Gulua, 2020A). It is also important to identify management difficulties in the context of workforce diversity and to develop ways to ensure them (Gulua, 2020B; Gigauri, 2020A). The topic is important as the diversity of the workforce is one of the most difficult and delicate issues for the management of any organization. Important issues related to the diversity of the workforce, such as emotions, attitudes and job satisfaction, are very interesting and deserving of attention. Organizational commitments and job satisfaction trends that are directly related to work performance (Shonia, Mushkudiani, Shalamberidze & Janelidze, 2018) are relevant and improving them is a number one priority for any manager.


OBJECTIVES: 

To increase the productivity of human capital, certain processes need to be implemented. One of the first steps is to set up a team within the company, each member of which feels that he/she is an important part of the main goal or strategy of the company and that he/she has an important role to play, the responsibility for successful implementation as a common and team process.


METHODS: 

Both qualitative and quantitative studies were carried out in three educational institutions in Georgia.  


DISCUSSION:

We took an interested in how equally women and men are treated in the workplace in Georgia. We studied their average nominal wages. A study of official data from the National Statistics Office of Georgia showed that the average salary of women lags behind that of men. 

                                              

                                                Figure 1. Average Monthly Wages by Sex (Gel)

                                                   Source: National Statistics Office of Georgia


The average monthly wage for men is $ 377 while the average wage for women is $ 242.

                               

Figure 2. Unemployment Rate by Sex (%) 
Source: National Statistics Office of Georgia 
According to official statistics, the unemployment rate among women is lower than the unemployment rate among men. One of the reasons for this reality is the low price of women's labor (figure 2).


RESULTS: As a result of the main analysis of the study and its judgment, the main measures for improving the efficiency of a diverse workforce are outlined and a concluding part is offered. 

CONCLUSIONS: Difficulties of teamwork that take place in Georgian companies are discussed; Also, the focus is made on the problems identified in the personnel management process and the mechanisms for overcoming them. 

KEYWORDS: labour, workforce diversity, company management, cognitive dissonance, discrimination.

CITATION: Goletiani, K., Mushkudiani, Z., Gulua, E., Janelidze, N. (2021). 

Difficulties in managing diversity in Georgian educational organizations. Access to science, business, innovation in the digital economy, ACCESS Press, 2(2): 123-137.
 https://doi.org/10.46656/access.2021.2.2(1) 


 


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