Diversity and Motivational Theories Paper

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Diversity and Motivational Theories Paper

Alfred Del Valle

University of Phoenix


Diversity and Motivational Theories Paper

Today's companies have been more interested in diversity and demographic trends to find new ways to motivate employees. Miller (n.d.) mentioned that "diversity is a people issue in which companies look for the similarities and differences that individuals bring to the organization." Most companies take diversity seriously because it would help them to find the motivators that best fit its employees. Schermerhorn, Hunt, and Osborn (2008) informed that diversity and demographics can be an influence on people's behaviors, in their personal and professional lives. This paper will show diversity and demographic characteristics that impact individual behaviors like ethnicity, gender, age, and religion. In addition, a description of how the above-mentioned characteristics may apply to compressed work weeks and flexible working hours motivators.


Katterjohn (2008) mentioned that cultural background is one of the largest influences of individual behaviors.

The United States has an enormously diverse society, so understanding an individuals' ethnicity can help organizations to find the best ways to motivate employees. How individuals process information, make decisions, solve problems, and interact with peers are some of the traits affected by an individuals' ethnicity.

When companies understand an individuals' ethnicity, they can understand what the hours or schedules an individual may best perform under. Some cultures are more family oriented than others. So, understanding those styles it would help organizations to motivate employees by offering hours that would fit their lives style.


Gender is a characteristic that could affect an individuals' behavior. Chintakovid (2009) mentioned that males and females have different views when concerns to motivation. For example, females would not like to take many risks when compare with males (Chintakovid, 2009). Furthermore,