Abstract
The diversification of employment and work styles in organizations is inevitable to ensure a stable workforce in Japan, where a labor force is shrinking due to a declining birthrate and an aging population. Using the concept of “faultlines”, which are hypothetical dividing lines that may split a group into subgroups of people based on their multiple attributes and assess diversity quantitatively, this paper examines the relationship of influences of a structure of diversity (the faultline strength and the number of subgroups) and a method of communication within an organization. It is verified by an agent-based model based on a survey of Japanese organizations. In addition, this paper demonstrates the methods of communication to enable diversification to generate a positive impact on a performance of an organization. As a result, this paper clarified that appropriate communication is related to a goal and the structure of diversity of an organization. Therefore, it is necessary for a manager to grasp a structure of diversity of an organization and to design a method of interaction along with a goal in an organization.
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Kumada, F., Kurahashi, S. (2019). Influences of Diversity on Organizational Performance. ~By Using Faultline Theory~. In: Kojima, K., Sakamoto, M., Mineshima, K., Satoh, K. (eds) New Frontiers in Artificial Intelligence. JSAI-isAI 2018. Lecture Notes in Computer Science(), vol 11717. Springer, Cham. https://doi.org/10.1007/978-3-030-31605-1_3
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DOI: https://doi.org/10.1007/978-3-030-31605-1_3
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