This paper is an examination of workplace diversity, especially the emerging issues in contemporary reviews. Considering the demographic differences of people in terms of age, gender, race, ethnicity, culture etc working in an organization that usually drive productivity and business performance; such a diversity or heterogeneous work organization is largely driven by globalization and liberalization of trade which allow productive factor inputs to move freely across nations. Workforce diversity is embedded with some attendant advantages such as the creation of a learning-work environment through collaboration and team participation, productivity and increased profit. It is pertinent to note that, there are some emerging issues in workforce diversity, which include multicultural task environment, existence of large talent pool used for creating and innovation, inter-functional coordination, complexity and discrimination at work. These issues are brought to bear through globalization, migration, aging population, outsourcing, women's work etc. Organization should have a framework for workplace diversity management; optimally allocating resources to create a multicultural engaged workforce for productivity and excellent business performance.

The focus of every organization in the society is to create a very conducive environment where employees can carry out their duties effectively without any negative influence that could hinder the achievement of individual and organizational goals. Hence, organizational effectiveness which includes customer/client satisfaction, as well as quality of work-life, is essential to every institution. Nevertheless, conflict in organizations has become unavoidable because employees contend for authority, position, recognition, scarce resources etc. This paper examines conflict management as a tool for increasing organizational effectiveness. The emphasis is on identifying the nature and significance of conflicts in an organization as well as recognizing levels or types of conflict; then asserting the appropriate strategy to be applied to achieve positive outcomes that will lead to organizational effectiveness. Related journals, textbooks and other online publications in Management, Organizational Behaviour, and other relevant fields were reviewed. Our findings revealed that conflicts do not always put the organization in a bad light, but constructively managed conflict brings about healthy competition, strengthens team participation, and bridges the communication gap. We, therefore, recommend that organizations should reeducate their employees on conflict management construct; dispelling the trendy but untrue notion that conflict is bad, destructive and should be avoided at all costs. Managers should adopt strategy or strategies based on the nature and type of conflict.

Purpose: This study examined the influence of strategic planning and crisis management style in an organization.Methodology: The approach adopted is theoretical because it was assessed based on extant literature.Findings: The result of the findings revealed that strategic planning enhances management of crisis. Also, any crisis management style applied at a given catastrophe will determine if the destruction will be minor or major disaster. Lastly, organization that employs strategic approach to crisis management style will be pro-active in managing crisis.Recommendation: for any organization to seal through crisis with minimal loss, they should incorporate strategic approach to crisis management and also put in place strategic/crisis management team that will be able to manage crisis within the shortest period of time. Finally, employees should be trained and retained on the positive and negative effect of crisis; they should also be sensitized on how to adapt to changing circumstances that might occur before, during and after crisis.