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diversity and abudance
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The recent business trends of globalization and increasing inter-group differences has turned scholarly attention to the management of demographic differences. These diversities exist in today’s modern company where demographics, cultural and personal differences among the workers and customers who do business with the company, i.e. surface – level diversity and deep level diversity. The relationships between racial and gender diversity often affects the business organizational performance. However, regardless of these trends, research has revealed the diversity practice's impact on companies performances linger absent (lacking). There are challenges businesses stumble upon with diversity in the workplace. Many companies have along the way hopes of pressing forward with revision and prepare for diversity in the organization in the future. C.E.O. Hewlett Packard was trying to convince his executives and manager’s diversity effectively is business inevitability. Not only cause of the quality of labor and products markets today, but because a more diverse work force-relative to ...
Diversity in the retail marketplace is something that is significant to the company’s success. Retailers are comprised of people selling things to people. Thus, the people that do the selling must be a good representation of the people that are doing the buying. Companies that are well diversified in their hiring practices, as well as organizational goals, are well recognized by the public. Likewise, companies that are unjust in the functioning of their company will be viewed in a negative light, which could lead to decreased sales and company accountability. Taking this into consideration, observing the diversity profiles for two major retail companies can lead to a firm understanding behind their success and company values.
Diversity is the piece that makes the modern workforce so amazingly unique and challenging at the same time. Valuing diversity means creating a work environment that respects and includes differences, recognizing the unique contributions these differences can bring, and maximizing the potential of all employees and the company. In The Loudest Duck, the author describes what often happens when diverse individuals enter the modern diverse workplace. Liswood gives great examples, analogies and shares simple insights into the hardships of bringing people from diverse backgrounds together to accomplish goals. The main emphasis is put on recognizing that diversity strictly by statistics of different races and/or genders present is insufficient.
Jefferson P. Marquis, Nelson Lim, Lynn M. Scott, Margaret C. Harrell, Jennifer Kavanagh "Managing Diversity in Corporate America, An Exploratory Analysis" Rand Corporation. Web. 29 June 2015.
Gender, racial, and ethnic diversity means different things to different people. Some believe that diversity is about quotas, and affirmative action. Others believe that diversity is something that will happen on its own with out intervention. Some experts who study diversity, however, believe that diversity is not something that should be left up to chance. It is important, therefore, for organizations to take action to encourage and foster diversity in the workplace (Clarke, 1995, p. 13).
Diversity problems are currently thought of necessary and are projected to become even more necessary within the future because of increasing variations within the U.S. population. Corporations ought to target diversity and appearance for tactics to become all-inclusive organizations as a result of diversity has the potential of yielding bigger productivity and competitive blessings (SHRM, 1995). Stephen G. Butler, co-chair of the Business-Higher Education Forum, believes that diversity is a useful competitive asset that America cannot afford to ignore (Robinson, 2002). Managing and valuing diversity may be a key part of effective individuals management, which might improve work productivity (Black Enterprise, 2001).
This document will explore what a company can do to foster diversity in the workplace. The business case highlights the development and implementation of organizational initiatives that could:
The foundation for developing an effective diversity management program relies on leadership commitment and the CEO should communicate the organization’s position on diversity management and his or her sincere belief in the importance of diversity (Cañas & Sondak, 2010). Indra Nooyi, the current Chairman and CEO of PepsiCo, is a leader who demonstrates a strong passion for managing diversity. In this paper I will be discussing Indra Nooyi’s personal and professional background, the status of diversity within PepsiCo before her role as CEO, the leadership philosophy on managing diversity Indra Nooyi has taken, the strategies she has used to implement diversity management, and her diversity related goals. I will conclude with a discussion on the current status of PepsiCo in terms of diversity, their future diversity goals and how Nooyi’s diversity management efforts have affected the overall success of the company as a whole.
Diversity is a highly important issue in today’s business, especially in a globalized company. Workplace diversity helps to get better solutions to business problems (Schawbel, 2012). When you have a group of individ...
The approaches used in diversity training owe much on the history of this practice. Diversity training came to be as a result of a universal call to affirmed action that revolutionized the demographic composition in organizations (Paluck 580). Originally, companies instituted diversity measures to counter legal implication threats. The practice evolved from being a single day event to a continuum occurrence that characterized hiring, retention and rewarding of employees. This was actually the birth of the diversity management practice, which modern organizations are trying to catch up with. It is important to discuss the approaches here because they help critically analyze on whether diversity training help in bettering performance in an organization or not.
Organizational diversity is a vital attribute causing rapidly growing controversial debates in today’s public and private business sectors. Many of the adversarial perspectives regarding organizational diversity have manifested in various organizations due to the implementation of laws, sanctions, programs and other initiatives designed and mandated to create a more equalized employment workforce.
Companies such as Buzztronics are leading the way in the global economy because of their dedication to diversity in the workplace. In order to build a diverse and successful workforce, a business needs to recruit, train, and retain capable and talented minorities.
In a world that has grown increasingly smaller due to mass media, world travel, and readily available information, the workplace has grown increasingly diverse in both gender and cultural aspects. Individuals no longer live and work within the confines of their geographic locations. At almost any position with any company the individual employee is a part of a larger world economy that harvests assets from the ends of the earth. Because of this, companies seek to capitalize on diversity to become more creative and flexible in their business models.
The impact of diversity in the workplace is contingent upon several factors. Across companies diversified workforces are becoming increasingly common. To successfully manage a diverse workforce, organizations are ensuring that employees understand how their values and stereotypes influence their behavior toward others of different gender, ethnic, racial, or religious backgrounds; are gaining an appreciation of cultural differences among themselves; and behaviors that isolate or intimidate minorities are being improved (Noe et al., 2010, pg. 302).
The researcher believes, in this fast-changing era, any kind of company or organization should be able to improve the quality of workplace diversity by having some important main factor to boost the new paradigm of a diverse workplace, such as:
According to Greenberg (2004) the positives of having a diverse workplace include increased adaptability, broader service range, variety of viewpoints, and more effective execution. Greenberg (2004) also discusses possible negative effects on increased diversity including resistance to change, issues with communication, implementation of diversity within workplace policies, and successful diversity management. Throughout this essay, each of these topics will be related to job satisfaction in the