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Impact of diversity on organizations
Impact of diversity on organizations
Impact of diversity on organizations
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RJRTC’s vision and mission statement intertwines with each other. The vision of RJRTC is to achieve market leadership by transforming the tobacco industry. On the other RJRTC’s mission statement wants to lead change in the tobacco industry by driving innovation throughout their businesses, redefining enjoyment for adult tobacco consumers, reducing the harm caused by smoking, accelerating the decline in youth tobacco use, and resolving controversial issues related to the use of tobacco. The mission of the company emphasizes that they care not only about their company and consumers but for everyone else who has or will be affected by tobacco in some way. Although everything is well written on RJRTC’s website, some people may still find it hard to believe that the company is not more in favor for the money that is attained each year rather than the people lives that they affect. Due to the fact, the tobacco companies in the past more than likely knew that smoking caused a lot of health risks and choose to not to acknowledge it after scientific research showed evidence of what cigarettes did to the …show more content…
After Susan Cameron was elected the role of Chief Executive Officer (CEO) in 2014, she has increased the number of Caucasian and Latino women into key positions within the company. Even though the entry level is extremely diverse and talented, the need for black men and women into higher level positions has not been addressed. For example, out of the 21 directing managers in the department there are only 2 black males and no females in those positions. Even though it is not proven entirely that a person’s ethic group or gender will increase the level of performance done within the workplace, the CEO has proven within the tobacco industry that a person doesn’t not have to fit the norm of society that was placed centuries ago being that she is a woman and not a
The tobacco industry seems like a beneficial addition to our economy. It has basically been a socially acceptable business in the past because it brings jobs to our people and tax money to the government to redistribute; but consider the cost of tobacco related treatment, mortality and disability- it exceeds the benefit to the producer by two hundred billion dollars US. (4) Tobacco is a very profitable industry determined to grow despite government loss or public health. Its history has demonstrated how money can blind morals like an addiction that is never satisfied. Past lawsuits were mostly unsuccessful because the juries blamed the smoker even though the definition of criminal negligence fits the industry’s acts perfectly. Some may argue for the industry in the name of free enterprise but since they have had such a clear understanding of the dangers of their product it changes the understanding of their business tactics and motives. The success of the industry has merely been a reflection of its immoral practices. These practices have been observed through its use of the media in regards to children, the tests that used underage smokers, the use of revenue to avoid the law, the use of nicotine manipulation and the suppression of research.
Constant innovationthis company's growth is driven by their constant innovation. Constant innovation is the key to their enterprises future. When they signed the tobacco settlement agreement in 1988 it fundamentally changed the way cigarettes are advertised, promoted, and sold in the US. This impacts every aspect of Philip Morris USA's marketing practices. While they are complying with this agreement they are also being responsible by marketing to adult smokers. They also have policies and practices in place to address all issues with their primary stakeholders along with their secondary stakeholders such as the general public, public health communities, parents, community leaders, decision makers, and the government (Altria, 2008).
Some feel that affirmative action in universities is the answer to the end of racism and inequality. If more black students get into and graduate from good colleges, more of them will go on to even out the lopsided numbers in the work force. Prejudice secretly slips through everyone¹s thoughts. Or so Barbara Ehrenreich believes when she writes of a quiet, subliminal prejudice that is caused by statistics that prove the fewer numbers of blacks in high profile jobs. When we see ninety percent of leadership roles in the corporate world held by white men, we begin to doubt other¹s competence in that field. With so many minorities in menial roles, people begin to believe the white man is best for ...
and 18. These kids add up to 90 percent of all new smokers (Roberts 38). These
Each year 440,000 people die, in the United States alone, from the effects of cigarette smoking (American Cancer Society, 2004). As discussed by Scheraga & Calfee (1996) as early as the 1950’s the U.S. government has utilized several methods to curb the incidence of smoking, from fear advertising to published health warnings. Kao & Tremblay (1988) and Tremblay & Tremblay (1995) agreed that these early interventions by the U.S. government were instrumental in the diminution of the national demand for cigarettes in the United States. In more recent years, state governments have joined in the battle against smoking by introducing antismoking regulations.
Smoking cigarettes is a detrimental practice not only to the smoker, but also to everyone around the smoker. According to an article from the American Lung Association, “Health Effects” (n.d.), “Smoking is the leading cause of preventable death in the U.S., causing over 438,000 deaths per year”. The umbrella term for tobacco use includes the use of cigarettes, cigars, e-cigs and chewing tobacco. While tobacco causes adverse health consequences, it also has been a unifying factor for change in public health. While the tobacco industries targets specific populations, public health specifically targets smokers, possible smokers, and the public to influence cessation, policies and education.
The glass ceiling is an invisible barrier preventing women and minorities from advancing into upper management (Bell 67). Despite extensive legislation and the widespread implementation of equal opportunity policies, there is still widespread structural inequality and job segregation in organizations throughout the United States. "The level of the `glass ceiling' varies among organizations and is reflected in different employment patterns, hiring practices, and promotion plans" (Adler 451). The purpose of this paper is to provide background as well as a more in-depth analysis of the glass ceiling phenomenon and apply a human-capitalistic theorist perspective to the issues.
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.
This speaks to the tone-deaf approach too many people still have to diversity. It would be easier to cut the company some slack if the issue of racismand colorism was less prevalent or unknown. However, it is no secret to anyone that blacks are not offered the same privileges as whites. In his book “Privilege, Power and Difference”, Allan Johnson touches on this subject when he talks about his experience being a straight white male. Johnson recognizes his inherent privilege, and acknowledges not having to worry about being discriminated against at school, work, or everyday life.
Today’s management in the workforce is composed of all types of people verses thirty years ago when white males held a majority of upper-management positions in companies. These positions are now held by a mixture of ethnic back grounds and women who hold just as many if not more management positions then men. Just by looking at the changes in management demographics shows how important it is for people to understand cultural competency in the workplace. Dr. Roosevelt Thomas Jr. (1999) stated, “Diversity is the collective mixture of whomever we have in our workforce characterized by their differences and similarities” (p.11). Managers and supervisors must understand the characteristics of a diversity mature individual; they also need to be able to articulate the differences between affirmative action, managing diversity, understanding and valuing diversity to build skills that transforms awareness into productive and supportive workplace behaviors.
Thomas, Jr., R. Roosevelt, (1991). Beyond Race and Gender: Unleashing the Power of Your Total Work Force by Managing Diversity.
The tobacco industry consists of many competitors trying to satisfy a specific customer need. Companies such as Philip Morris, RJ Reynolds, Brown and Williamson, and Lorillard hold almost the entire market share in the tobacco industry. While each company has different advertising and marketing techniques, they all target the same customer group. Tobacco companies try their best to generate interest in their particular brand or brands. Companies market a number of attributes that usually include, but are not limited to: taste, flavor, strength, size and image in order to distinguish themselves from competitors (Business Week 179, November 29, 1999). However, all tobacco companies are satisfying the same needs. Many long-time smokers are addicted to the nicotine in cigarettes. They smoke because the nicotine is needed to help them feel normal (Focus group). Many addicts go through withdraw without nicotine. All tobacco companies have nicotine in their cigarettes, which fulfills the need of long-time smokers. Other smokers depend on cigarettes in social settings. Many smoke to look sophisticated and mature. Tobacco companies make many kinds of cigarettes that target different groups. Social smokers may perceive certain brands as more sophisticated, and therefore they shy away from other lesser-known brands. For example, a person who smoked generic cigarettes at the bar may be perceived as uncultured. On the other hand, the smoker with the Marlboro Lights may be more socially accepted because they have a brand name product (Focus group). Many types of cigarettes cater to the many markets of smokers who want to portray a certain image in social settings. Tobacco companies do not create the need to smoke, but try to generate interest in their particular brand (Hays, New York Times, November 24, 1999). Overall, the tobacco companies satisfy consumer demand for the millions of adult Americans who choose to use tobacco by providing differentiated products to different target markets of smokers.
The tobacco industry is a very unethical industry, due to the long term effects of tobacco on humans. The industry also does not assess the ethical and social responsibility the best way that it should. There are many factors that make the industry unethical; some of the reasons are the way the cigarette companies around the world Advertise, the way governments and cigarette companies make a huge profit from the sales of cigarettes, and the labeling health risks. I do believe however that there is something that the tobacco companies can do to better their strategy as far as their ethics go. I think that they should, always be looking for the best interest on their consumers, as well as advertise strictly on the effects that the cigarettes and what the people are getting for their money.
...’s objective was to implement diversity and retain more women and minorities in Besfood Company.
Women make up over 50 percent of the college graduates in the United States, yet only 14 percent of executive officer positions within companies are filled by women. Within the Fortune 500 CEOs, only 21 of them are women. The United States prides itself on equality and justice, but the majority of the population is not adequately represented in leadership roles. It is time for the entire country to reevaluate its internal gender biases. Women are taking strides to overcome the centuries-old tradition of men being the breadwinners and women taking care of the family and having low-demanding jobs. Biases do not just come from men, as it is proven that women are just as biased against themselves. Society puts more pressure on men to be successful while not expecting as much from women. Men typically attribute their successes to themselves, while women underestimate themselves and attribute their successes to luck or hard work. This lack of self-confidence can be traced back to years of women constantly doubting themselves (Sandberg). Women need to follow Facebook Chief Operating Officer Sheryl Sandberg’s advice written in her book “Lean In”: “But feeling confident—or pretending that you feel confident—is necessary to reach for opportunities. It’s cliché, but opportunities are rarely offered; they’re seized” (Sandberg 34). Willing women have to overcome societal traditions and sit at the table. To do this they have to either get into leadership positions to then break down barriers or break down barriers to get into those coveted leadership positions. These barriers are deeply-rooted into almost every culture worldwide. Sexism and discrimination are constant issues for women in the workplace and not enough is being done to address the...