The Smithfield Hog Production Division’s top priorities as a company can be a bit unconventional in today’s society. A great deal of companies tend to focus more on Maslow’s hierarchy of needs by focusing mainly on their employees’ and/or customers’ physiological, safety, love, esteem, and self-actualization needs. Smithfield Hog Production, however, has top priorities of environmental stewardship, animal care, and the general wellbeing of their employees, all while providing high-quality, economical pork to the public. This does not necessarily point to a gap in their company, because it is apparent that they do care for their employees’ needs, rather it points to a difference in their organizational beliefs and culture as a company. Brandy …show more content…
She has a primarily interpersonal foundational role in the company, where she must focus on building trust between the employee and herself to better the company so they will feel comfortable in reaching out to her when there is any sort of discrepancy in employee or company behavior. She pointed out that as a Human Resource employee, she must constantly adjust to fit each individual’s needs, such as adjusting to her audience. Oftentimes, an employee who does not speak English will approach her with a concern, or potentially the vice president of the company will approach her with a concern; thus, she must adjust to her audience and make connections with both juxtaposing parties. This difference points to the fact that this division may lack a strong organizational culture because they seem to have a high level of diversity, pointing further to the idea that they are succeeding in decreasing the lack of diversity seen in a multitude of companies today, but it can pose a problem since there are such a variety of cultures all attempting to operate under the same values. By attempting to adjust to these varying situations in order to give each person an equal opportunity in the end, relays the idea of the equity theory, which can help increase an employee’s motivation within a company since they perceive themselves as valued and treated fairly. Therefore, Brandy and other Human Resource consultants’ roles are vital to the company’s success because by encouraging equity within a company, overall motivation and productivity will also
In his article “Boss Hog: The Dark Side of America’s Top Pork Producer,” (Rolling Stone Magazine, December 14, 2006) Jeff Teitz reports that not only are millions upon millions of pigs being abused and slaughtered each year by America’s largest pork producer, but, in turn, the waste produced by those pigs is polluting, destroying, and even killing others. Teitz begins by revealing that Smithfield Foods, the world’s most profitable pork processor, killed 27 million hogs last year, which is roughly equivalent to the entire human populations of America’s thirty-two largest cities. As Teitz delves deeper into statistics, he explains that more fecal matter is produced from half a million pigs at one Smithfield subsidiary than the 1.5 million residents of Manhattan, and in just one year Smithfield’s total waste discharge is enough to fill four Yankee Stadiums.
...ate its employees’ attitudes and their work with colleagues. This should be incorporated into their assessments and reviews, and any issues that are identified should be addressed promptly when delaing with their perfomance in their assessment. Such issues include an employee who only delegates work to specific individuals based on their race or an employee who disregards ideas from certain work colleagues due to their age. However, a manager who identifies diversity-related issues should not adopt a confrontational approach when discussing the issues with an employee. A good approach would be to encourage the employee to work with colleagues from different generations and backgrounds. The initiation of such interactions will encourage the employee to learn more about their objectives, talents, and communication styles and how they compare or contrast to their own.
307). The implementation of the BSC can lead an organization to achieving goals that would not have been possible or even realized until the four perspectives have been analyzed. By researching the BSC and the factors within the company, Tyson Food has discovered they do not have the best reputation with customers for ethical poultry farming (Peta, 2016). Through that understanding, the company can set improving the company image as an attainable goal. In this, the BSC has given direct benefits to Tyson Food, Inc.
There are many different factors which affect the way companies operate and the policies they adopt. This essay will investigate and outline some of the different social, cultural and ethical issues which are relevant to Tesco Plc’s operation. This essay will begin by investigating into social attitudes of the customers and also the social trends of customers which affect the company’s social policies. It will explain why there was or is a problem, how it could be solved by adopting a particular policy. It will then investigate into cultural tastes and preferences of the customers, as well as the low unemployment of UK culture which affect the company’s cultural policies. It will explain why these cause cultural issues and suggest polices which provide a solution. Finally it will analyse the waste creation and disposal of the company and also their farming supplies which are two ethical problems the company has faced and explain the policies that were used to solve the problems.
The Meat industry treats their workers the same way they treat the animals. They treat these living beings as if they were worthless. Slaughterhouses kill thousands of hogs a day and pack thousands chickens tightly together like a jail-cell. These ani...
As the workplace and marketplace continue to change, more and more companies are educating their employees on cultural diversity awareness. An understanding of the issues that arise due to the differences between gender, age, religion, lifestyles, beliefs, physical capabilities and cultures is needed to bring out the best in all of us. The creativity, flexibility and commitment gained from our interactions with other cultures and peoples will empower us all. Barbara Stern who is vice president of Boston-based Harvard Pilgrim Health Care (HPHC) argues that what has traditionally been a “soft” issue is now becoming a business necessity in terms of better serving customers, understanding markets, and obtaining full benefit from staff talents (Schmerhorn, pp.77).
...e backgrounds, to do business or work together. If, by any chance, this people do not understand each other in terms of cultural backgrounds, the company is at a risk of underperforming. Among other factors, a company’s exceptional performance depends on a favorable relationship among the employees. People from diverse backgrounds often crush on each other at the work place because the frequency of misunderstanding each other is very high. This owes much on prejudice and stereotypes which people hold on those from different backgrounds. It is in such scenarios that the importance of diversity training cannot be underscored. This is due to the fact that diversity training aim at ironing out all the differences emanating from diverse backgrounds and help in establishing impeccable cohesion among all the stakeholders in an organization (Bezrukova, Jehn and Spell 218).
...tes is known as the melting pot of the world. This country is the home of many different cultures from many different areas. Cultural competency in the workplace is an issue that everyone needs to understand. By understanding the characteristics of a diversity mature individual, employees can focus on developing themselves to hold a management position in the future, and be able to relate to other cultures in the organization. Companies continue educate their staff on affirmative action, and what it takes to manage a diverse group. These companies want to supportive workplace behaviors in the organization to help achieve the bottom line, increase stockholder value.
Ethical issues in business are a common placed every day occurrence that will never cease to exist. We will discuss an ethical issue that involves a large American corporation and its practices when dealing with suppliers of produce that is essential but not solely used by this business. We will present several point of views backed by literary findings that suggest ethical practices may or may not be at hand.
For many people, we lack an understanding for other people’s concerns, actions and feelings if they have nothing to do with our own. One of the least demanding approaches to comprehend your multicultural associates is via investigating societies on your leisure time and expanding your social learning. Effective ways of creating that intercultural respect and neutrality is by building connections with intercultural people and reading articles from other countries around the world. Getting that general understand of the daily lives and operations of how other people live is an awakening and broadening aspect of the mental scope of understand how others live. Also, by using books and searching the web to find small details and points of commonality between the cultures, employees can create connections that can help them to find talking points and increase the effective collaboration between parties. In spite of the fact that you may not ever put to utilize the vast majority of the information you collect, you will at present have the capacity to better comprehend those you work with and worldwide
Shen, J., Chanda, A., D’Netto, B., & Monga, M. (2009). Managing diversity through human resource management: An international perspective and conceptual framework. The International Journal of Human Resource Management, 20(2), 235-251.
In the workplace, it is common to encounter individuals of different cultures, ethnicities, and genders. This diversity can either lead to an introduction of new work methods, or it can lead to conflict between coworkers. In order to avoid conflict, and have all employees work as a cohesive team, managers must educate themselves, and their employees on the topic of cultural diversity. In order for your practices to be considered effective, you must not only respect and recognize an employee’s diversity, you must use their difference to benefit them.
...ir conflicts resolutions and motivations. Some measures which can help a human resource management department to impart equity would include but not limited to competitive salary, fringe benefits, career progression, gender, personal development, promotion etc are few variables which HRM require to look after to keep employees motivated. Through such measures, the companies can reduce the probability of employee dissatisfaction, non compliance with the standards and regulations and hence reduced chances of legal actions.
Workplace diversity refers to having a variety of different types of people working together within a place of business. Employee gender, race, religion, sexual preference, physical appearance, family or marital status, education, culture, personality, or tenure establishes diversity in the workplace. Diversity is rapidly becoming a very important necessity in today’s business world. Diversity not only involves how people perceive themselves, but how they perceive others. Those perceptions affect their interactions. For a wide assortment of employees to function effectively as an organization, human resource professionals need to deal effectively with issues such as communication, adaptability and change. Diversity will increase significantly in the coming years. Successful organizations recognize the need for immediate action and are ready and willing to spend resources on managing diversity in the workplace now (UCSF)
...nment and sentient beings. Since our society has become so desensitized to the industrialization of mass slaughter in the name of 'economies of sale,' clearly our 'cultured society' has had an extreme ethical collapse. According to Matthew Scully, a literary editor of the National Review: "the moral teachings of every major faith recognize that cruelty to animals is shameful and wrong, yet somehow these widely shared principles are seldom translated into serious policy debates over the treatment of animals." (CAFO 11) If the principle of animal cruelty is accepted to be wrong, immoral and evil, then there is no justification to the harmful treatment of animals in places like Concentrated Animal Feeding Operations which marginalizes and industrializes nature to fit an industry, rather than having an industry built to fit the needs of, and to protect nature.