...How Successful Companies Manage Diverse Businesses How victorious business run different industry. Abstract Diversity is the result of past diversification or merger. In the global competition and slow growth context of the 1980s, highly diversified companies have to manage diversity in order to benefit from it and to avoid its drawbacks. The benefits are compensation effects and cross-fertilization and the draw-backs are dispersion of resources and internal inconsistencies. To balance integration and differentiation is the key success factor in managing highly diversified companies. Multiplicity is the result of history expansion or merger. In the global rivalry and slow growth background of the 1980s, extremely branch out corporation boast to direct variety in order to profit from it and to keep away from its weakness. The payback is costs sound effects and cross-fertilization and the draw-backs are spreading of wealth and inside discrepancy. To poise combination and separation is the key triumph feature in running extremely diversified companies. Diversification A portfolio strategy designed to reduce exposure to risk by combining a variety of investments, such as stocks, bonds, and real estate, which are unlikely to all move in the same direction. The goal of diversification is to reduce the risk in a portfolio. Volatility is limited by the fact that not all asset classes or industries or individual companies move up and down in value at the same time or at the same...
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...Importance of Training in the Workforce Ardelia Houston HRM/326 April 6, 2015 Dennis Heins Importance of Training in the Workforce The importance of training in the workplace stems from motivation, because it is an essential part of the employee, and the organizational success of a business. In most business employees tend to get irritated or frustrated when he or she works for a long period of time. Most employees of an organization get frustrated from working for a long period time, therefore, it is up to the company to create training courses to encourage its workers, and their quality of work. Motivation is a drive that helps increase the performance of productivity of an organization. It is important for businesses to achieve a pattern of training goals or objectives for employees to learn legal aspects of the company, and learn to work in a diverse environment create growth or profits. In order for a company to become successful in the marketplace, it is important for training courses to take place. When training course occurs it can increase, motivate, and provide potential growth for the employee. Training sessions help to build career development that produces a healthy image for the business, and the consumer. Human resource use learning classes to achieve long, and short-term objectives, and goals. A strong sense of cooperation, and teamwork, and urgency to learn when staff members have the proper training. Employees work together as a unit, and team...
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...CURRICULUM REVIEW Search using the ref: 00045-2007DOM-EN Copies of this publication can also be obtained from: DfES Publication PO Box 5050 Sherwood Park Annesley Nottingham NG15 0DJ Tel: 0845 60 222 60 Fax: 0845 60 333 60 Textphone: 0845 555 60 Please quote ref: 00045-2007DOM-EN ISBN: 978-1-84478-883-5 PPSLS/D35/0107/14 © Crown Copyright 2007 Produced by the Department for Education and Skills Extracts from this publication may be reproduced for non commercial education or training purposes on the condition that the source is acknowledged. For any other use please contact HMSOlicensing@cabinet-office.x.gsi.gov.uk DIVERSITY & CITIZENSHIP You can download this publication or order copies online at: www.teachernet.gov.uk/publications Diversity and Citizenship Curriculum Review Review Group members Sir Keith Ajegbo retired in July 2006 as Headteacher of Deptford Green School, a multiethnic school with a strong reputation for Citizenship education. He is currently working as a coach on the Future Leaders Project, as a School Improvement Partner, and as an education consultant for UBS. He is also a Governor of Goldsmiths College and a trustee of the Stephen Lawrence Trust. Dr Dina Kiwan is a Lecturer in Citizenship Education at Birkbeck College, University of London. Previously she was seconded to the Home Office as the Head of Secretariat to the Advisory Board for Naturalisation and Integration (ABNI), carrying forward the implementation...
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...Organizational Best Practices for Managing Diversity Richard L. Goode MGMT 5306-VC03, Leadership and Management Development Wayland Baptist University Winter, 2013 Abstract Diversity consists of different aspects such as race, ethnicity, age, gender, religious beliefs, social status, and sexual identification. Businesses are expanding in overseas markets which are bringing together different cultures. Additionally, diversity in the workforce is increasing with more women assuming roles that were previously male dominated. How an organization manages their respective diversity programs will have a direct impact on the success of the company. This paper will identify a few of the best practices some organizations have implemented to improve and solidify their diversity programs. The ways in which a leader of a company or organization manages diversity directly impacts the level of success the organization achieves. Leaders at all levels must foster an environment that brings together people of different ethnic backgrounds, religious beliefs, sexual orientation, and gender, and mold them into a cohesive and productive unit. A culture of tolerance for, and appreciation of diversity should be established by the senior executives of the organization. The executives must set an example with their behavior in order to make diversity a part of the organization’s culture. Merriam-Webster (n.d.) defines diversity as “the quality or state of having many different forms, types...
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...Organization Behavior “Culture” Solution Recognition: The diversity in workplace has the significant effect to running a good business. It helps the team develop a better solutions and critical analysis for different issues, so a company must run in a way that promotes diversity. Adopting the attitude of “not seeing color,” the company might run the risk of treating people insensitively barriers exist. So that we can tell how important the recognition is. A company that recognizes people have difference, physical, generational or culture and not pretend that these barriers have been broken down. Instead celebrate the differences among their employees, and encourage them to let their individualities show. Such as not hesitating to ask someone from another culture about their culture's etiquette practices - their knowledge could prove useful to the company’s business.. An employee's worth comes from more than his ethnicity or age etc,. Diversity Training is a good idea according to David Ingram, “Diversity Training Include diversity training as part of new-hire training programs or advanced training programs for managers.” Also “Diversity education programs can help employees to recognize prejudices and cultural assumptions in their own minds, while teaching them skills to respectfully seek to understand other cultures they come in contact with. Diversity training can also teach employees effective intercultural communication skills, as well, helping them to speak...
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...Part A 1. Three major pieces of federal legislation related to diversity Legislation | Explanation | The Racial Discrimination Act 1975 | makes it unlawful to discriminate in employment on the ground of race, colour or national or ethnic origin. | The Sex Discrimination Act 1984 | makes it unlawful to discriminate in employment on the grounds of a person's sex, marital status, pregnancy or potential pregnancy or to sexually harass another person. | The Human Rights and Equal Opportunity Commission Act 1984 | provides for the rights of people with physical or mental disabilities and addresses complaints of discrimination in employment. | 2. In my own words, Diversity in the workplace is about learning from each other regardless of our cultural background and bringing those differences into the workplace to broaden experiences and knowledge. Diversity includes not only race but gender, ethnicity, personality, age, education and background. It is a good idea to have a diverse workforce because: By branching out to a diverse workforce, employers have access to a greater pool of candidates thereby improving the odds of hiring the best person. In a competitive marketplace, an organization that puts people first – regardless of their race, religion, gender, age, sexual preference, or physical disability has an advantage over the other players. Just as the workforce is becoming more diverse so is your market. Employees who mirror the customers you serve can benefit...
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...Elements of Successful Organizational DiversityManagement Organizational Diversity Management Why is organizational diversity important? Historically, diversity in the workplace has been recognized as an employment equity issue. Now, however, diversity in the workplace is being recognized as a benefit that will contribute to an organization’s bottom line. Increased employee and customer satisfaction end up as increased productivity, all of which are measurable outcomes (Goff, 1998). Diversity goes beyond employment equity to nurturing an environment that values the differences and maximizes the potential of all employees, one that stimulates employee creativity and innovativeness (U.S. Merit Systems Protection Board (U.S. MSPB), 1993). To create an organizational culture that supports workforce diversity involves several important elements. These elements include a needs analysis, administrative and management support and commitment, education and training, culture and management systems changes and continuous follow-up and evaluation. Needs Analysis In many of my resources, a needs analysis was the second crucial element after senior management support and commitment. I feel a needs analysis should be prepared first to provide information to senior management in sequestering their support as well as to adequately determine workforce and organizational needs for creating a ...
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...Assignment 8 - Diversity Planning Sidney Whitt Brandman University Cultural Dimensions of Global Leadership OLCU 618 Dr. Craig M. Brewer June 29, 2014 Assignment 8 - Diversity Planning Introduction A hospital that neglects the need to provide diversity training for its employees could open itself to unexpected and undesirable employee-related issues. When a climate exists where employees feel slighted, misunderstood, disrespected or misunderstood due to conflicts or differences with other workers, productivity and morale are sure to suffer. Hospitals are subjected to lawsuits from many different avenues, but they can avoid discrimination-related lawsuits by the establishment of an effective diversity-training program. “The benefits of business diversity include the ability to communicate with a wider audience, multiple perspectives in decision making and--as a result--increased productivity. The road to diversity is challenging because people often carry a natural resistance to change, and issues like language barriers and implementation can slow down the process. However, with an adequate diversity training plan in place, you can streamline the process” (Holt, 2012, p. 4). Analysis Stimulate employee involvement in the attainment of diversity goals. The first step in the initiation of a diversity-training program is the identification of the program sponsors and stakeholders. Program sponsors and stakeholders should be interviewed, focus groups conducted...
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...According to Giger and Davidhizar (2007), diversity has always been represented since the founding of the United States. Even though diversity was prevalent; the demographic profile continues to grow and change (Gordon, 2013). In order provide effective and efficient health services; health care organizations need to develop cultural and linguistic competence (Gordon, 2013). The aim for health care organizations is to achieve cultural competence as evidenced by every patient regardless of race, ethnicity, culture or language receiving the highest-quality care (Betancourt, Green, Carrillo, & Park, 2005). Betancourt, Green, Carillo, and Ananeh-Firempong II (2003) defined a cultural competent health care organization as one that recognizes and integrates the importance of culture, cultural differences, cultural knowledge and services to meet the distinctive needs of the culture. This cultural competence encompasses integration and interaction of beliefs, behaviors, disease prevalence and incidence and treatment outcomes for diverse patient populations (Betancourt et al., 2003). In the case study: Diversity Conflicts in the NICU the manager has identified practices in the NICU that are not representative of a culturally competent organization. While reflecting on the diverse population that her staff comprises of the manager debates changing her hiring practices to avoid the amount of growing conflicts. Gordon (2013) discusses how health care organizations have an obligation...
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...Abstract The objective of this analysis is to confirm that Service Source is using diversity to its fullest potential. It will discuss it’s abundance of diverse individuals within the organization and the groups they have formed to expand awareness. However, there are areas where SSI could improve such as expatriates sent overseas to global stations and the training therein. With specialization of the strengths and targeting the weaknesses listed, Service Source could uncap a more effective business model that would increase the bottom line. Analysis of Service Source International Diversity Businesses see the turnover rate every month leading people to believe that it’s just circumstantial. That an employee will leave because of personal reasons. However, there are several trends in turnovers within a company and they all focus around diversity. “The turnover rate for blacks in the U.S. workforce is 40 percent higher than the rate for whites, and turnover among women is twice as high as for men,” (Robinson & Dechant, 1997). What if SSI was able to hone in on encouraging diversity to maximize the current talent available? The argument has shown before in other studies that companies who practice this have increased profits. Diverse Employees While at SSI, you cannot find two employees exactly alike. Whatever definition of diversity you choose to accept, SSI matches it. The diversity of the employees already has long reaching affects. SSI has a massive referral rate...
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...A Business Proposal to Make Ethical and Diversity Considerations to Improve the Strategic HRM Planning Process. Prepared for Jane Doe HR Director ABC Restaurant & Pub Prepared by XXXXX Personnel Director ABC Restaurant & Pub December 24, 2012 ABC’s Restaurant & Pub Ethical and Diversity Considerations to Improve the Strategic HRM Planning Process. I have gathered information over the last five weeks about department policies and best practices pertaining to ethical and diversity considerations. Based on these findings, the following proposal is presented to improve the strategic planning process. Diversity and ethics are buzzwords and are used frequently around the workplace. There are areas within both where making small changes could result in large benefits for the company’s HR strategic planning process. These considerations are important for the strategic plan because they encourage a positive company culture and decrease legal risks that could otherwise result in the demise of the company. Diversity As a restaurant and bar located in the middle of a military-base town, our personnel records indicate management has been hiring primarily a specific demographic type (women ages 18-30). Management has hired this demographic type over other demographic types more qualified. Even in an effort to appeal to specific customers, this bias can come off as discriminative and reflect negatively on the company. Two areas in need of consideration...
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...Behavior – Diversity Issues (Chapter Three) Study Guide Specific Diversity Issues 1. Gender Diversity in the Workplace 2. Race Diversity in the Workplace 3.Age Diversity in the Workplace 4.Religious Diversity in the Workplace 5.Employees with Disabilities in the Workplace 6. Sexual Orientation Diversity in the Workplace Gender Diversity in the Workplace The Equal Pay Act (1963) prohibits discrimination in pay based on gender. Title VII of the Civil Rights Act (1964) prohibits discrimination in all employment-related decisions based on gender Earnings Gap The median earnings of women who worked full time in 2008 was 79% of men working full time. One explanation is that women are more likely to have gaps in their résumés because they are more likely to take time off to have children Race Diversity in the Workplace Title VII of the Civil Rights Act (1964) prohibits race discrimination in all employment-related decisions. Yet race discrimination still exists in organizations Age Diversity in the Workplace Despite their positive workplace behaviors, employees who are older often have to deal with age-related stereotypes at work. For example, a review of a large number of studies showed that those between 17 and 29 years of age tend to rate older employees more negatively, while younger employees were viewed as more qualified and having higher potential (age discrimination is prohibited by the Age Discrimination in Employment Act of 1967) Religious Diversity in the...
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...our consulting services offer quality leadership to any organization Spectral Staffing Services, Inc. understands locating and establishing the right person for American Widget can require valuable time. Our interim managers have a diverse knowledge within their arenas, and have the support of a team of professionals who will conduct valuations by examining data through benchmarking, performance, and detecting any administrative gaps that inhibit optimum performance. Grounded on data and administrative primaries our interim manager will develop actions plans, and begin the application of performance approaches. Spectral Staffing interim manager can also support in staffing and employing as well as ease the change process by providing training and mentoring for new employees. Identification of an operational gap By conducting a gap analysis, we can compare expectations with current levels to identify if an operational gap exists within an organization. Use of the gap analysis tool to assess operational excellence in areas that include: * Human resources * Information technology * Business direction and processes Through the “identification and extrapolation of key learning issues from the literature and empirical findings, organizations can better improve their business processes and thereby their effectiveness, whilst preventing others from making costly mistakes that may not necessarily be purely financial” (Irani, Sharif, & Love, 2007, p. 2435), but may...
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...Diversity in the Workforce Raul Rios Jr. Columbia College Thesis Statement What are the different aspects of diversity within the US workforce and how might it be effectively managed? What positive and negative factors are derived from diversity training? This research paper aims at answering this particular question. In order to do this, the paper will look at the challenges of diversity in the workplace from many different angles. Abstract This paper first explains what diversity really is and the impact it has on today’s workforce. It also explores why diversity needs to be managed in workplaces in the United States. It then discusses the positive and negative impacts of managing diversity (mainly diversity training). This paper identifies some of the major challenges associated with managing diversity. This research paper concluded with some recommendations on how to manage diversity within a workplace. Diversity in the Workforce Changes in the US Workforce Make Diversity an Organizational and Managerial Issue The United States has historically been a land of the immigrants; it continues to be the same today. People from al around the world come to settle in the US. United States has people from ever ethnic backgrounds, whether those people are in the majority or minority. The diversity of America does not only encompass different races of people, but many other aspects which differentiate people from each other. Diversity can refer to people who practice...
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