Diversity in employment Essay Example | Topics and Well Written Essays - 3000 words

Diversity in employment - Essay Example 13). Diversity in the work place has generally been thought of as purely an employment equity issue. However, diversity is coming to be recognized as an asset which can, like any other asset that is well managed, contribute to the bottom line. Diversity is growing almost as quickly as the number of software vendors at an accounting convention (Talbot-Allen, 2001, p. 3) One of the best definitions for diversity I have come across says, "Diversity is the mosaic of people who bring a variety of backgrounds, styles, perspectives, values, and beliefs as assets to the groups and organisations with which they interact" (Rasmussen, 2000, p. 274). A mosaic enables people to retain their individuality while contributing collectively to the bigger picture. Second, this definition of diversity applies to and includes everyone; it does not rule out anyone. Finally, this definition describes diversity as an asset, as something desirable and beneficial! This change represents a move away from dominance by the white-Anglo male toward an increasingly diverse and segmented population. This workplace will include growing numbers of women, people of color, people of different ethnic backgrounds, aging workers, workers with a variety of physical handicaps, and people with alternative lifestyles. Only companies that have cultures that support diversity will be able to retain the best talent necessary to remain competitive. Diversity is not the same thing as employment equity. Diversity Pros and Cons Managing diversity is both a challenge and an opportunity for management. It is a challenge because it requires organisational change; it means fostering a cultural environment that values differences and maximizes the potential of all employees. It is an opportunity because organisations that proactively address diversity have a competitive advantage. They are able to attract, motivate and retain high potential employees. We must begin by recognizing the unique cultures of different racial, gender, ethnicities, abilities, differing lifestyles, etc., provide the basis for new perspectives on understanding organisational behavior. This perspective starts with the assumption that each cultural group organizes and defines experience within its own set of cultural systems. Research has suggested that men, women, and the various minorities do not share a common culture of organisational life. The implication is that each group identifies, defines, and organizes its experience in the organ isation in unique ways (Fine, Johnson, & Ryan, 2002, p.306, 317). A number of factors account for these differing experiences. For instance, women hold lower level positions at lower salaries than men; therefore, they tend to see the organisation from the bottom. Minority employees are fewer in number, so, they view the organisation in an isolation perspective. Second, each group appears most comfortable communicating within their own group. Third, the cultures of gender and race give unique perspectives on organizing experiences. Women and minorities identify interpersonal barriers as obstacles to their success, while white men see formal structures and policies as eliminating any obstacles. Women define moral order in terms of interpersonal relationships (as cited in Fine, Johnson, &am

Collection Scandal - Strategy Memo Coursework Example | Topics and Well Written Essays - 750 words

Collection Scandal - Strategy Memo - Coursework Example uck & Company to make repayments each month worth $28 for TV, an auto battery, and other merchandise bought using a Sears, Roebuck & Company card before his bankruptcy (ORourke, 2013). On the investigation, it emerged that Sears, Roebuck & Company did not comply with the requirement of filling a reaffirmation in court for the payment. In this regard, legal policy and requirements were ignored. Judge Kenner ordered for further and in mid-March revealed that 2,800 legal violations on reaffirmations had been committed in MA alone. The unlawful business led to the collection of $160 million (ORourke, 2013). The memo aims at stating the critical stakeholders and the concerns that emerge from the case. The meaning of the critical concerns and why the understanding and action being taken matter are the other areas that will be dealt with in the memo. The specific recommendations and the best way to communicate with the different stakeholders affected by the concerns raised in the case are the final areas that the memo will address. The concerns include understanding the legal requirement, determining how the scandal happened, developing mechanisms for evaluating credit provision and approval, retraining of staff tasked with collecting credit and accepting wrongdoing and take full responsibility. The critical concerns mean that the company has a lot of problems with some of its major stakeholders starting with the government, customers, shareholders, and the general public. The critical concerns matter because depending on the outcome and measures undertaken by the company, a lot of revenue, customers, money, and sales will be lost. The concerns matter also because the reputation of the CEO, management of the company, employees, and board of management is on the line. There are a number of ways that Sears, Roebuck & Company can take in solving the scandal that affected the company in the case. Recommendations include: Engaging with law enforcement agencies through