One recent article espoused the same philosophy that our company seemed to use when they hired employees. The article states "marketer are hiring more talent and spending more money than ever to chase multicultural consumers, yet they are divided on how to reach them- and unsure they're getting good returns on their investments" (Bulik, 2008, p.1). The company that I worked for fit that mold.
The culture remained the same because the company did not know how to diversify. Oftentimes, it seemed as if management did not wish to fix what was not broken.
This company culture led to the fact that when a spec ad was completed for this one particular client, she took offense to it. To most of the employees, the ad was not offensive, in fact, many of the employees thought it was a pretty good ad that portrayed the key message in an effective manner. The employees were what they were, and did not totally understand why anyone would think any differently. Perhaps the situation could have been better handled if the employees had a deeper understanding not only of themselves but of other individuals as well. One article states "the key to change is first understanding what we are, and then taking steps toward what we are capable of becoming" (Rover, 2008, p. 390).
In retrospect,...
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References Black, J.S., & Porter, L.W. (1991). Managerial Behaviors and Job Performance: A Successful Manager in Los Angeles May Not Succeed in Hong Kong. Journal of International Business Studies, 22(1), 99+. Retrieved March 27, 2009, from Questia database: http://www.questia.com/PM.qst?a=o&d=5000126798 Business Case for Diversity. Retrieved March 27, 2009, from http://www.chubb.com/diversity/chubb4450.html Clarke, R.D. (2005, September). Workplace Bias Abounds: New Study Confirms the American Workplace Has Much Farther to Go to Achieve True Diversity. Black Enterprise,
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