Further, it was clear to our management team that the Japanese manager must come to the U.S. On the next visit to alleviate their concerns of her competency. In addition, the Japanese managers would be able to learn how the processes and systems worked in the U.S., and also learn more about how the translation process worked. In short, it was decided to alternative ninety day meetings between Southern California and Tokyo. It was hoped that is would create a higher level of cultural intelligence in the process (Crowne, 2008) and appreciation for her role in our team. In addition, the critical review they had given the website and its content in Tokyo could be offset in the U.S. By providing additional examples on computer servers, in addition to having more of the staff attend. The approach to building greater levels of cultural intelligence also included introductions to the it staff and tech support organizations in the U.S., so the Japanese, Chinese and Taiwanese management teams could see the processes used to publish, maintain, upgrade and replace websites. Ironically the director of client services in the it department is also a woman with over 20 years of industry experience. As the trading off of visits to offices was based on the need for our Asian counterparts to the development, writing and production processes, they would also need to meet with the director of client services. It was hoped that these visits would not only make them aware of our challenges and constraints in serving them, it would also give them an opportunity to see how taking a more open-minded approach to women in key positions on the website team would be enhanced. Ultimately the efficiency and speed of our team, and in broader terms, the success of these websites' time-to-market and project management was based on their changing their perceptions of women's contributions to these projects. The business case of diversity was very process-centric, and paralleled research on the why diversity is critical for companies attaining...
Our teams simply did not have the time to waste due to the Asian managers' clear bias regarding women's work on the websites.
Topic for intervention plan: Valuing Diversity About the topic Cultivating a diverse workforce can have great power in a corporation. Diversity can be brought about by a different race, demographic, age, residing locations, culture, or even language. Therefore, diversity is not about these categories but about anything that differences one individual from another. It could be ideas skills, thoughts, knowledge, geography, culture or opinions. An organization can achieve diversity by including the
Diversity What is Diversity? The term diversity refers to the combination of ethnicities, cultures, genders and ages within a large or small group of individuals. List and discuss the six areas that Cox and Blake proposed as reasons for valuing diversity. What other reasons for valuing diversity can be added to this list? Cost -- The failure to effectively diversify an organization's human resources almost always comes with substantial costs. Most often, minorities are
If a company does not know what is really needed for a particular position, the company will have trouble hiring for that position (Harvey & Allard, 2012). Recruitment of the right person (or people) for the job. Some jobs require much more skill than others, and some can be very specialized based on the kind of person needed for the line of work (Mujtaba, 2007). Because that is the case,
Diversity Socialisation for Newcomers Head of Human Resources XYZ Investment Limited Dear Sir, Re: Diversity Socialisation for Newcomers The significance of organisational socialisation cannot be overemphasised. Through the process, new employees are equipped with the knowledge, attitudes, and behaviours necessary for successful organisational membership (Cable, Gino & Staats, 2013). In most cases, however, the process of socialisation focuses on aspects such as the goals of the organisation, individual role and responsibilities, behavioural patterns, as well
In this way, management should make an effort not only to understand the market within which they operate, but also the representation of this market in their employee base. Through making a conscious attempt to look beyond immediate personality preference, the manager can benefit the small or medium business by cultivating not only his own, but the rest of the employees' intercultural undersatnding and empathy. To do this, it is
Diversity Consciousness Personal Growth My reasons for taking this course include personal interest in diversity issues and especially in how diversity impacts social justice. My diversity awareness has improved significantly after taking this course. The biggest impact the course has had is on opening my eyes to social injustices that continue to occur in the United States. I am more aware of both the causes and effects of injustice, and am more aware
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