Our company has low turnover, so new positions are not that common. When they do arise, we like to hire the best people. There is a risk in enacting a mandatory policy of hiring minorities we lack that we may be taking on inferior candidates. They may allow us to reach some ethnic communities, but at the expense of overall efficiency and productivity (Pfeifer, 2009). There could also be a backlash amongst our current workers if they feel that we are no longer hiring on merit. The third drawback is that we may have difficulty finding the appropriate ethnic candidates in our home geographic area. We could significantly increase the cost of brining on new people if we begin offering relocation allowances to attract ethnic candidates from other towns and counties. Lastly, the existing sales force could feel slighted in that their talents as sales people may take a back seat to their ethnicity or gender. They may not see increased diversity as an enhancement but rather as a threat, since the sale depends on factors beyond their control.
These disadvantages hint at the number of different obstacles we might face in increasing diversity. Many members of the company may resent the idea because they do not see the benefits. The culture of the business may not be amenable to the type of rapid shift that will be seen if we increase diversity quickly, for example (European Commission, 2003). Moreover, identifying qualified prospects and accommodating different cultures could place too strong a burden on our human resources department.
That said, there are a number of advantages. The most obvious is that improving our cross-cultural knowledge will unlock new customers, an important consideration for a sales organization that is losing market share. The second is that the company as a whole can benefit from perspectives -- we may open up new product lines and new geographies if we can gain more knowledge about the customer base. This enhanced creativity in the workplace was cited as one of the most...
Diversity and Global Understanding -- Irish & Dutch Immigration What were the contributions of the Dutch and Irish immigrants to America by the 1870s? What was the pattern of the Dutch immigration into the new country and what was the pattern of the Irish as they flowed from Great Britain to America? These and other issues will be addressed in this paper. The Literature on Irish Immigration into America Where did the Irish
Workforce Planning - Verizon compared Sprint, AT&T T-Mobile. This part group project, discussing difference top phone companies. See attached. Workforce planning Workforce planning is a very challenging process for most companies. Most companies will want to cut on extra cost hence some of them end up paying their workers minimum pay with minimal benefit package. Workforce planning encompasses, attracting, recruiting and selecting, induct, train and develop the workers, motivate, manage and reward
Diversity management is one of the key issues facing corporate America today. Higher number of female workers along with influx of immigrants from various racial and ethnic backgrounds in the workforce has prompted a need for diversity management because lack of the same can cause serious legal and performance problems. Diversity management refers to the strategies that seek to create a positive and healthy environment for everyone at the workplace.
Diversity Audit The Coca Cola Company is well-known for its commitment to diversity. The Company has a workforce where almost half the employees are women. However, their representation on the senior management levels is only 26%. The company also recruits racial minorities and members from the LGBT community. The company has institutional mechanisms to ensure that workforce diversity is respected and appreciated throughout the organization. Senior managers demonstrate their commitment to
Diversity Profile and Plan -for a public or non-Profit organization. Description and Overview In the current scenario, the U.S. workforce has turned out to be more diversified than any time in U.S. history. Efficiency and effectiveness today can be gauged from how employers manage and handle this diversified workforce. The current demographic shift has been caused by the growth in not only Asian but also African-American, as well as, Latino communities. Growth
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,
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