...Organizational Behaviour Kannan Departmental Store Trichy Road, Coimbatore Since 1985, started in Erode, TN Presently operates 22 Departmental Stores of Various sizes across TN SKDS Group Annual Turnover is around Rs. 370 Crores for the last financial year. It has strong and committed human resource of around 2500 People. Shri T. Thanushgaran is Chairman cum Managing Director of the Company. Main branch is in Gandhipuram, Coimbatore Branches in Coimbatore: 9 Findings: Physical findings: Trichy Road Branch Number of employees: 150 Main products: Groceries: monthly provisions, vegetables Secondary products: Home needs, cosmetics, decorative items, utility products, fast food, footwear, regular clothing requirements and so on Floors: 3 floors of goods Locations: Across Tamil Nadu Plans of Expansion: Yes, into other states. Target group: SEC A, B Predominantly middle class and upper middle class Family Income level: Rs. 20,000+ Company Hierarchy: (top to bottom) 1. Owner 2. President 3. Sr VP 4. VP 5. GM 6. Sr. DGM 7. DGM 8. AGM 9. Sr. Manager 10. Manager 11. Supervisor 12. Leader 13. Salesman Floor managers would be at Supervisor levels Organization Departments: 1. Marketing and Sales – Stores 2. Distribution, Supply chain 3. R&D, Product development 4. Administration 5. HR Employees: Facilities: Stay and food facilities Salary for service staff: 6000...
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...Workforce Diversity Workforce diversity is something that has become normal in most societies, regardless of peoples individual beliefs. With an increase in globalization, people are having no other choice then to accept different races, religions, ethnicities and sexual orientations. No more is our country made up of only Caucasians and African Americans. Diversity is all around us and tolerance is what needs to be learnt by individuals, groups, and companies. The problem is that we all know that workforce diversity is something we can’t avoid, but many of us still try to. When someone doesn’t speak our dialect or eats different food in the lunchroom it can create uncertainty among people who are uncomfortable with “new.” It is people’s natural reactions and human instincts that make accepting new people who are different scary and unnerving. McDonalds, Dell and Boeing are three companies that have managed multicultural organizations well and continue to show other companies what a benefit it can be. Workforce diversity is a term that arose in the 1970’s and hasn’t stopped rearing its head to society. McDonalds was one of the first companies in the seventies that had a department devoted to affirmative action. Pat Harris is currently McDonald’s chief diversity officer overseeing an evolving diversity initiative. She existed with the company during the early stages of workforce diversity. Harris claims that she doesn’t use the word program to describe the company’s objective...
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...PhD. Week 9 Final Assignment My experience in this Culture Diversity course has given me a new insight and thought provoking information that has helped me to relate and understand diversity in a new and different way than I had before. Diversity can be such an interesting topic. When one mentions the word “diversity” several things come to mind. An most often, the first thing that comes to mind is the diverse culture, right here in America. To gain a better understanding of all the different cultures around the World. A person could spend their lifetime traveling around the world, from one culture to another. Why do that? When all one has to do is sit back and take in the daily occurrences and experience everything around them. Right here in America. It is hard to find a country more culturally diverse than our very own, and yet we fail to see it. There are several reasons why one could fail to see all this diversity, whether it be a lack of understanding or just a lack of willingness to understand. For a country that is called “the melting pot” (Schaefer, 2012, p.24), we certainly still have a prevalent degree of prejudice and discrimination. Some would call it a lack of insight and willingness to grow, I prefer to call it ignorance and fear. Fear of differences and change. Diversity is the inclusion of different types of people from different races and culture in a group of organization. Diversity is valued because it allows all of us human being to be equal, as...
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...HLTHIR403C. Work effectively with culturally diverse clients and co-workers Author John Bailey Copyright Text copyright © 2008 by John N. Bailey. Illustration, layout and design copyright © 2008 by John N. Bailey. Under Australia's Copyright Act 1968 (the Act), except for any fair dealing for the purposes of study, research, criticism or review, no part of this book may be reproduced, stored in a retrieval system, or transmitted in any form or by any means without prior written permission from John N. Bailey. All inquiries should be directed in the first instance to the publisher at the address below. Copying for Education Purposes The Act allows a maximum of one chapter or 10% of this book, whichever is the greater, to be copied by an educational institution for its educational purposes provided that that educational institution (or the body that administers it) has given a remuneration notice to JNB Publications, Disclaimer All reasonable efforts have been made to ensure the quality and accuracy of this publication. JNB Publications assumes no responsibility for any errors or omissions and no warranties are made with regard to this publication. Neither JNB Publications nor any authorised distributors shall be held responsible for any direct, incidental or consequential damages resulting from the use of this publication. To Order this Publication This publication can be ordered in a wire bound...
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...Policy Issues and Cultural Diversity Student’s Name University Policy Issues and Cultural Diversity A research gap is an aspect of research or a research question that has not been answered sufficiently in a study (Alvesson & Sandberg, 2013). A research gap arises when the researcher in his study has not adequately solved the research problem, as per the research methodology (Alvesson & Sandberg, 2013). In this paper, therefore, I further evaluate the research on intercultural maturity.To gain insights on how the researcher addressed the research problem, and ultimately discover areas I will suggest for further study on cultural diversity. Cultural diversity is influenced by a myriad of factors (Tierney, 2007).The factors affecting cultural diversity forms the first research gap; a study may be conducted with an aim of analyzing how these individual factors affect cultural diversity. These factors are both external and internal. Again from, the research on intercultural maturity, I feel that the study did not sufficiently indicate how the educational practices; models promote intercultural competence and effectiveness. This knowledge gap second suggests gap for further research on culture diversity. Also, the research on intercultural maturity has no sufficiently indicated how achievement of intercultural maturity promotes human development and positive interactions. This gap is an area that suggests further...
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...Abstract The following is a case study of Netflix, Inc. an American-based company that provides the streaming of online media to consumers in North America, South America, and parts of Europe. This case study will provide a brief overview of the company’s history along with four present-day challenges that the company will face as it tries to stay ahead of the competition. In its discussion of the present-day challenges that Netflix, Inc. faces the discussion will also relate the proposed challenges to the managerial challenges of globalization, diversity, and ethics. After each of the four anticipated challenges have been addressed then this paper will provide an analysis of the steps that Netflix, Inc. has already taken to keep the company on the frontline of online media streaming. This paper will also provide suggestions as to what can be done in order for Netflix, Inc. to become the number one competitor and innovator in the market. Keywords: Netflix, challenges, analysis Past to Present In 1997 Netflix, Inc. was founded in Scotts Valley, California by Reed Hastings and Marc Randolph initially offering weekly DVD rentals online. Within two years Netflix, Inc. transitioned from offering weekly rentals to offering a subscription service that allowed consumers to rent movies as frequently as they pleased for a monthly fee. In a matter of ten years Netflix, Inc. began to offer the online streaming of media for a subscription fee and ended the year with 7...
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...Cultural Awareness Standing outside waiting for the bus to pick her up for school, Mary Mejie said she remembers the constant teasing of kids taunting her to play kung fu with them as they pulled and tugged on her long jet-black hair. “The kids would speak in some made up language and call me Chinese,” Mary said. Mary’s father is Japanese and her mother is Filipino. “I grew up in the Philippines, but my early schooling was in the city of Baltimore,” Mary noted. Reluctant to admit initially that the teasing came from kids of other cultural backgrounds, Mary later admitted it primarily came from African- American kids. According to an article on the Democrat and Chronicle website, a newspaper in Rochester, N.Y., studies show that children exposed to different cultures at a young age have enhanced social and emotional development. According to the study, children learn about differences and similarities and increase their sense of self. In addition, this understanding prevents aggressive and self-controlling behaviors in children, the study explained and helps them adapt better to a changing environment. Now an adult, Mary says she realizes that, as children in school, they were not taught to understand or care about the differences or similarities of other cultures. “We were just happy to have friends that looked like we did to play with,” Mary noted. As a young adult, Suzette Hampton, an African-American mother of four and...
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...Techniques that Improve Communications Diversity training is important in today’s workplace. The ability to effectively communicate with employees with different cultural backgrounds is essential to having a successful business. Business organizations integrate diversity training to ensure maximum productivity. In order for diversity training to be effective, different techniques are used. Companies understand the importance of effective communication. Without such communication, it can be a drain on the company and its resources. Researchers have developed several different techniques to assist with achieving the goal of effective communication. The following techniques are recommended: Seek Training: This technique is important especially if an organization is experiencing diversity issues. Diversity issues can be viewed as an opportunity, not a threat (Fine, p 485). Organizations should develop a training program to aid with their efforts. A lot can be learned during diversity training. Researchers suggest training should focus on team building effectiveness. This allows the team the opportunity to bond. The second phase of training should focus on conflict resolution. This will allow management and employees different options when a dispute arises. Learn about your cultural self: This technique is often overlooked in the workplace. One must understand that your culture is not the only culture. Your culture happens to be one of many cultures within the workplace. Co-workers...
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...industries are not individual orientated; they are team orientated. No one company is independent of its employees. Organizations need their teams to make collaborative efforts to impact a positive outcome. Teams are a combination of different talents coming together for a common goal. (According to Baack, 2012) Great teams consist of team members with the most highly developed skills wereadaptable, collaborative, committed, communicative, competent, dependable, enlarging, enthusiastic, intentional, mission conscious, prepared, relational, self-improving, selfless, solution oriented, and tenacious. The key is to make individualists into team players by cultivating the necessary traits. The dynamics of teams will be discussed through diversity, conflict and conflict resolutions within my organization. This paper will also describe three outcomes that could reasonably occur as a result of conflict resolution. Conflict is a necessary evil that is inevitable. Conflict can be either a strength or weakness to a company’s overall goal. When individuals come together for a common goal conflicts may arise. As research has shown, there is more positive values than negatives. Conflict Resolution Conflicts are inevitable whenever individuals with different personalities come together to work interdependently. Sometimes this dynamic helps to strengthen the team, and on the other hand some teams suffer which produces a poor outcome like according to Mary Parker Follett who stated...
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...Culture –everyone has it ? In most families one or both parents work. If they have kids they have to get up early to get the kids ready for school. Breakfast usually constitutes of cereals, bacon, eggs, pan cake or waffles with coffee and fruit juice. They pack light meals usually sandwiches for lunch. Those who don’t pack grab fast foods. Dinner is considered as family time where everyone including children sits at the table talk and eat. An average work day usually spans from 8am -5pm. Punctuality and productivity are valued in the work place. There is an expectation for each individual to have basic competency of what they are doing and project that confidence onto others (colleagues, customers etc. ) when performing the task they are hired to do. In the leisure People walk on a faster pace. Often they will be accompanied either by their significant others or their pets when walking. In main cities and in down town it is common to see people jog with earphones plugged to their ears and gadgets attached to their arms or their waist which keep track of the calories burnt. For the most part people don’t seem to pay attention to what is happening around them. Two people can sit next to each other for hours and not say a thing. People don’t expect others to say hello when they pass by unless they know the person well. People feel comfortable being on their own usually having interaction with their iPods or cell phones. They wear casual attires for the most part jeans...
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...Awodipe AMBA 600 How Does Diversity Impact The Workplace? Issues of Diversity are common in small and big corporations in the United States. As defined by Webster dictionary, diversity is “the inclusion of individuals representing more than one national origin, color, religion, socioeconomic stratum, sexual orientation”. Diversity in a workplace is how people perceive themselves and the individuals they work closely with. In turn, that perception good or bad can affect the way employees interact with one another in a workplace. Although diversity in a work place is seen as a good thing, it also poses some difficult challenges for business organizations. In order for an organization to succeed at being diverse, they must first understand the benefits of a diverse work environment, the true meaning of what it is to be diverse, and how to improve diversity in the workplace. When talking about diversity and trying to achieve a diverse work place, it is very important for an organization to understand the benefits of having a diverse work environment. Organizations with a diverse work place have shown to thrive and be more successful than homogeneous groups. I believe the reason for this is due to the different ideas and perspectives each individual in a diverse group brings to the table. According to the article “How Diversity Works” Paul (2014) stated “the benefit of having diversity in a group is the creativity that it brings out of the group. Diversity encourages the members of...
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...Diversity in the Workplace Alain Kraussman Hall Baker College Online Human Behavior Management of Organization/BUS615 December 6, 2012 Introduction Diversity is defined as “the condition of having or being composed of differing elements: variety; especially: the inclusion of different types of people (as people of different races or cultures) in a group or organization” ("diversity," 2012). These differing elements are becoming more and more prevalent in today’s society, and especially in the business world. Emigrants from every country in the world have made their way to the shores of America, and from there, to millions of companies and organizations across the nation. From the owner of the neighborhood corner store to the CEO position at Citigroup and Pfizer, foreign-born employees are giving this country a new, diverse, face. Diversity is not just of race, but of age, gender, ethnicity, religion, and disability. In every decade since 1900, the percentage of women 16 years and older in the workplace has increased, going from just 18.3 percent in 1900 to 53.6 percent in 2010 ("Women in the," 2007). The same holds true of disabled workers. In December 1976, there were roughly 2,088,242 blind and disabled workers in the United States. Growing nearly every year since, the Social Security Administration reports that as of December 2011, there are 6,996,435 blind and disabled people in the workforce ("Ssi annual statistical...
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...Creating Cultural Synergy: A Management Plan for a culturally diverse team Theresa Famolaro MGMT 615 Dr. Linda Smith 20 March 2012 Introduction This paper presents a problematic multicultural team scenario and a management plan to bring about the team’s effectiveness and success through cultural synergy. A summary of the conflict among team members sets the stage for an innovative solution, while a description of the emergence of multicultural teams in the workplace provides a context. Initially, an assessment of the cultural diversity of the team members is provided. Then, a plan to leverage the richness of culturally diverse team members working together is explored. Finally, in the event that the plan is unsuccessful, a backup plan is offered for consideration. Due to globalization, people from various cultures find themselves working with individuals from other cultures, often in an intercultural team environment. A team is an interdependent group of individuals brought together for innovation and the achievement of a specific goal (Northouse, 2010). Team cohesiveness is positively associated with openness of opinions and collaboration between team members. Disagreement within teams negatively affects team members from sharing points of view (Woerkom & Sanders, 2010). Multicultural teams are more likely to display less cohesion than teams with members that share the same culture. Cultural diversity...
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...------------------------------------------------- WORKPLACE DIVERSITY ------------------------------------------------- (CULTURAL DIVERSITY) SAZIA KHAN SANJA GM410: FOUNDATION OF PROFESSIONAL COMMUNICATION. INSTRUCTION: ROBERT WOODS Keller Graduate School of Management Introduction: The social composition of the world is changing. And the increasing of the globalization demands more interaction with people from diverse cultures religion and background ever before. As a result of that the demography of the world is changing. The word becomes a single market place. Anyone with a cell phone or access to the internet is a potential customer. In today’s global economy traditional barrier are disappear. So being increasing the opportunity as well as competition if the company wants to compete effectively and globally, Todays Companies need to realize that they longer have choice.it is now essential to be knowledgeable about and be able to communicate with people of different nationalities cultures and religions. Corporation realizes that they must embrace that diversity in the workplace brings. What is Work place Diversity Workplace diversity refers to the variety of differences between people in an organization. That means diversity encompasses race, gender, culture, ethnic group, age, personality, cognitive style, tenure, organizational function, education, background and more. Diversity not only involves how people perceive themselves, but how they perceive others...
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...Sociopolitical Factors and Diversity Angie Kauffman Psych 535 September 7, 2013 Sociopolitical Factors and Diversity As society continues to diversify, both psychologists and therapists need to develop awareness for each client’s perspective, beliefs, and values. An individual’s perspective may differ from the perspective of his or her therapist. Thus, psychologists and therapists alike must develop an understanding of cultural diversity. Pederson and Locke (1999) stress the need for training in the culture-centered approach to gain, “accurate assessment, meaningful understanding, and appropriate intervention” (p. 11). A variety of factors can affect the understanding of a culturally diverse individual, such as homelessness, sexual harassment, and racism. Through an understanding of those three sociopolitical factors, psychologists and therapists can see the impact of these factors on psychological development, behavior, and distress. As a result, practices may be put in place to help minimize potentially harmful consequences. Homelessness Approximately two and a half million people are homeless and 30-50% of this group consists of families with children (Pedersen & Locke, 1999). According to Pederson and Locke (1999), homeless is defined if an individual meets one of the following criteria: • Inability to secure regular and stable housing • Primary residence is a public or private shelter • Occupying a place not designated for housing (p. 90). The homeless...
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