...ijcrb.webs.com APRIL 2013 INTERDISCIPLINARY JOURNAL OF CONTEMPORARY RESEARCH IN BUSINESS VOL 4, NO 12 EXAMINING FACTORS AFFECTING DIVERSITY IN THE WORKPLACE Arslan Ayub1, Muhammad Salman Aslam2, Adeel Razzaq3, Hanan Iftekhar4, Sabiha Hafeez5 1234 MS Scholar, Iqra University Islamabad, Pakistan National College of Business Administration & Economics Bahawalpur, Pakistan 5 Abstract The purpose of the study is to examine various organizational factors that influence diversity in the workplace. The factors incorporate organizational policies, management practices, and perceived inequity. The current paper is a conceptual paper solely based on literature review. The findings are reliable with consideration view of these organizational variables to be the factual obstacles in employing and heading workplace diversity issue on. The current study throws light on the significance of managing workplace diversity. Keywords: Organizational Policies, Workforce Diversity, Management, Management Practices, Staffing INTRODUCTION The "business case for diversity" curtails from the development of the replica of diversity within the workplace since 1960's. The inventive model for diversity was positioned around affirmative action drawing strength from the law and a need to act in accordance with equal employment opportunity objectives. This observance based model conferred to the thought that tokenism was the reason; an individual was hired into a company when...
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...Operations, Indian Oil Corporation Ltd. Mumbai 400053, India R. S. Dhalla Microbiological Consultants Mumbai 400007, India Abstract Supply chain initiatives have become a critical part of firms operations. Success is increasingly being dictated by how well a company can control its supply base and mitigate supply bottlenecks and liabilities. This paper used inductive and qualitative approaches to explore the salient factors that simultaneously enhance the “greening the supply chain” as well as maximizing the customer reach while maintaining the efficiency of the supply chain system of petroleum companies. The key indicators identified were environmental policies, supplier policies, sustainability, market orientation and commitment to human capital and diversity. A survey was conducted with key informants across many divisions of the LPG segment to investigate how well these environmental and customer reach in the supply chain are in synchronized with the top management’s commitment towards environmental responsiveness and maximizing customer orientation. The responses to the survey were statistically analyzed and a relationship model was constructed with Market orientation as the dependent variable and independent variables as: environmental policies, supplier policies, commitment to human capital and diversity, sustainability and market orientation. The paper proposes to measure the performance of the corporation with respect to greening the supply chain, maximizing the reach of...
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...PESTLE Analysis for UK Higher Education Institutions Function: IT/Library Collaborative analysis performed by FLP Cohort 4, October 2009 | | |PESTLE Analysis |Function |Potential Impact |Implication and Importance | |Factors | | | | | |IT |Overall impact |Time Frame |Type |Impact |Relative Importance | | | |(High, Medium, Low, |(0-6 months, 6-12 months etc)|(positive, negative, |Increasing, |Critical, important, | | | |Undetermined) | |u/k) |decreasing, |unimportant, unknown | | | | | | |unchanged, u/k | | |Political |All political parties likely...
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...|BUSINESS |[pic] | ASSIGNMENT FRONT SHEET |Student Name: | |Certification : I certify that the whole of this work is the result of my individual effort and that all quotations from books, periodicals etc. | |have been acknowledged. | |Student Signature: |Date: | |Student Registration Number: | |Student email address : | |Programme :MBA |Year/Level : | |Academic Year : 20012/13 |Semester : 1 | |Module title : People Resourcing |Assignment...
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...Module Five Critical Thinking Assignment Anthony Plank CSU-Global Campus Business Ethics and Sustainability – Org 530-1 Dr. Christopher Zapalski August 13, 2011 Introduction Module Five Critical Thinking Assignment This paper will analyze Dell Computer Corporations corporate governance, sustainability strategy and performance and identify relevant social, environmental and economic measurement systems that can be used to measure Dell’s corporate sustainability performance. An integral part of establishing a corporate sustainability strategy is integrating sustainability into the capital budget process. A systematic approach and analysis should be used to establish value for social and environmental costs and benefits. In order to validate the corporations social and environmental policies are providing return on investment, sustainability measurement systems must be implemented. As stated in chapter seven of Making Sustainability Work an efficient and accurate social and environmental measurement system will identify what critical processes are associated with the successful execution of sustainability projects by identifying what current measurement systems in place, what is the important criteria that will be measured, what does the organization wish to accomplish with the sustainability investment, what is the anticipated time frame associated with the social or environmental initiative and who will be involved with...
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...Worcestershire Country Council (Question 2) In ensuring a company remains competitive and continues to make prudent executive decisions, it must address the economic challenges it faces. Strategic management encompasses this holistic style of leadership in which the company’s goals and objectives are all integrated into a cohesive entity. This entity can be likened to the market in which the company operates. Many past successful organizations have felt the impact of changes in demands, cultures, tastes, unemployment, competition, customers and so on in plummeting sales revenue. Reason being, they used a cookie cutter approach to solving the problem. The ability to understand, track, prepare and adapt to changing times makes the difference between a company that barely survives and one that is a successful survivor. The strategic management process involves two key components in ensuring a company remains current and competitive in this dynamic environment; strategy formulation and strategy implementation. The former refers to an examination of a company’s mission and goals, internal strengths and weaknesses and external opportunities and threats. This is commonly referred to as SWOT- Strengths, Weaknesses, Opportunities and Threats. After this a strategic review of varying alternatives against the company’s ability to achieve them based on its SWOT is conducted and the most attainable is selected. Strategy implementation looks at allocating resources to support the strategy...
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...Tanglewood has a web portal that guides customers to search for products and arrange for shipment at lower costs. Current Management Practices Tanglewood makes it clear that employees are an asset to the company as employees at every level are allowed to make suggestions. It’s critical to note that Tanglewood does not prefer temporary workers they utilize a core workforce as all employees are full time or part time. Tanglewood believes a core workforce is essential in order to maintain its organizational values and culture. Tanglewood emphasizes employee participation and teamwork and encourages employees to make suggestions and if their suggestions are successfully implemented they receive a financial bonus and department managers receive financial benefits for successfully carrying forward these ideas to implementation. Department stores are run as teams and everyone in the team shares the same knowledge. In addition, each department manager utilizes their own methods for running their department with mandatory weekly meetings which allow employees to voice any dissatisfaction. Human resources consist of a corporate and store level. Corporate is responsible for data analysis and designing policies/programs (i.e., recruiting methods) and this analyses...
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...Career Development Summary HRM/531 Human Capital Management October 18 2010 Since my promotion to midlevel management, I have been working very hard on the new career development plan for the company. I will hire a Vice President of Sales and four other sales positions will be filled, these positions include a sales manager, and three outside sales representatives. Job descriptions and qualifications: It is important to InterClean to hire five positions, one in which will be vice president of sales. Vice president of sales responsibilities are, overseeing the hiring and development of a worldwide sales organization, suitable for a growing company. Vice President of sales also most institute compensation, training, and sales incentive programs. Development a nationwide and international sales strategies. Continue customer relationships and employ new strategies for increasing the company’s customer base. Vice President of sales qualifications includes, at least four years sales experience in similar industries, and five in management. Vice President of sales most have established sales record in company product. Vice President of sales, most be able to manage at both the strategic and daily operation. I have chosen this vice president candidate for this position because of his 15 years sales experience, he has an outstanding track record, work history, and knowledge in the global industrial cleaning and sanitation industry. He has the ability implement...
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...and implementation. The analysis of strategy concepts and case study examples will be used to develop awareness of the factors that must be considered in strategic decision-making. Topics include: strategic vision and mission, environmental and industry analysis; generic strategies; core competence; growth and diversification; internationalization and the execution of strategy. At the end of the module we are able to subject the. * Concepts of strategic management to critical analysis; analyze the business and competitive environment; formulate competitive and development strategies drawing on relevant concepts, demonstrate an awareness of factors that must be considered in implementing strategy and leading strategic change. * A critical understanding and appreciation of the various behavioral manifestations of customer engagement * Identify and critically evaluate relevant theories underpinning such customer behaviors * Consolidate and integrate the knowledge and understanding gained from this module with other associated marketing modules * Sufficient knowledge to identify and manage these customer behaviors in their own or a related business * A comprehensive knowledge and understanding of the frameworks and concepts of strategic market management and planning. * To demonstrate expertise in conducting a strategic audit of an organization and recommend and implement a strategic marketing plan based on a full critical evaluation of the options...
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...EXAMINING THE CRACKS IN THE CEILING: A Survey of Corporate Diversity Practices of the S&P 100 March 2013 Table of Contents FOREWORD ....................................................................................................... 1 EXECUTIVE SUMMARY ................................................................................. 2 EXAMINING THE 10 KEY INDICATORS .................................................... 7 1. Equal Employment Opportunity (EEO) Policy ........................... 8 2. Internal Diversity Initiatives ...........................................................10 3. External Diversity Initiatives ..........................................................12 4. Scope of Diversity Initiatives...........................................................13 5. Family-Friendly Benefits....................................................................14 6. EEO-1 Disclosure ..................................................................................15 7. Highest-Paid Executives ...................................................................16 8. Board Representation .......................................................................18 9. Director Selection Criteria ...............................................................20 10. Corporate Commitment ................................................................21 DIVERSITY SCORES BY SECTOR ................................................................22 CONCLUSIONS AND NEXT STEPS...
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...TRAINING TRAINING NEEDS ANALYSIS PLANNING THE TRAINING DEVELOPMENT AND DELIVERY EVALUATION OF TRAINING Definition Training is the use of systematic and planned instruction activities to promote learning. Training has a complementary role to play in accelerating learning. ‘It should be reserved for situations that justify a more directed, expert-led approach rather than viewing it as a comprehensive and all-pervasive people development solution’. (Reynolds 2004) Why training? • Introduce a new process or new equipment • Improve the efficiency of the workforce • Provide training for the unskilled workers • Decrease the supervision needed • Improve the opportunity for internal promotion • Decrease the chances of accidents • Increased job satisfaction and morale among employees • Increases employee motivation • Increases efficiencies in processes • Reduced employees turnover • Enhanced company image Justification for training Training can be justified when: • The work requires skills that are best developed by formal instruction • Different skills are required by a number of people • The tasks to be carried out are so specialized or complex that people are unlikely to master them on their own initiative at a reasonable speed • Critical information must be imparted to employees to ensure they meet their responsibilities ...
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...Diversity refers to the differences in physical characteristics which are easily perceived such as gender, race, age, ethnicity or disability or differences in values, personality and work preferences. Big Bazaar attempts to achieve diversity in the employees by means of selective recruitment. Every store has a set of workers who know the local language and etiquettes. Incidentally, the number of languages known is an important parameter in the selection process, as Mr. X said (We’ll put any name and make it uniform throughout the text. He’s the second person we interviewed BTW). Moreover, the gender ratio in Big Bazaar is also almost equal, given the fact that certain sections of the store, mainly those dealing with women merchandise, have to be managed by women. “We always try to keep the number of men and women near to equal in the stores because they have different skills”, Mr. X said. Also by means of training, the employees develop diverse skill sets according to their intended role in the organization. “For every level there are different trainings. Trainings also differ for different lines of business such as food, clothes, consumer durablesand electronics. This is done to ensure that the diverse skill set matches the job requirement”, Ms. Devayani said. After critical analysis among the group, we reached conclusion on the fact that the diversity policy of Big Bazaar is still in its nascent stage. While almost all MNCs have stringent male to female ratio maintenance...
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...|Course Code: JUST 20025 |[pic] | | |Course Outlines | |Course Name (Long): | | | | | |Diversity, Values and Ethics in Public Safety | | Section I: Administrative Information |Course Name (Short): Diversity, Values and Ethics |Credit Value: 3.0 | |Program(s): Police Foundations |Credit Value Notes: | |Program Coordinator(s): Michael Lloyd |Effective Term: Jan 2011 | |Course Leader or Contact: Stephanie Dimech |Prerequisites: None | | |Corequisites: None | | ...
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...Assignment 1: Organizational Analysis BUS 310 – Human Resource Management Billy Okumu Stayer University November 4, 2012 Aetna insurance company was founded in 1953 in Hartford, Connecticut and is one of the nation’s leading diversified health care benefits companies serving approximately 37.2 million people (17.5 million medical members, 14.2 million dental members and 10.9 million pharmacy members, some of whom fall into more than one category (Aetna, 2012). Aetna provides benefits through employers in all 50 states, with products and services targeted specifically to small, mid-sized and large multi-site national employers, individuals, college students, part-time and hourly workers, and government employees, and the community at large. Aetna also serves individuals and Medicare and Medicaid beneficiaries in certain markets. Aetna’s 2011 revenue was $33.61 billion. Aetna’s mission, values and goals are expressed through The Aetna Way. The Aetna Way, comprising encompasses a shared sense of purpose through integrity, doing the right thing for the right reason; excellence by striving to deliver the highest quality and value possible through simple, easy and relevant solutions; caring by listening to and respecting customers and each other in order act with insight, understanding and compassion; and inspiring each other to explore ideas that can make the world a better place. Aetna’s vision is to earn the distinction, financially and by reputation, of being the preferred...
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...U.S. population diversity. Workplace issues related to employee diversity in terms of gender, race or ethnicity, socioeconomic class, and cultural background are emphasized. Policies Faculty and students will be held responsible for understanding and adhering to all policies contained within the following two documents: • University policies: You must be logged into the student website to view this document. • Instructor policies: This document is posted in the Course Materials forum. University policies are subject to change. Be sure to read the policies at the beginning of each class. Policies may be slightly different depending on the modality in which you attend class. If you have recently changed modalities, read the policies governing your current class modality. Course Materials Harvey, C. P., & Allard, M. J. (2009). Understanding and managing diversity (4th ed.). Upper Saddle River, NJ: Pearson. Schaefer, R. T. (2011). Racial and ethnic groups (12th ed.). Upper Saddle River, NJ: Pearson. All electronic materials are available on the student website. |Week One: Workplace Diversity | | |Details |Due |Points | |Objectives |Recognize the dimensions of diversity. ...
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