...group in the U. S. by the year 2010. In order for companies to fully and aggressively compete in the marketplace, they will need to consider these statistics and work towards attracting, recruiting, developing and retaining a diverse workforce. This will be critical if they are to survive. They will also need to recognize that the market they cater to is becoming more diverse. Diverse groups are a growing percentage of the buying power in the United States. In order to maintain competitive advantage in the sector they serve, organizations will need to truly understand its customers, clients, members and employees and will need to create an organizational climate that is welcoming to all. The Birth of the Diversity Movement The “Diversity” Movement was born in 1987, when the Hudson Institute launched a study titled “Workforce 2000”. The study projected demographic trends that would impact the workplace, as we knew it by the year 2000. One of the predictions made was that there would be a marked growth in the number of women and minorities entering the workforce. In fact, the report suggested that women,...
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...workplace diversity. The reasons why Xerox should be motivated to diversify their workforce is more talent will be employed at Xerox if employees of all cultures and race are hired because diversity is a key to achieving critical business results. Furthermore, there will be more knowledge sharing employees can share cultural traits, market demographics and help develop companies develop robust knowledge management and market intelligence systems that create productive people and an innovative company by recognizing and respecting diversity and empowering individuality. Enhanced Productivity by processing varied skills, competencies and capabilities of different races and cultures, Xerox can increase its productivity worldwide (Xerox) that will make them a prominent player despite the economic slowdown in technology spending. Reduced Discrimination at Xerox woman and minorities make up for 52% of the workforce and 42.5% of Xerox senior executives are women or people of color or both (Xerox). This motivates employees in a way that they feel like they appreciated and valued. Besides, its make them challenge each other’s underlying assumptions, freeing everybody from convention and orthodoxy. Xerox has strict discrimination policies as well. With the inclusion of women in the workforce, Xerox developed a form of “flex time” that allowed for a better work/home life balance which has increased productivity which clearly shows how Xerox shows its values workplace diversity. They also...
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... In my opinion, the most significant successes of the Progressive Movement were the constitutional amendments and improvements in the democratic process. Our text tells us “The Progressive use of the amendment created lasting effects on our political system and is often considered the greatest success of the entire movement” (Bowles, 2011). The 16th amendment allowed the federal government to begin collecting income tax from all workers. The 17th amendment gave citizens the power to elect U.S. senators and was a result of the direct primary reform in Oregon. This was important because it allowed voters to choose candidates for office instead of political party leaders (The Progressive Era, 2002). The recall, referendum, and initiative are all examples of Progressive reform that brought more democratic power to the common people. The Progressive Movement’s significant failure, in my opinion, was in regard to racial equality. Even though they fell short of their intentions, we must remember how ambitious their goals were. The Progressive Movement missed their target because they aimed to do too much. I do not think that World War I can be regarded as a Progressive conflict. The First World War was a road block to Progressive reform until the rich, who had fought alongside the poor, returned from overseas. References: (2002). The progressive era [Television series episode]. In America in the 20th Century. New York, NY: Films for the Humanities & Sciences...
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...know our responsibilities in our community as well as our duty as a citizen of humanity. My fellow youth, in behalf of the Youth in Media and Sigaw KA!bataan, I am encouraging you to exercise your right to suffrage, our decision and vote will determine what lies ahead of us. Our choice is a crucial factor that will define what kind of government leaders will lead us after the election. We are given the chance to participate in a struggle of transformation. We must not miss that opportunity or let it pass us by. Let us make a change while there is still a chance because time will come that there will be a lot room for changes but no more chances. Let us take the initiative to be different. It is our call to action. Let us be proactive rather than being passive. Let us bring to life the essence of leadership, initiative and honesty. If our ancestors shed blood, sacrificed their lives and participated in the social reform, we will also take our step towards the fulfillment of the change that is very much long awaited by Filipinos. We are all seeking to improve Philippines’ Third world country status. The youth of...
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...forty-three Ohio ballot campaigns by petition since 1950, it marked the first example of a contested issue, requiring a 'yes' vote, in which citizen proponents had sufficient TV money and a simple message. Citizen initiatives in the past have faced two different problems: a campaign that is difficult to explain and paucity of resources. A smoking ban is easily understood and the issue was well-defined in voters’ minds long before the campaign began. The dangers of second-hand smoke have been understood for decades. SmokeFreeOhio raised a significant amount of money (over $1.8 million). Although as of October 18 SmokeFreeOhio had not raised enough money to cover Ohio’s media markets on their own, they were greatly assisted by free media coverage prompted by the presence of Issue 4 (Smoke Less Ohio) on the ballot. The tobacco industry’s attempt to trump SmokeFreeOhio was well publicized in newspapers and on television, and certainly contributed to public awareness of the differences between Issues 4 and 5. This helps to explain the success of the SmokeFreeOhio campaign despite the competing ballot campaign, Smoke Less Ohio (Issue 4) and this successful citizen initiative provides a template for future ballot campaigns. For an overview of Ohio’s history of ballot initiatives visit, www.ohiocitizen.org/about/training/ballot history.html. An analysis of successful ballot campaigns in Ohio is available at www.ohiocitizen.org/about/training/ballotconsiderations.html. Big Money...
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...Digital India Digital India is an initiative by the Government of India and it was launched on July 1, 2015 by Prime Minister, Mr. Narendra Modi. From its very beginning there has been many contrary opinions regarding the usefulness and effectiveness of this initiative. One of the major positive aspect of this programme is that, Government services are made available to citizens electronically and people get all the latest information and benefits of technology. The programme targets at empowering the nation digitally and it also includes plans to connect rural areas with high-speed internet networks. Digital India has three core components which includes, the creation of digital infrastructure, delivering services digitally and digital literacy. Thus this helps in bringing e-governance to every individual. Other facilities include Digital Locker, e-education, e-health, e-sign and national scholarship portal.. Thus it will be a boost to industry for both large and small enterprises. It create a lot of jobs and helps the citizens to connect directly with the government. The total investment made for this initiative is equivalent to one-fourth of the national budget and this itself shows the great importance with which the initiative is put forward. Along with all these positive aspects there are also some drawbacks associated with this programme. These includes, the ambiguity regarding the efficiency with which the programme handles the personal data of so many citizens of...
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...ABSTRACT Workplace diversity exists when companies hire employees from various backgrounds and experiences. Many companies see workplace diversity as an investment toward building a better business. Although workplace diversity provides many benefits, it also poses many challenges to employees and managers. To reap the benefits of workplace diversity, employees and managers must understand the challenges and know how to effectively deal with them. Diversity is commonly interpreted in relation to ethnicity, gender and culture. Diversity also captures the differences and similarities between individuals and group, encompassing race, ethnicity, gender, culture, age, sexual orientation, religion, language, education, family status, physical and mental ability. These demographic variables are related to other important diversity characteristics such as values, attitudes, interaction styles, physical and cognitive abilities and non-work commitments. The impact of diversity is both positive and negative. The research questions was: How can diverse workforce affect the organization? Table of Contents Chapter 1. Introduction 4 Background of the Study 4 Statement of the Problem 4 Purpose of the Study 5 Research Questions 6 Chapter 2. Literature Review 6 Chapter 3. Methodology 12 Data Analysis 12 Final Results 14 References 15 CHAPTER 1. BACKGROUND Today, globalization has become...
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...qwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmqwertyuiopasdfghjklzxcvbnmrtyuiopasdfghjklzxcvbnmqwer...
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...Workplace Diversity: Challenges and Opportunities Jane A. Hannon Southern New Hampshire University Workplace Diversity: Challenges and Opportunities The fastest growing segment of the workforce in the United States is adults over 55 years of age (Robbins & Judge, 2015). Given advancements in medical treatments, diagnosis, and wellness initiatives; a forecast of continued sluggish economic growth; and the changing landscape of employer-sponsored benefit programs, the increase of workers in this age group does not show signs of slowing down. An aging workforce presents challenges and opportunities for organizations. While some of these challenges are unique to the demographic, many are similar to the challenges and opportunities of managing other “surface-level diversity,” which includes race, gender, culture, and disability (Robbins & Judge, 2015). By effectively addressing diversity through the creation of policies and their consistent implementation, organizations have the potential for greater productivity and growth. Changes in Employee Relationships Generationally diverse workplaces pose distinct challenges for employers and employees. Because workers of different ages bring their own perceptions and personalities to the workplace, there exists the potential for misunderstanding and conflict. “Diversity involves not only how people perceive themselves but also how they perceive others. Those perceptions affect their interactions” (Patrick & Kumar, 2012)...
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...The textbook defines diversity as “the human characteristics that make people different from one another” (Gomez, 2010). It may also be defined as “valuing all the ways we are similar and different” (Reese 2009, p. 53). 1. First, should he or others attempt to respond to negative reactions to the composition of the new EC? What should they say? To whom? When? How? It would be wise for Voser to get in front of the negativity voiced by some members of the organization before it festers into discontent and organizational tension. “Voser did not think it appropriate to measure his commitment to diversity and inclusion by looking only at the group of eight people at the very top of Shell” (Sucher 2020, p.1). It is important that Voser points out that the creation of the new Executive Committee (EC) does not represent the efforts of the organization to be both diverse and inclusive. He should reaffirm throughout the ranks that the mission will continue to be diversity and an atmosphere that encourages inclusion. It is pretty obvious from reading the case that the committee does not adequately reflect the culture that has been devised within the Royal Dutch Shell Company. I feel that it is important that this issue of negativity be dealt with and not overlooked. If left unattended it could lead to distrust, skepticism, and low morale amongst the employees. It should be handled properly and promptly before the situation becomes critical. As a new CEO, Voser needs to quickly clarify...
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...This paper will provide insight to who I am as a learner, my strengths, areas of research interest as well as my interest of exploration in reference to the doctoral process. I consider myself to be an everlasting, lifelong learner and I have the yearning to want to broaden and deepen my skills. While the master’s degree I attain did not land me my job of choice, I feel that a more advanced degree will. I dream that the next job that I have will be a job that I consider to be interesting, stimulating and challenging all at once. I’m not one that likes to live with regrets. I don’t want to live my life saying, “what if”. At this juncture I have the mental fortitude to keep going. One of my strengths is the ability to manage the time that it will take to do the leg work to attain this degree. I understand that the road will not be a crystal staircase, but one with bumps, potholes, dark places and unknown territory. Another strength is the ability to prioritize my workload. At this point, I understand what needs to be done; and I understand that it has to be planned in a timely fashion or things will not get done. I also bring the strength of being motivated. Motivation has brought me to this point. I realize that I have be motivated in order to get things done to complete a degree that I’m investing my time and spending my hard earned money. Those factors alone keep me motivated to move ahead. On the other hand, I need stamina and...
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...Toplica, representatives of civil society, business and media, the Swiss Ambassador to Serbia HE. E. Ervin H. Hofer said that back in 2001. Switzerland recognized the importance of implementing changes at local levels. ‘The citizens of Switzerland firstly identify with their municipality, and only then with their country, because local governments serve them and their families. Citizens must feel that the municipality is working for their welfare, and that is the question of mutual trust. It is therefore very important that municipal finances are handled in a transparent way and that money is spent taking liquidity into consideration . Ambitions must be matched with available resources. It is important that the community itself has the initiative, and does not expect that representatives of the Assembly or the government will do all the work’, said the Ambassador Hofer. He added that Switzerland supports projects such as the EU PROGRESS because of its long tradition of decentralization and direct democracy. ‘We believe that sustainable development is possible only with respect to principles of good governance. These principles are closely related to the way public institutions manage their resources and whether services are provided efficiently, without discrimination and abuse, ‘ added Ambassador Hofer. During the debate, Radoje Krstović, Mayor of Municipal Assembly of Blace, said that good governance is a prerequisite for the development of local governments. ‘There is no progress...
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...David Davidson. Washington looks like it could be the first state to legalize marijuana. A general consensus among state and local polls appears to show momentum on the affirmative side of proposition I-502. Public Policy Polling , Komo 4 and the Seattle Times latest polls all show the initiative leading with 53 to 55 percent of those most likely to vote supporting the measures adoption (Martin). This is a very significant Initiative with numerous Local, State and National legal and political ramifications. An examination of I-502 would seem to be in order. Marijuana, or Hemp was legal and it’s production was actively encouraged very early on in the colonies of what would become America. Following the American civil war marijuana was used in numerous medical products that were sold over the counter- with no restrictions whatsoever. The Marijuana tax act of 1937 was the first real law that made marijuana a restricted substance (NPR). The laws have fluctuated somewhat, but for the most part have continued towards less tolerance or zero tolerance models. Democrats removed minimum sentencing laws in 1970. Meanwhile, President Nixon was beginning his all out “War on Drugs” going so far as to call them “public enemy number one”(NPR). Reagan reinitiated mandatory sentencing making them the toughest to date in the mid 1980’s- 100 marijuana plants was now the illegal equivalent of 100 grams of Heroin (NIDA). Nearly one in eight persons in prison in America...
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...advantage to our own success. From different cultural backgrounds, customs, and languages to varying work styles, perspectives, and thoughts, our diversity provides us with a vast array of skills and talents that often go unrealized and undervalued. Those organizations that harness these differences and leverage varying perspectives and talents are better positioned to meet the ever-changing needs, wants, and expectations of their customers. Diversification of thought is the driver of innovation. Leveraging our differences for a competitive advantage does not necessarily come easy. It is not simply “common sense” and it is not achieved by just “getting along.” Successful diversity and inclusion (D&I) initiatives require a strategy that is inextricably connected to the organization’s overall business goals. There must be a strong connection to the business and senior leadership support in order for any initiative to be successful. Many organizations wrestle with myriad questions when putting together and executing a D&I strategy. The success of a D & I initiative is dependent upon employees clearly understanding the business case and their individual role in creating an inclusive workplace. Success requires the message and the approach to be compelling, consistent and clear enough to personally connect employees to the initiative. The optimal communicating/learning environment for promoting D & I awareness and building inclusive skills is one in which participants...
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...Cornell University ILR School DigitalCommons@ILR Student Works ILR Collection Spring 2013 Which Organizations are Best in Class in Managing Diversity and Inclusion, and What Does their Path of Success Look Like? Pin Zhou Cornell University Daniel Dongjin Park Cornell University Follow this and additional works at: http://digitalcommons.ilr.cornell.edu/student Part of the Human Resources Management Commons This Article is brought to you for free and open access by the ILR Collection at DigitalCommons@ILR. It has been accepted for inclusion in Student Works by an authorized administrator of DigitalCommons@ILR. For more information, please contact hlmdigital@cornell.edu. Which Organizations are Best in Class in Managing Diversity and Inclusion, and What Does their Path of Success Look Like? Abstract Question: Which organizations are best in class in managing diversity and inclusion, and what does their path of success look like? What are the criteria to measure ‘best in class’? Keywords human resources, diversity, inclusion Disciplines Human Resources Management Comments Suggested Citation Zhou, P. & Park, D. (2013). Which organizations are best in class in managing diversity and inclusion, and what does their path of success look like? Retrieved [insert date] from Cornell University, ILR School site: http://digitalcommons.ilr.cornell.edu/student/46/ Required Publisher Statement Copyright by the authors. This article is available...
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