Recommendations for Changes in the Nature of the Workforce
“As the economy becomes increasingly global, our workforce becomes increasingly diverse” (Greenberg, 2009, pg. 1). Diversity is an internal force of change within almost every organization (Robbins & Judge, 2011). It includes categories like ethnicity, gender, age, and others. Businesses experience outsourcing and demographic changes as the world becomes more connected. The aging population means a higher percentage of older workers. Organizational development techniques help ease the transition of the changing nature of the workforce.
Diversity training is an organizational development technique focusing on values like respecting people, power equalization, confronting problems, and participation in decision-making (Robbins & Judge, 2011). A behavioral specialist creates an open environment in which people learn about each other through expressing ideas and observation. This change method is appropriate for enhancing interaction in a culturally diverse group.
A second organizational development technique that improves employee well-being and effectiveness is team building (Robbins & Judge, 2011). This exercise focuses on values like building trust and role clarification. Team members participate in highly interactive group efforts, helping them learn how to accomplish goals, coordinate with each other, and build relationships in a diverse setting.
Survey feedback is a change approach in which employees fill out questionnaires about topics like communication and decision-making within their department (Robbins & Judge, 2011). Results illuminate perceptions and attitudes and illustrate which areas the department can improve. The goal of survey feedback is to focus on issues instead of using it as a weapon against individuals or supervisors (Robbins & Judge, 2011). In a changing workforce, survey feedback is helpful to address issues that may or may not be evident on the surface.

Recommendation for Economic Shock changes
Unfortunately for these organizations, they were no strangers to the effects of the global recession. The economic shock led to massive layoffs, fundraising difficulties, increasing fuel prices, and the need for new products/services. The approach recommended for managing this force is Kotter’s Eight-Step Plan for Implementing Change. According to Robbins and Judge (2011), the plan is listed as follows (Chapter 18):
1. Establish a sense of urgency by creating a compelling reason for why change is needed.
2. Form a coalition with enough power to lead the change.
3. Create a new vision to direct the change and strategies for achieving the vision.
4. Communicate the vision throughout the organization.
5. Empower others to act on the vision by removing barriers to change and encourage risk taking and creative problem solving.
6. Plan for, create, and reward short-term “wins” that move the organization toward the new vision.
7. Consolidate improvements, reassess changes, and make necessary adjustments in the new programs.
8. Reinforce the changes by demonstrating the relationship between new behaviors and organizational success.
Step 1 will require the organizations communicating to their employees that the recession has forced changes unique to their businesses. It is important to note that implementing change is an essential requirement to their continued existence. Step 3 will involve explaining the vision. For Google, it will include company reorganization with intended layoffs. Red Cross will implicate the need to develop different fundraising strategies. Southwest will encourage additional hedging of fuel prices. Starbucks will promote different drinks and services to increase its customer base. In Step 4, rewarding short-term “wins” are important to keep employee morale high in a struggling economy. An example of an affordable reward is employee recognition. Lastly, Step 8 is vital to ensure the continuation of the desired change. Education and communication is a common tactic to minimize the resistance to change (Judge & Robbins, 2011, Chapter 18). Once the company educates and communicates the success of the organization as a result of change, employees are given a reason and thus, more inclined to continue in the altered state. Therefore, economic shock is best managed through Kotter’s Eight-Step Plan.

Reference
Greenberg, J. (2009). Diversity in the workplace: Benefits, challenges and solutions. Retrieved from http://www.multiculturaladvantage.com/recruit/diversity/Diversity-in-the-Workplace-Benefits-Challenges-Solutions.asp
Robbins, S. P., & Judge, T. A. (2011).Organizational behavior (14th ed.). Upper Saddle River, NJ: Pearson-Prentice Hall.