...profiles has increased diversity within organizations. Consequently, organisations have to review their management practices and develop new approaches in managing its people in order to cope with these demographic changes. Such policies implemented have to be done with the consideration of maximising the reaping of potential advantages of diversity while minimising its potential disadvantages (Cox, 1994). Studies have indicated that embracing diversity has a positive impact on individual productivity, organizational effectiveness and sustained competitiveness. It enables the creation of new and innovative ideas from employees equipped with a variety of different experiences and beliefs. These are vital to the growth of the organization as they provide for new business opportunities and allow for the recognition of potential areas of future growth. Furthermore, a diverse workforce has greater knowledge and understanding of the preference and consuming habits of a increasingly diversified marketplace. For organisations to reap the benefits of diversity, people within the business has to change how they interact. As such, diversity management often falls under human resource management (HRM) as it deals with people management. It would, therefore, be imperative to incorporate diversity into the organisation's strategic HRM in order to achieve efficient diversity management and foster a inclusive working environment. The report revolves around the case of IBM - which is a pioneer...
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...This paper is focused on understanding diversity management by the principles of Human Resource Management (HRM). Researches throw light on the fact that there are still problems existing at workplaces regarding equality, and HRM has focused only on just meeting up with the requirements of Equal Employment Opportunity (EEO), there has been negligence visible in managing diversity in an organization. The proposed framework here is of how to manage workforce with diversity and especially when people with disability are involved in the workforce of a company. In such condition, special care needs to be taken in order to make them feel at par with other employees by providing them with equal opportunities. It is for any organization to attract,...
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...MANAGING WORKFORCE DIVERSITY AT IBM: A GLOBAL HR TOPIC THAT HAS ARRIVED J. T. (Ted) Childs Jr. To be successful, global companies must continue to look toward the future, and CEOs, senior line and HR management, and diversity leaders play a key role in that process. Workforce diversity cannot be delegated; it must be a partnership. Although the HR team plays the key staff role, total delegation from the top, without active involvement, is a recipe for failure. IBM considers diversity a business imperative as fundamental as delivering superior technologies in the marketplace. To ensure that talented people can contribute at the highest possible level, the company insists on a workplace that is free of discrimination and harassment and full of opportunity for all people. © 2005 Wiley Periodicals, Inc. Today, workforce diversity is a global workplace and marketplace topic. Any business that intends to be successful must have a borderless view and an unyielding commitment to ensuring that workforce diversity is part of its day-to-day business conduct. Success also must be measured as it pertains to a company’s composition and program content. A company’s management team must ask itself, “Do we look like our customers, at all levels of our business?” “Do our programs reflect an understanding of the demand for talent in a competitive worldwide marketplace?” “Is our business culture one that fosters inclusiveness and tolerance in each country where we do business?” and, most...
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...Principals of Management Article Analysis Today, with the work force facing a borderless world, companies and its managing teams continue to look towards the future to implement the numerous benefits of workforce diversity into the short and long terms successes of their businesses. Therefore the workforce of big companies are looking beyond anti-discrimination laws and realizing it’s more of a marketing issue. CEOs, senior line and HR management, and diversity leaders play a key role in this process. For that reason, for example, IBM decided to view the issues surrounding diversity on a global scale from the workplace to the marketplace. That’s is why IBM has created an innovative global strategic framework that it is “as broad and diverse as the costumer base it serves in 165 countries” (Human Resources Management, 2005, Vol. 44, No.1, p. 75). In the article written by J.T. (Ted) Child Jr., the Vice President of Global Workforce Diversity for IBM acknowledges the importance of workforce diversity to their business, culture as well as a keystone of their values. He recognizes that HR department plays a large role in instituting diversity, however the company must come together to achieve that purpose. Managers at IBM are asking all the right questions when implementing the key principles of diversity. The company reflects the broad variety of costumer it has at all levels. Effective marketing happens when the company identifies the needs of costumers, therefore delivering...
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...Literature, Business and Social Change Kareem Jones Reginald T. Bowman Ken Mathias Jerome Mond Business Literature ENG/120 Dr. Andrew Mathis Business literature of the past is similar to modern day business literature; however, in some ways both have differences. Both forms of literary works give insight to the reader regarding one’s life’s struggles and achievements. These forms of literary works allow the reader to relate his or her own experiences to the problems and emotions related to the workplace. Literature communicates past and present changes which occur in businesses. These literary works represents the voice of the people. Past and present business literature assists businesses and its workers to better understand human nature, social and/or political issues and changes emerging in today’s workplace environment. Past literary works in business has focused on the worker and the workplace environment. Themes related to this era focused on ethnicity, equal rights, gender, and organized labor. Injustices and equality of factory workers, non union workers and women are a few examples. However, today’s literary works in business focus on ethics, values, development of new technology, interpersonal and personal conflicts and environmental concerns. Computers and new technology is causing difficulty with people keeping his or her jobs. Companies are globalizing for cheaper labor and downsizing to save money. Some companies want...
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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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...How Successful Companies Manage Diverse Businesses How victorious business run different industry. Abstract Diversity is the result of past diversification or merger. In the global competition and slow growth context of the 1980s, highly diversified companies have to manage diversity in order to benefit from it and to avoid its drawbacks. The benefits are compensation effects and cross-fertilization and the draw-backs are dispersion of resources and internal inconsistencies. To balance integration and differentiation is the key success factor in managing highly diversified companies. Multiplicity is the result of history expansion or merger. In the global rivalry and slow growth background of the 1980s, extremely branch out corporation boast to direct variety in order to profit from it and to keep away from its weakness. The payback is costs sound effects and cross-fertilization and the draw-backs are spreading of wealth and inside discrepancy. To poise combination and separation is the key triumph feature in running extremely diversified companies. Diversification A portfolio strategy designed to reduce exposure to risk by combining a variety of investments, such as stocks, bonds, and real estate, which are unlikely to all move in the same direction. The goal of diversification is to reduce the risk in a portfolio. Volatility is limited by the fact that not all asset classes or industries or individual companies move up and down in value at the same time or at the same...
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...DIVERSITY MANAGEMENT * The change that has most impacted orgs in the past decade has been the growing realisation that people are an organisation’s primary source of CA (Ruona and Gibson, 2004) * Demographic changes in labour force + globalisation, has inspired HR to become increasingly more effective at developing programs that leverage the differences and diversity in the workforce * Differences in approaches: wider debate of convergent/divergent approaches to HRM WHAT IS DM? * Broadest sense: diversity in org terms means differences between working individuals such as gender, ethnicity, colour sexuality, religion, disability, age, social status, personality, amongst other categories (Ellis & Dick, 2002) * However, important to look at diversity at a national level, as the predominant diversity issues in each country are different (Shen et al., 2009). E.g while racial equality appears to be the predominant issue in the USA, multiculturalism has always been the most important dimension of diversity in Western countries, including the EU nations, Aus and NZ. * Similarly, while religion and ethnicity separate people in India, household status (hukou) differentiates off-farm migrants from urbanities in China. * In response to the growing diversity in the WF around the world, many companies have instituted specific policies/programs to enhance recruitment, inclusion, promotion and retention of disadvantaged groups * DM has historically...
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...INTERNATIONAL BUSINESS MACHINES (IBM) International Business Machines (IBM) is a leadingcompany in global technological products and services. It specializes in services, software, systems, fundamental research and related financing. This mix of businesses and capabilities together provide integrated solutions to the company’s clients (ibm.com). IBM Business Strategy In keeping with the business strategy perspective, an organization’s competitive advantage lies in its ability to produce or get resources and competences, "take a strategic position in a market and implement a competitive strategy that takes into consideration the opportunities and threats in the external environment” (Porter, 1980). Applying a business strategy that is coherent increases competitive advantage by influencing organizational outcomes and creates superior performance. IBM has successfully incorporated this perspective. The 2014 Annual report states that IBM’s strategy continues “to be one of innovation and a constant drive to deliver higher value for our clients”. This global strategy is positioned on three pillars: data, cloud, and engagement. Pillar 1 - the company will use data to transform industry and professions. It reads: “We are making markets by transforming industries and professions with data”. According to IBM data is increasing capability, rapidity and diversity in an exponential manner and is emerging to be a novel global natural resource. It has embraced data as the...
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...communities everywhere you go. Immigration is the one of the reasons why it is so critical for companies to build diversity programs to ensure they reach the different demographics in these communities and around the globe. Diversity is the key to success for companies today. It would seem that the companies that build successful diversity programs end up doing very well. This paper will discuss three different leaders that we able to make significant changes in diversity within their companies. These changes proved to be the key to success. First we will discuss Louis Gerstner and the changes that he made during his time at IBM, next we will discuss Richard Parsons and the changes that he made during his time with Time Warner, and lastly we will discuss Steve Reinemund and the changes that he made while he was with PespiCo. Now lets discuss at the leadership of Louis Gerstner. Louis Gerstner graduated with a Bachelors Degree from Dartmouth College and then Harvard Business School with a Masters Degree. Later he worked as an executive for RJR Nabisco, McKinsey & Company, and American Express. Gerstner was known for his progressive management practices for civil rights and equal employment before IBM hired him. He was hired as CEO of IBM in 1993. When Gerstner arrived at IBM, he brought three of his personal experiences to assist his efforts in the turnaround of IBM, Davidson (2003). He brought an understanding that companies can not successfully compete in...
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...partners. They possess significant leadership qualities and are capable of managing organizational change. They are actively involved in redefining culture of the organization. At the same time, they are facing increasing challenges in their search of high HR performance to retain talents and build engagement in the workplace. This Conclave intended to bring eminent and senior professionals from the industry who has significant achievements to their credit. It acted as a rendezvous for the participants to listen to views and experiences pertaining to the emerging challenges in HR. The conclave also extended an opportunity for individuals associated with the field of HRM, namely the corporate managers, faculty members and students, to learn and interact with each other. This enriched the audience and lead to an awakening among them. The panelists shared their experiences and created learning on the HR related best practices which they have been experiencing in their organizations. The event saw active participation both from industry and academia. Senior executives from IBM, ACC, Deloitte, Ericsson, Eveready, Chandra Group, Voith, Bandhan Bank, SAIL graced the occasion. The primary theme for this meet was “Getting smart about your workforce: Why agile HR Matters?” which was discussed through a series of following topics: * How HR can behave as a business partner? * How can it manage diversity with the increasing...
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...of management theory. However, in current society, managing employees’ soul is also an important issue for management. The word ”soul” includes broad and abundant implications, it could be not only beliefs, ideologies and attitudes , but also goals and sentiments. This essay aims to discuss whether the “soul management” is rational or not. Main body: Alvesson (2001) states that employees’ attitudes, sentiments and mental thinking have an inevitable impact to their performance of an organisation. As a consequence, it is efficient to increase productivity if managers can encourage employees to accept and share the goals and values of the leader of the organisation, in other words, soldiering can be avoided because employees are willing to devote themselves to the organisation if their values and emotions are well managed. Moreover, Hollay(1991) identifies that what employees need is not only primary physical satisfaction, but also psychological satisfactions. It implies that managing employees’ values and beliefs can provide a motivation for them because they may acquire a sense of achievement and belongings , for an instance, “I born for this organisation”, as a result, for employees, they can be strongly motivated and more wages or bonuses can be earned because of less or no soldiering. The last benefit of managing employees’ soul is about unity( Lowe, 2008). It is helpful to unify different demographics because managing employees’ beliefs and emotions means making employees...
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...I fully recommended Organization to implement a diversity program in workplace for the benefits of all, employees, customers and the community. Before going further in the topic it is important to know what diversity is first. “Diversity is any characteristic that varies within a particular work such as gender, race, age, education tenure, or functional background (such as being an engineer versus being an accountant).” Therefore from the definition above it shows clear picture on how diversity works. In order for an organization to win the hearts of its employees and customers, proper consideration should be taken in recognising people values, nom and culture despite difference in nationalities, race, culture and religion, there should be no discrimination. Employees always feel comfortable at work when they understand that their fundamental human rights and liberty is being recognised by their employers. In this situation employees tend to be more proactive and deliver quality services to clients and...
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...Leadership, the Determinant of Organizational Culture and Diversity Introduction With the world becoming smaller and smaller from the increasingly intensive business trade, the globalization not only bring huge opportunity, but also bring more challenges to organizations than ever before. Multicultural teams, therefore, are used in workplace, and workforces become more divers than ever before (Schein, 2010). But ethnicity is only one part of diversity, and the concept of it includes some visible ones, for example religions, gender, disabilities and other less visible ones, like social class or sexual-orientation. In organizations, the key issue of diversity is how to benefit from differences and eliminate the stereotype and avoid automatically judge people on the basis of differences (Coleman Marianne, 2012). Therefore, dealing with this issue appropriately can enhance organization’s effectiveness and motivate talents to innovate. There is another topic which is contributed to company’s effectiveness-organizational culture in recent years. Researcher (Schein, 2010) suggested that organizational culture can influence how people set individual and organizational goals, perform tasks and manage resources to achieve those goals. So, identifying the culture of company becomes a popular and effective method to achieve high performance in workforce. Whether a company can value diversity and set strong organizational culture is mostly depend the way of the parties concerned...
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...International Business Machines Corporation (IBM) Name Institution Date Abstract The International Business Machines Corporation work to offer innovation on the global economy through its high value solution and the integrated technology of business model so that it can produce measurable results for its customers. This research study intends to bring out the implementation of IBM in different fields of competition, target market, product strategy, distribution, communication and pricing strategies and in comparison of its implementation in different countries. Introduction The international Business Machines Corporation (IBM) is an international technology corporation based in Armonk, New York, United States. The company manufactures and promotes hardware and software computer products and offers communications, hosting and consulting services with its diverse expertise ranging from nanotechnology to mainframe computers. The Main Line of Business of IBM The birth of the company dates back to 1911 through the a unification of three companies namely; the Computing Scale Company, the International Time Recording Company and the Tabulating Machine Company, thus the formation of the then Computing Tabulating Recording Company. The current IBM adopted its name from the earlier CTR in 1924 and was nicknamed the big blue because of the common use of blue color in its logo, packaging and products (Young et al, 2003). The 8th in ranking of the leading information...
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