...Role of Sexual Orientation in Leadership and Communication Style John M. Stinnett ORG300 – Applying Leadership Principles Colorado State University – Global Campus Dr. Wendy G. Wilson February 14, 2015 Role of Sexual Orientation in Leadership and Communication Style Leadership can be defined as the process through which an individual guides and motivates a group towards the achievement of a common goal/s. Until recently, men have largely held leadership positions and men were thusly stereotyped to be more effective leaders. Women were seldom seen in senior leadership roles, and openly gay individuals were almost unheard of as leaders. However, currently with a more liberal trend to be open about one’s sexuality; gays and lesbians have become more frequent in the workforce over the past few decades, especially in management and leadership positions. The stereotypes are changing as more and more homosexuals enter leadership roles. Diversity in Leadership and Communication Today’s leader must be skilled in intercultural and diversity communication styles. As Van Hoyes and Livens state, “an organization’s success, profit and growth depend increasingly on the management of a diverse work force” (2003). Diversity includes such things as race, gender, age, color, physical ability, national origin, etc. The definition of diversity has recently been more broadly updated to include religion, ethnicity, sexual orientation, education, language, lifestyle, beliefs, physical appearance...
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...Summary 3 1.0 Overview of the Organization 3 1.1 Corporate Hierarchy of Home Depot 4 2.0 Strategic Human Resource Management at Home Depot 5 2.1 Workforce Diversity Management at Home Depot 5 2.2 Disadvantages of Workforce Diversity 7 3.0 Strategy to Counter Diversity Issue at Home Depot 7 3.1 Employee Relations 8 4.0 Implementing Employee Relations at Home Depot 8 4.1 Team-working 9 4.2 Functional flexibility 10 4.3 Employee Involvement 10 4.4 Reward Mechanisms 10 5.0 Recommendations 11 6.0 Conclusion 11 7.0 List of references 12 Executive Summary Human resource management is a sensitive issue in an organization. The performance of any organization is determined by the workforce management practices in place. Owing to the competitive nature of workforce management, human resources are managed strategically (Aghazadeh 2003, p. 201). In this paper, a case study of strategic human resource management has been done. The company considered is called Home Depot. The paper briefly explores the company and its human resource strategy that was found to be diversity management. Thereafter, the paper has explored possible problems that company faces as a result of its diversity strategy. In response to the problems, the paper suggests inclusion of employee relation model in the diversity strategy already in place before making related recommendations and collusion. 1.0 Overview of the Organization The organization considered in this...
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...Executive Summary Human resource management is a sensitive issue in an organization. The performance of any organization is determined by the workforce management practices in place. Owing to the competitive nature of workforce management, human resources are managed strategically (Aghazadeh 2003, p. 201). In this paper, a case study of strategic human resource management has been done. The company considered is called Home Depot. The paper briefly explores the company and its human resource strategy that was found to be diversity management. Thereafter, the paper has explored possible problems that company faces as a result of its diversity strategy. In response to the problems, the paper suggests inclusion of employee relation model in the diversity strategy already in place before making related recommendations and collusion. 1.0 Overview of the Organization The organization considered in this case study is a retail business company called Home depot. Home Depot is an American company retailing in construction and home improvement products. The company was founded in 1978 by Ron Brill, Bernie Marcus, Pat Farrah, and Arthur Blank. The initial focus during its inception was to come up with a home improvement warehouse. The company commenced with two stores in Metro Atlanta. Going by the success and good market reception from the public, the company invested further within the same line by establishing two more stores in 1979. At the time of its establishment, the company...
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...Application Paper Introduction Organizational behavior, which studies the impact that individuals, groups, and structure have on behavior within organizations, has a purpose of applying its knowledge toward improving an organization’s effectiveness (Colquitt, 2015). For past 2 weeks, total of six groups presented their topic related to organizational behavior. On May 14th, groups presented materials on office etiquette, difference between successful and poor management in health care, and effective communication. Groups on June 4th delivered their information on harassment in workplace, motivation, and workplace diversity. The purpose of this paper is to discuss the application of the content reviewed in past two class meetings for the future profession. May 14th, 2015 The presentation on office etiquette was very inspiring. Etiquette, an ethical and socially acceptable behavior regarding professional practice or action among the members of a profession in their dealings with each other, is a very important aspect that helps smooth the interaction within the workplace (“Etiquette”, n.d.). Office etiquette is important because it can act as a key to effective communication and an obstacle at the same time. As a future nurse manager, I will be dealing with people above and below my level, who I need to show proper manner to gain respect and a sense of professionalism, and promote effective communication without any distractions like inappropriate office etiquette. I will...
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...managerial effectiveness Assignment: Managing diversity in Toyota company Lecturer: Dawid Mwaura Student: Shohruh Aminov (L0366NINI1012) 2013 Table of Contents Executive summary 3 Introduction 3 Company overview 3 Critical Analysis 4 Diversity at workplace 4 Diversity dimensions 5 Diversity issues 5 Diversity advantages 6 Managing diversity 7 Diversity in Toyota 8 Conclusion 8 Recommendations 8 References 9 Bibliography 10 ------------------------------------------------- Executive summary This paper will evaluate diversity in Toyota company in 21st century. Referring to a various theories in diversity it creates understanding around diversification at workplace and will analyse whether diversity assists to achieve company’s goals and objectives. The report pounders about increasing self-awareness in terms of personal perspectives of diversity issues. It recommends set of suggestion to enhance skills to solve problems related to diversity dilemmas. Main recommendation of the paper is to bring different nationalities to the board of directors of the company, because in long term the company may face disadvantages of having only Japanese nationality at corporate governance. ------------------------------------------------- Introduction Diversity itself is not a new phenomenon; it has been part of the society for many centuries, however in 21st century it has become more and more crucial. Either diversity is against politics or economics, it becomes...
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...lives will be addressed in this paper. The three ethical issued are discrimination, employee layoffs, and sexual harassment. These three ethical issues are only some that people face in today’s workplace and in the environment on a day-to-day basis. Business Ethics is a form of applied ethics or professional ethics that examines ethical principles and moral or ethical problems that arise in a business environment. It applies to all aspects of business conduct and is relevant to the conduct of individuals and business organizations (Wikepedia, 2010). Ethical issues such as layoffs, discrimination, and sexual harassment are just a few of the issues companies are facing each day. Employee layoffs are ethical issues that companies are facing with today in this struggling economy. An employer may lay off an employee because he or she is not being productive or loyal to the company or the business isn’t doing well because of this struggling economy. Companies are finding themselves acquiring to cut costs and the easiest way to reduce costs is through employee layoffs. Sexual Harassment in the workplace is another ethical issue that should not be tolerated at any business. According to About.com, sexual harassment occurs when one employee makes continued, unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature to another employee against his or her wishes. Examples of sexual harassment may include unwanted...
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...Groups and Teams Paper The future world of management is relying on Groups and Teams, who can function in a business setting for productive success. However, if using the managing skills correctly Teams and Groups may evolve into an effective high performing organization. The effort of writing this paper is to enlighten readers on the difference between Groups and Teams dynamical functioning. Nevertheless, with the provision of exclusive examination this paper will further bring out the importance of workplace diversity in an organizational environment; and team dynamics in the workplace. The most effective way to help readers understand the difference between Groups and Teams begins with defining the two organizations for clarity. The definition of a” Group is a small group of people with complementary skills in which a leader’s goal and approach; and are willing to be held accountable by the leader” (Mackin, 2007). Groups attainments are approached by the leader’s goals for dominate support. The accountability of a group is thrives on individual accountability. However, the viewpoints of leaders are for the production of its organization the supervisor has input. Subsequently group decisions are made by voting rather than members acquiring any input. However, “a team is a small group of people with complementary skills and abilities with common goals and approaches for which they hold each other accountable” (Mackin, 2007). Teams require structure and support, aside from...
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...Early Court Decisions Regarding Equal Employment Opportunity The Laws Enacted from 1991 - Present The Civil Rights Act of 1991 The Americans with Disabilities Act Uniformed Service Employment and Reemployment Rights Act Genetic Information Nondiscrimination Act of 2008 State and Local EEO Laws Religious and Other Types of Discrimination Sexual Harassment Defenses against Discrimination Allegations The Central Role of Adverse Impact Bona Fide Occupational Qualification Business Necessity Recruitment Word of Mouth Misleading Information Help Wanted Ads Selection Standards Educational Requirements Tests Preference to Relatives Height, Weight, and Physical Characteristics Arrest Records Application Forms Discharge Due to Garnishment Sample Discriminatory Promotion, Transfer, & Layoff Practices Personal Appearance Regulations and Title VII The EEOC Enforcement Process Voluntary Mediation Mandatory Arbitration of Discrimination Claims Diversity Management Potential Threats to Diversity Some Diversity Benefits Managing Diversity Implementing the Affirmative Action Program Reverse Discrimination In Brief: This chapter gives a history of equal opportunity legislation, outlines defenses against discrimination allegations, gives examples of discriminatory practices, describes the EEOC enforcement process, and suggests proactive programs. Interesting Issues: Affirmative...
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...Managing Diversity with Organizational Behavior Managing Diversity with Organizational Behavior I believe the president of the United States Barack Obama and many of the 2010 Congressmen and Senators could have learned a lot from this Organizational Behavior class. I believe that their lack of managing diversity training is the root cause of some major turmoil both in and out of the military, and will continue to be for many years to come. In this analysis I would like to focus on some issues with the legislations repeal act of president Bill Clinton and his 1993 legislation’s “Don’t Ask, Don’t Tell” policy and discuss how the 2010 legislation could have managed diversity with less complications. The following analysis is not meant to voice the military nor my personal opinion of the “Don’t Ask, Don’t Tell” policy nor its repeal. This analysis will focus purely on how the 2010 legislation could have managed diversity with less complications (Kreitner & Kinicki, 2010, p. 35) in regards to: the repeal act of the “Don’t Ask, Don’t Tell” policy (Wikipedia, 2012), the Defense of Marriage Act (Beutler, 2011), and the Uniform Code of Military Justice (UCMJ) Article 125: Sodomy (SLDN, 2012), and how these policies are currently not working well together (Beutler, 2011). Diversity represents the multitude of individual differences and similarities that exist among people. Diversity is not an issue of age, race, or gender. Diversity is not an issue of being heterosexual, gay...
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...CONSENSUAL RELATIOSHIP AGREEMENTS CASE STUDY Ethic is a one of important competency in the relationship between the basic organizational behavior models of individual, group, and organizational processes. Ethic competency is a wide section, which include vary sub topic related with organizational behavior. This paper discuss one section of Ethic Competency is diversity and specifically Consensual Relationship Agreements into diversity section. The paper clarifies to followings. • Consensual Relationship Agreements (CRAs) in my future workplace. • A counter argument against the use of CRAs in my future workplace • The ethical principles involve in the use of CRAs • One other option besides CRAs that would address workplace romances. Consensual Relationship Agreements ( CRAs ) are becoming more important everyday into business environment. Several research show, whoever share same work place in average 40 hours per week, some of workers discover their common interest and enjoy sharing time together. Different companies have different policies and procedures and the company would like to sign contract before hiring someone and they will show companies vision about consensual relationship into work place. In the future I would like to choose my career path in the health care industry and I would like to work at a pharmaceutical company due to my previous experience and my background of education. Merck is a one of the company into...
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...Running Head: ORGANIZATIONAL BEHAVIOR PAPER Organizational Behavior Paper University of Phoenix MGT 307 April Organizational Behavior Paper Organizational behavior is very important to company’s since the behavior of the company reflects on the company’s performance. Organizational behavior to a company can also be called the companies ethics, which allows individuals to understand what ethics are being held by the company through organizational culture, behavior, diversity and the organizations communication styles. Organizational culture play a major role in an organization, it is considered the foundation, format and beliefs of the organization. A true definition of organizational culture is a set of beliefs, values, and personalities that represent the unique character of an organization. An attributes that contribute to organizational culture and is very important is respect in the organization no matter race. Respect is what allows people to communicate; respect within each other allows growth and shared knowledge. Employee pride is also a great attribute for a company to maintain, the higher employee morale is the more productivity there is within the company and its employees. A company the shows great company morale is McDonald’s employees. McDonald’s emphasis to its employees to always have a smile, greet customers and have an inviting attitude to want the consumer to come back. McDonald’s ensures...
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... Introduction 2 a) Objective 2 b) Organization of text 3 2. What is Diverse Workforce? 4 a) The definition of Workforce Diversity 4 b) Diverse Workforce in Chinese-based companies 5 3. The history of Workforce Diversity in Chinese-based companies 6 4. Management of workforce relationships by Chinese-based companies 7 5. Issues we are facing 13 Answers to the issues 16 References 20 Management of Diverse Workforce By Chinese-based Company 1. Introduction a) Objective In recent years, because of the greater level of industry segments, commercial links between different countries such as China, United States and European countries have become closer and closer. As the result of this development, many companies have changed their attentions. These companies have become more interesting in the international business. Owning to this growth of interest, many multinational corporations have been created. Once a multinational corporation has been founded, this company is going to deal with the workforce diversity. Employees from all over the world are working in a same company, thus a huge diversity of a company’s workforce has been created. The new workforce which includes employees from all over the world has a huge impact on the homogeneous workforce and a lot of senior managers believe that workforce diversity will benefit to a company. Aside the argument...
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...HRMT 301 Assignment 3: Diversity Management Group Report / Presentation 60 Marks (15% of final course grade) Instructions: 1. This assignment requires you to prepare a written team report and deliver a team PowerPoint presentation of your key insights in class (content details required are noted below). 2. Prepare a word-processed file of no more than 7-8 pages double spaced, with a font size of 12. 3. Please include a cover page, and note your name and student ID # (this page will be included as part of your overall page count). 4. Please submit your assignment through dropbox on eCentennial by Friday, July 29, 2016 at 11:59 pm. Late papers will be penalized 2% per day (including weekends) unless extenuating circumstances prevail as per the School of Business Assignment Policy. 5. Be prepared to deliver a team 5 minute Powerpoint presentation on Friday, July 29, 2016.Teams will need to bring a softcopy of their presentation and submit a printed copy in class. 6. The paper must be authored by the HRMT 301 students to be graded. 7. To assist you in preparing your paper please review Chapter 2 in your text, as well as the supporting chapter’s Powerpoint slides. I also encourage you to visit the Ontario Human Rights web site at http://www.ohrc.on.ca and/or The Ontario Ministry of Labour web site at: http://www.labour.gov.on.ca/english/ for assistance too. 8. You must conduct secondary research and cite a minimum of 3 different sources utilizing standard APA format...
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...Table of Contents Abstract 4 Introduction 4 Gender Diversity 7 Diversity in Sexuality 8 Racial Diversity 10 Diversity in Age 11 Cultural Diversity 12 Religious Diversity 13 Importance of Diversity Training 18 Recommendations for Managers 22 Conclusion 26 References 28 Abstract This research paper addresses the importance of diversity training in the workplace. Having realized how pertinent workplace discrimination is globally, this paper will give a broad look into the various ways that diversity is displayed in the workplace. The diversity issues involving gender, sexuality, race, age, culture and religion will be explored, and the benefits that diversity training brings in each area will be outlined. Examples of the approaches that many Fortune 500 companies are taking will be touched on throughout the paper, as well as, the strategies behind corporate inclusion. Finally, manager’s recommendations will be given on ways to incorporate diversity training into an organization, and the potential outcomes that it brings to an organization. Introduction People differ in many aspects of their lives. We differ in race, color, sex, religious beliefs and origin to name a few. These diverse characteristics are what make us so unique from one another. Some people see diversity as an opportunity to learn and grow from other people, but others see it as a hindrance, which should be eliminated. Discrimination is defined as treatment or consideration...
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...Diversity in Workplace Sexual Orientation Professor Antionette Dee Currie Richardson Human Resources Management Andre Marcano Florida State College Jacksonville MAN 4301, SUMMER 2014 Abstract This paper looks at the impact of being Gay, Lesbian, Bisexual and Transgender (LGBT) in the workplace and if there are any limitations by various organizations. Most organizations often claim to value diversity, many Human Resource Systems are developed to encourage, reinforce and allow only similarities. Understanding the economic rationale for discrimination of LGBT and the implications contributes to improving Human Resource Discrimination policies that take into account workforce diversity. Employers should introduce diversity programs to educate employees and create an environment that is more hospitable to LBGT individuals and their allies. The goals and objective of the organizations training must be clearly defined and communicated. The challenge arises when forces within the organization operate to attract, select and retain an increasingly homogeneous group of people. This will suggest shifts in organizational policies, at the same time employees who are antigay or homophobic may dislike the shift in policy and begin to leave the organization. The net effect is to produce a workplace that is more accepting of change. According to the Human Rights Campaign (HRC) an estimated gay and lesbian population at five percent of the U.S. population over 18 years of age...
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