...and Management The Global Integration of Diversity Management: a Longitudinal Case Study In: Business and Management The Global Integration of Diversity Management: a Longitudinal Case Study Int. J. of Human Resource Management 18:11 November 2007 1895– 1916 The global integration of diversity management: a longitudinal case study Aulikki Sippola and Adam Smale Abstract Whilst the extant diversity management literature has provided a comprehensive array of theoretical frameworks and empirical studies on how organizations can and have approached the management of a diverse workforce, the same cannot be said about the literature on diversity in an international setting. Indeed, from a diversity management perspective we know surprisingly little about how multinational firms are responding to the increasing globalization of their workforce. This study seeks to contribute to this underresearched area through an in-depth longitudinal case study of TRANSCO, a well-known European MNC, which has been attempting to integrate diversity management globally throughout its worldwide operations. Adopting a Finnish host-country perspective, the study investigates what TRANSCO has been integrating, how it has tried to facilitate this and the challenges that have arisen throughout the process. The results indicate that TRANSCO has committed a considerable amount of resources to the global diversity management integration process, reflected in the myriad of integration mechanisms...
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...overview of the beverage market and competitive events and establishing a financial comparison, especially with ratio and economic profit analysis. In the world Coca Cola and Pepsi have towered as the two leading brands of beverages. In the year 2000, Coca Cola was the largest manufacturer, distributor, marketer of soft-drink concentrates and syrups in the world and its market value reached $110.01 billion. On the other side Pepsi was a $20 billion worth company in 2000, acting in the snack food, soft drink and noncarbonated beverage market. Both companies have reached worldwide expansion of their markets, which include a large product range of beverages, apparel and paraphernalia with their respective logos. Both have grown into longstanding global and social industry leaders. Coca Cola´s annual sales were $20.5 billion which were earned also through a variety of noncarbonated-beverage products, including products like Minute Maid orange juice, Fruitopia, Dasani bottled water and Nestea, among others. With selling and distributing salty and sweet snacks under the Frito –Lay trademark and manufacturing concentrates of Pepsi, Mountain Dew and other brands the Pepsi Company earned annual sales of $20.4 billion. The deal of Pepsi was important for both...
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...TermPaperWarehouse.com - Free Term Papers, Essays and Research Documents The Research Paper Factory Join Search Browse Saved Papers Home Page » Business and Management Procter & Gamble, Scope Case Study In: Business and Management Procter & Gamble, Scope Case Study Case Study: Procter & Gamble, Inc. Scope Introduction Procter & Gamble (P&G), first introduced a great tasting mouthwash that was minty green and sure to fight off bad breath, called Scope in 1967. In 1990, Scope led the Canadian market share with 32%. However, since 1988 when Pfizer Inc. launched a new mouthwash called Plax, it became Scopes’ major competitor. Plax offered something different from the typical mouthwashes. Plax had the advantage over other brands because not only did it offer fresh breath and killing germs, but it was also a plaque fighter. Gwen Hearst, brand manager, is in charge of increasing market share, volume, and profits for Scope. Marketing Issues First, does Scope intend on introducing a new line extension by developing a product that strictly focuses on fighting plaque. This must be done in a way not to mistake the customer into thinking that there are additional claims to the original product. Second, add new claims to the already existing product. This would state something like “Scope not only gives fresh breath and kills germs, but it also fights plaque.” Or third, take no action but would need to focus on increasing...
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...Does workforce diversity always result in better organizational performance? In today’s global competitive environment, workforce diversity became a competitive edge that helps firms better understand different cultures and different ways of conducting business globally (“Benefits and problems”). Taylor Cox emphasized that increasing workforce diversity for better organizational performance is still an essential business issue that receives great attention, as “most of today's small business owners and corporate executives recognize that attention to the challenges and opportunities associated with the growing trend toward culturally diverse work forces can be a key factor in overall business success”. Rob McInnes identified 7 factors that motivate companies to diversify their workforces: As a Social Responsibility: companies exercise corporate social responsibility role by diversifying their workforces and supporting their good living. As an Economic Payback: “diversifying the workforce, particularly through initiatives like welfare-to-work, can effectively turn tax users into tax payers”. As a Resource Imperative: companies shouldn’t be hindered from attracting best talents available in the markets because of discriminatory practices. As a Legal Requirement: law requires companies not to be discriminatory in their employment practices or they will be exposed to penalties, as “fines and loss of contracts with government agencies”. As a Marketing Strategy: companies...
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...Review on Workforce Diversity Training Abstract Diversity training has significantly influence equality and fairness in the workplace. Many organizations may face challenges how to balance diverse workforce, and they have realised the importance of diversity as a key of their business in order to quickly respond the needs of customers. Accompanying with the global economic integration, diversity has been a priority on the development of human resource. Creating equal and fair working environment would be significantly associated the profitability of organizations. This essay will mainly review the literature of workforce diversity training from several perspectives: definitions of diversity, benefits of diversity, diversity training and organizational attitude, evaluation of diversity training, challenges and resistance to diversity. The major benefits of diversity include increased quantities of high quality decisions, high employee loyalty and low turnover, and improved business performance. Diversity training approaches can be categorized into awareness-based training and skill-based training, and six major training techniques such as lecture, questioning, brainstorm, small-group discussion and role-playing can be adopted. Evaluating diversity training should be aligned with organizational business goals, and four steps could be used to evaluate diversity training programmes. Diversity blindness and diversity hostility are recognized as the major challenges...
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...Management Concepts BUSN 302 Leadership Jeanette Wood Tangie Davis 3-3-2013 There are many types of leaders in the world, some that are born to lead and others that are born to follow. In my paper I hope to clarify that a little for you. When you get your first job, I think that the outcome of that job solely depends upon your attitude when you walk through the door. I am currently employed at a company with over 135,000 employees across 260 contact centers in 49 countries known as Teleperformance USA. While I would like to think that I have found stability here, I would like to find a job that is more established and employee oriented. I think that the life of a company starts with its top managers and in this case this would be Daniel Julien who founded the company in 1978 and now currently serves as chief executive officer. I think that while Mr. Julien has persevered over the years, I found that he could make a few adjustments in some of the leadership styles expressed in the path-goal theory. I, myself have seen firsthand that no matter how old a person gets or how much you know you have to stay on your toes because things are constantly changing and I feel that he should be more aware of the changes. He seems to be lacking leadership styles because he has failed to provide his employees with job satisfaction. Perhaps, if he were to provide our first line managers with some type of incentive or goal plan toward building morale in the workplace...
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...Management Concepts BUSN 302 Leadership Professor Monique Baucham 3-1-2014 There are many types of leaders in the world, some that are born to lead and others that are born to follow. In my paper I hope to clarify that a little for you. When you get your first job, I think that the outcome of that job solely depends upon your attitude when you walk through the door. I am currently employed at a company with over 135,000 employees across 260 contact centers in 49 countries known as Teleperformance USA. While I would like to think that I have found stability here, I would like to find a job that is more established and employee oriented. I think that the life of a company starts with its top managers and in this case this would be Daniel Julian who founded the company in 1978 and now currently serves as chief executive officer. I think that while Mr. Julian has persevered over the years, I found that he could make a few adjustments in some of the leadership styles expressed in the path-goal theory. I, myself have seen firsthand that no matter how old a person gets or how much you know you have to stay on your toes because things are constantly changing and I feel that he should be more aware of the changes. He seems to be lacking leadership styles because he has failed to provide his employees with job satisfaction. Perhaps, if he were to provide our first line managers with some type of incentive or goal plan toward building morale in the workplace and being more...
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...978-1-84478-883-5 PPSLS/D35/0107/14 © Crown Copyright 2007 Produced by the Department for Education and Skills Extracts from this publication may be reproduced for non commercial education or training purposes on the condition that the source is acknowledged. For any other use please contact HMSOlicensing@cabinet-office.x.gsi.gov.uk DIVERSITY & CITIZENSHIP You can download this publication or order copies online at: www.teachernet.gov.uk/publications Diversity and Citizenship Curriculum Review Review Group members Sir Keith Ajegbo retired in July 2006 as Headteacher of Deptford Green School, a multiethnic school with a strong reputation for Citizenship education. He is currently working as a coach on the Future Leaders Project, as a School Improvement Partner, and as an education consultant for UBS. He is also a Governor of Goldsmiths College and a trustee of the Stephen Lawrence Trust. Dr Dina Kiwan is a Lecturer in Citizenship Education at Birkbeck College, University of London. Previously she was seconded to the Home Office as the Head of Secretariat to the Advisory Board for Naturalisation and Integration (ABNI), carrying forward the implementation of the recommendations of the former ‘Life in the UK’ Advisory Group chaired by Sir Bernard Crick. Seema Sharma, is an Assistant Headteacher at Deptford Green School in South East London. She has been a teacher for 11 years, including Key Stage 3 Co-ordinator, Head of English, Ethnic Minority ...
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...Sample Research Paper on Citizenship Introduction Citizenship is being defined as the relationship between the state and individuals. Historically citizenship is being inevitably linked with the state formation. Originally citizenship was denoting residence of people within protected walls of a city. Thus, whoever belonged to a community residing inside the boundaries was considered a citizen. Later this term has acquired a different meaning and the standards and definitions of citizenship have changed. There were many reasons that have caused such changes: history proceeded with its migrations, wars and annexation and along on its way brought new meanings to citizenship. Such change in definition, for example, can be found in suffrage granted to women and the nonpropertied classes. Paupers, convicts and soldiers are another example of how political and civil rights were once a privilege of certain classes only (Dahrendorf, 1974, p. 11). With the introduction of mass democracy and social protection as well as introduction of welfare state a need in the new conception that would look on the relationship on an individual and the state appeared consequently. The norms of citizenship, therefore, have improved with the development of state and citizenship became a multination concept, which implies different things to different nations (Dahrendorf, 1974, p. 12). According to Michael Ignatieff (1995), the introduction of the welfare state can be explained as an attempt to make citizenship...
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...factors that contribute to the rising workplace diversity. These include increasing numbers of immigrants, company mergers and joint ventures in different countries, increased engagement of business consultants and temporary employees, international competition and the phenomenon of globalization, which has transformed the world into a global village. Globalization has occurred because of a combination of factors such as improved infrastructure, advancements in technology. Infrastructure and technology have not only provided cheaper means of communication and travel, but have revolutionized the speed at which individuals and businesses communicate with each other. Domestic companies are also spreading their operations to new territories across the globe in search of new markets or outsourcing some aspects of their production process. Management of employee cultural diversity, through the integration of suitable strategies plays a key role in improving the competitive advantage of the business, especially on the global platform. Globalization calls for specific approaches that promote harmonious working relationships within increasingly culturally diverse workplaces. Hansen (2002) observes that workplace diversity is critical to the existence of businesses and identifying key strategies to ensure harmonious working relationships among culturally diverse employees is integral to the survival of any business. Diversity in this case means the differences between individuals based...
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...ESADE WORKING PAPER Nº 239 September 2012 Value congruence in organizations: Literature review, theoretical perspectives, and future directions Yuanjie Bao Simon Dolan Shay S. Tzafrir ESADE Working Papers Series Available from ESADE Knowledge Web: www.esadeknowledge.com © ESADE Avda. Pedralbes, 60-62 E-08034 Barcelona Tel.: +34 93 280 61 62 ISSN 2014-8135 Depósito Legal: B-3449-2012 Value congruence in organizations: Literature review, theoretical perspectives, and future directions Yuanjie Bao* ESADE Business School, Future of Work Chair, Ramon Llull University Av. Torreblanca 59, 08172, Sant Cugat del Vallès, Barcelona, Spain yuanjie.bao@esade.edu Simon L. Dolan ESADE Business School, Future of Work Chair, Ramon Llull University Av. Torreblanca 59, 08172, Sant Cugat del Vallès, Barcelona, Spain simon.dolan@esade.edu Shay S. Tzafrir Department of Human Services, University of Haifa Mount Carmel, Haifa, 31905, Israel stzafrir@research.haifa.ac.il September 2012 Abstract Extant literature on value congruence is fragmented due to different methodological treatments and theoretical perspectives. Proposing a typology of the value congruence concept, this paper reviews several key themes in value congruence research including staffing, socialization, leadership, job attitudes, performance, among others. By reviewing related antecedents and outcomes, discussing underlying theoretical perspectives, and highlighting future directions, this paper integrates...
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...b, 1, S. Tamer Cavusgil c, 2 a b c Global Economics and Management Department Faculty of Economics and Business University of Groningen, 800 Postbus, 9700 AV Groningen, The Netherlands Peter B. Gustavson School of Business, University of Victoria, P.O. BOX 1700 STN CSC, Victoria, BC Canada V8W 2Y2 J. Mack Robinson College of Business, Institute of International Business, Georgia State University, P.O. Box 3989, Atlanta, GA 30303-3989, USA a r t i c l e i n f o a b s t r a c t This article systematically reviews and critically examines international entrepreneurship research in emerging economies (IEEE research), and articulates its importance, timeliness and relevance in consideration of the growing influence of emerging markets in the global economy. A systematic analysis of eighty-eight journal articles published over the last two decades reveals that IEEE research is a vibrant and rapidly growing stream of the broader international entrepreneurship (IE) domain, and that it is methodologically and topically diverse. Our review also shows that IEEE research has a limited presence in premier journals, is highly skewed in its geographic coverage, and is somewhat fragmented. We therefore inventory and critically evaluate the extant IEEE research with the aim of increasing its quality, coherence, scope, and impact. On the basis of our critique, we develop an ambitious research agenda that addresses a number of emergent global phenomena and raises exciting new questions...
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...2 ICTs AND GLOBAL WORKING IN A NON-FLAT WORLD Geoff Walsham Judge Business School University of Cambridge Cambridge, U.K. Abstract This paper rejects the hypothesis of Thomas Friedman that ICT-enabled globalization is driving us toward a flat world. Instead, it is argued that the world remains uneven, full of seams, culturally heterogeneous, locally specific, inequitable, not well-integrated and constantly changing. This argument is supported by an analysis of three areas of ICT-enabled global working, namely global software outsourcing, global IS roll-out, and global virtual teams. The paper then builds on these analyses to put forward an agenda for future IS research on ICTs and global working based on three research themes: identity and cross-cultural working; globalization, localization and standardization; and power, knowledge, and control. The paper concludes that the area of ICTs and global working offers the IS field a major research opportunity to make a significant contribution to our understanding of a set of crucial issues in our more globalized world. Flat world, globalization, global software outsourcing, global IS roll-out, global virtual teams, IS research agenda, identity, cross-cultural working, standardization, power, knowledge, control Keywords 1 INTRODUCTION The changes taking place in the global economy, including those in the burgeoning services component, are the subject of much debate by a wide range of commentators including journalists, practitioners...
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...Contents Introduction 2 Marketing communication concepts 2 The evaluation of IMC practice of BWM i8 in United Kingdom and United States of America. 4 1) BMW i8 target market in UK and US: 4 2) The key messages of BMW 5 3) An examination of the marketing communications tools and media used 8 Advertising: 9 Sales promotion 11 Direct marketing & personal selling 11 Public relations 11 4) Similarities and differences of the marketing communications in UK and US. 11 5) How the communication activities are helping BMW 13 The key challenges of practicing IMC of BMW: 14 1) The key issues impacting upon BMW’s IMC: 14 2) Measurement of level of IMC evident: 16 Recommendations on further use of the tools/media 18 Conclusion 19 References 20 Appendices 26 Appendix 1: Planning and Implementing of IMC 26 Appendix 2: Factor impacts on customer’s purchasing in UK 27 Appendix 3: Factor impacts on customer’s purchasing 27 Appendix 4: Levels of IMC 28 Appendix 5: Four pillars of IMC 28 Introduction This paper provide an overview about the integrated marketing communication of BMW Corporation for the BMW i8 model in the United Kingdom and the United Stated. In those markets, the BMW i8 is considered as the first car that revolutionized in utilization and release values of a sport car. The purpose of the paper is to give information about the strategies of BMW in order to announce the BMW i8 to customers...
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...Department of Educational Administration and Human Resource Development, College of Education and Human Development, Texas A&M University, College Station, Texas, USA Abstract Purpose – The use of teams in organizations given the current trend toward globalization, population changes, and an aging workforce, especially in high-income countries, makes the issue of diverse team building critical. The purpose of this paper is to explore the issue of team diversity and team performance through the examination of theory and empirical research. Specifically, the paper seeks to answer the question: “How might individuals with diverse characteristics such as culture, age, work experience, educational background, aptitude and values, become successful team members?”. Design/methodology/approach – A review of theories that are pertinent to individual differences and team formation, including social identity theory, mental models, inter contact theory, social comparison theory, and chaos theory, was conducted. Team formation and diversity literature were reviewed to identify ways of developing diverse and effective teams. Findings – It is a truism that working together in teams is a smart way of achieving organizational performance goals. This paper discusses the theories, research and practices that underlie the development of efficient and effective teams. It demonstrates that recognizing the underlying individual differences, mental models, and assumptions that team members bring...
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