Case Study On Managing Cultural Diversity Management Essay

Case Study On Managing Cultural Diversity Management Essay Is diversity good for business. The awareness of benefits from managing diversity is becoming more and more explicit during daily human resource management work. The diversity management is an important strategy of the human resource management which to promote the perception, acknowledgement and implementation of diversity in organization and institutions. It may lead to a common interest between employers and employees. The conflict associated with diversity management is inevitable according to its principal. On the other hand such collide would be regarded as a generator of new methods, viewpoints, interests, creativity and way of solving issues as well. Whether diversity is a potential performance barrier or a value-added action is determined by institutions policies. In the first part of this essay, what is diversity management, why it is essential and what would benefit from by organizations will be discussed. In the last part of the essay will analysis cultural change model and present approaches to diversity from practical case before conclusion. The human resource plans and policies are designed by the management to achieve some goal (Alexander Lewer, 1998), such as attracting, retaining and effectively making use of labor resources in all kinds of organizations, from profitable companies to education facilities, from government departments to supermarkets. As a strategy of human resource management, diversity management is a daily increasing perspective of tackling with impacts from employees with different background. Diversity is defined into two dimensions from peoples social and cultural identities. It refers to the ways people differ from each other. The primary dimensions described as peoples fundamental characters, such as age, ethnicity, gender, physical abilities, race and so on. The secondary dimensions refer to persons self definition via educational background, income, marital status, religious beliefs etc. Both of the dimensions may hold the same status of daily cultural impact on a multicultural organization. Cultural diversity is a specific area in diversity, which focus on peoples characters labeled culturally, including gender, age, ethnicity, race, and also lifestyle, immigrant status and language facility. Cultural diversity management is aimed at taking advantage of staffs different cultural background to increase their motivation and creativity, further to bring a successful close to strategy. Increasing diversity management can be a double-edging sword. Although the awareness of cultural diversity in workforce is becoming day by day better recognized by organizations, it is often effectively limited due to the passively abidance of legal compliance and human rights protection. Based on theory and research, inappropriate implementations can create barrier to high performance. Firstly, diversity can increase misunderstanding and conflict among employees from different cultural background. Compared with more homogeneous group, the former group may experience lower levels of social attraction and competitiveness. Secondly, too much diverse leads to harassment and discrimination behaviors. As different managers hold different opinions of managing cultural diversity, different approaches can be implemented. One of the simplest methods is avoiding diversity. However the reality is for most multinational organizations, it is not feasible. How to take advantage of cultural diversi ty without suffering enormous disbenefit is the main issue faced by employers. Another side of the diversity sword is that well managed diversity can catalyze the performance of organizations at different aspect, which means a value-added activity. First of all, well implemented approaches create an image of fairness and respect for all people which is an ideal working environment for staff. These terms are listed in formal statements of policy in every organization in the world, but unless the company has effective and ongoing strategies, those clauses are just another meaningless and hopeful fairy tale without princess. Whats more, employees from different cultural background diversify solutions of problems, decision making, skills and allocation of resources (Gardner Plamer, 1992), which can provide a larger pool of ideas and experiences. The organization can draw from that pool to meet Business strategy and the customers needs more effectively. And also provide individual talents, creativity and experiences (e.g. languages, cultural understanding) from div erse culture. This may allows a company to provide a global service to customers and also improve their marketing strategies. In addition, opinions from diverse cultural background enhance critical analysis in decision-making groups. In a series of research studies, Charlene Nemeth found that groups subjected to minority views were better at critically analyzing decision issues and alternatives than those that were not. The essay will analysis diversity using cultural change model (Taylor Cox Jr, 2001) in the next part. Model for Cultural Change Figure attached reveals a model for organizational implementations to tackle the impacts of diversity (Taylor Cox. Jr , 2001). Every element from this model should be considered as an effective organizational change. Following the flow of the arrows suggests, every element is influenced by the diversity and continually interacts with each other in the process of self learning. Leadership Leadership is a behavior that establishes an objective for improvement which provides a sense of urgency and importance for the vision. The orientation of change is also called vision. Meanwhile it also generates motivation of others, and brings an ideal environment for achievement of the vision. At the same time, a leader should be involved in vision, establish the adequate organization design and integrate the diversity management with the companys business strategy. It is absolutely the most essential element for change. As its vital role of a diversity change effort, leadership is on the top of the list while implementing diversity. Leaders are those who have influence with other members within the organization, such as CEOs, heads of unites of organizations or divisions, HR staff members with diversity assignments and head of labor unions. In order to achieve fully effectiveness of the implementations, the change should satisfy these conditions: (1) leadership starts at the executive; (2) it takes generations of administration to make the effort work, and (3) leadership should present directly without delegate. First of all, to be fully effective, leadership on diversity must start at the top. A change of presidents would produce a noticeable slow-down in progress toward the goals that were laid out for diversity excellence. Although other members of the leadership team below the CEO level, including the head of the HR function and several engineering managers, continue to work on the diversity change effort, the effort lost momentum that was never recovered. Secondly, it takes many leaders to achieve the final goal. In Alcoa, for example, a remarkable progress of cultural diversity owe to leaders at different levels of management chain. In 1999, the executive vice president George Bergeron included an assessment of progress on the diversity goals of the company as part of the incentive compensation formula for all managers reporting to him. Partly as a result of this action, the business units under his authority were all active in working the change model and achieved remarkable progress in the first year of work (Taylor Cox, 2001). Eventually, unless there is someone taking the responsibility of making change, the effort made to diversity would doom to failure. Research Measurement Research is a method of collecting data by which people solve problems about environmental element or phenomenon (Taylor Cox Jr, 2001). In the context of organizational effort on diversity, such problems are specified as: (1) gender distribution which regarded as a question about element and (2) whether an employees job performance is influenced by age is categorized as the relationship between elements. Measurement indicates approaches to record the effectiveness of diversity change. This part of model explains several questions of using data, including how to create criteria to implementation with data, how to use data to improve awareness of diversity, how to evaluate the environment for diversity and how to critic progress has been made. Take Alcoa as an example, there was a significant meeting of managing department in both business unit and resource unit, which regarded as a watershed event in leader commitment. Data presented on diversity of this meeting based on surveys and interviews at around five different locations of the organization. Some quotations were wrote down during the interviews with employees from every grade of job, and written on board and showed around the meeting room. Then the leaders walked around and read the messages, some of which approved to run counter to companys elemental values and policies. This is just a simple experience of using internal data, which became a motivate activity for forming support of the diversity effort at A lcoa. As is shown above, research and measurement are fundamental to the diversity management process, while using data to act on improvements means using data to increase commitment, enhance training, diagnosing the climate for diversity and measure progress (Taylor Cox Jr, 2001). Education Education refers to trainings and practices of any change effort. As a core feature of way to diversity, approaches of learning must diversified to fulfill its original purpose. Employees showed great conscious of diversity during the training period, many of which would not last long after training procedure. In order to deliver a remarkable education on diversity and collect better return from investment on diversity training, an educating design should based on certain ingredients: content, format and logistics, participants, and facilitation. Firstly, the content of training on diversity should be critical hence multidimensional. Each dimension is specified into different substance, for instance, to specify the required subtopics, to indicate the relationship among topics and to illustrate the type of the content. Secondly, the format and logistics of a diversity education are determined by time and approaches of the training. The effectiveness of training is not only influenced by the length of training period, but also affected by the way of using time. For example, instead of a one-day-six-hour exhausting boredom, a two hour well sequenced training program of three days is more effective and efficient. Thirdly, in the participant perspective, how large the trainee group, how many fields and levels of the employee, and the preparation for the participants should be considered before education. For example, a two-hour diversity education practice with an objective of simply understanding the business reasons of investing in diversity improvement was held by a division of General Motors. Based on a clear and narrow objective, and presented by a one-way communication, the training process was highly effective with the large group. Lastly, facilitation is the finial main element affecting education, including way to open and close the training, to handle with sensitive topic, and to create internal expertise. Alignment of management system Management system is the intermedium of managing, such as organizational policy, implement, regulation, or process. This covers main human resource practice, like recruitment, promotion, development, and even work conditions, or the physical design of working environment. These systems must interlink with one another as an organization is a social system. Before implementing alignment assignment, three components: time, space and people should be considered. To start with, time factor is the time which is scheduled for the work performance. It contains length of working period, use of overtime, time-off policies (holiday, leave and vacation), and retirement policies. What is fundamental and simple that, if a company has flexible time-off policies, it would be better to attract, retain, and motivate diverse employees. Muslim could decide whether or not work at their prayer time in a multinational company, and Chinese workers might enjoy their reunion with their families at Spring Festival. Whats more, space factors have to do with the physical working surroundings, including the neatness of working place, the barriers between different individual employees and so on. Eventually the people factor could be expended as recruitment, promotion, bonus, performance measurement, and career trajectories development and succession planning. People factors are designed to retain human resource and achieve the employment outcomes. As described in this chapter, there are large amount of issues in these three areas must be considered under the change for diversity. Nevertheless, any of them should not be tackled independently. Follow-up This factor contains adjusting the learning loop and establishing accountability for the results, so that the action processes become more and more accurate, hence the management system becomes more and more effective on diversity. In order to maintain effective and reasonable follow-up while changing towards diversity, a series of specific activities should be contained in the follow-up procedure, including make use of plan reviews, keep record, provide motivation for good behavior ,and control knowledge retention and transfer. In reality, Alcoa has a motivate reward plan provides bonus besides the base salary. Like many companys, the bonus reward on job performance is yearly issued. For higher-level managers, the bonus from holding stock might generate a fortune of hundreds of thousands of dollars for a CEO. Even middle-level managers would have tens of thousands of dollars according to their performance under the whole organizational strategy. It is a very practical but extremely effective incentive. When efforts towards diversity failed, it would be always traced back to poor following. When the following is poor, the whole orientation would collapse. Conclusion Based on Taylors cultural change model, which indicates a process of changing effort meeting the impacts from managing cultural diversity in a company, the way towards harmonious diverse workplace is brambly. Efforts should be made in each corner of the organization, from line worker to executive of division, from sales people to technical team and marketing staff, from London branch to Delhi branch. Diversity is based on certain intentions: labor force is the most valuable resource, every employee should be treated with respect and equality, and equal opportunities for people of all groups. In order to achieve diversity in organization or even country, it takes not only moral obligation to accomplish their orientation, but also generations of unremitting endeavor, hence the demand of building diversity organization is more than a requirement of maximizing business performance.

High Stakes Testing: Education and Technology Essay

In the early 1960s, policymakers began to gather information about the condition of American education and the effectiveness of mandated programs by examining standardized results. State school boards and legislatures began to use test results as mechanisms of power. They began to add minister rewards and sanctions based on students’ performance on mandated tests, making them high stakes tests. Rewards and sanctions were seen as a way to motivate students, teachers, and schools. Test results in effect became a â€Å"triggering device† to make good and bad things happen automatically to individuals and schools. As a result, an educational environment was created where test scores were the sole barometer of school district success (Corbett & Wilson, 1991 Wraga et. al. , 2000 p. 305). Policy makers also began to use standardized test data as indicators of the effectiveness of compensatory programs and curriculum development efforts tried during the 1950s and 1960s (Maduus. 1988 cited in Wraga et. al. , 2000 p. 304). In theory, educational tests are an unobtrusive method of estimating students’ knowledge. Depending on the circumstances related to the test and test results, this can be true. In some situations, students take standardized exams and the scores are used appropriately; however, many educators, thinking of their own experiences in classrooms as students or as teachers, assert that tests influence students and teachers when they perceive that important consequences are connected results (U. S. Congress. OTA. 1992 cited in Wraga et. al. , 2000 p. 305). Due to the initiations of these events, the utilization and expansion of high stakes testing occurred in the field of education and technology. Discussion An examination or test is said to have high stakes attached to it when sanctions or rewards are linked directly to performance. Attaching high stakes to performance on tests, whether public examinations or national assessments, has important consequences. Students, teachers, and curriculum are affected in many ways: curriculum and teaching revolve around the examinations, students and teachers put considerable effort into test preparation, and potential low scorers may be prevented from taking the examination to boost the school’s overall performance (Madaus and Greaney 1985 cited in Greany et al. , 1996 p. 96). High-stakes tests may also affect the validity of measurement through the test corruption and test score pollution that seem to accompany them (Greaney and Kellaghan 1996 cited in Greany et al. , 1996 p. 96). High-stakes testing is now entrenched in U. S. public school due to its adverse impact on many minority students such as Chicano, Mexicans (i. e. , disproportionate rates of high school diploma denial and grade retention). Given the political nature of the standard-based school reform movement, legal claims of adverse impact brought forth by minority plaintiff appear difficult to win in the courts (e. g. , as seen in the defeat of plaintiff in the GI Forum case (see Valencia and Bernal, 2000). In light of this political basis of high-stakes resting, reform of such resting will likely only be attainable through the source from which high stakes emanated—the legislative process itself. Such activities need to be pursued with vigor. Critics of high stakes testing need to rally around assessment principles that promote (a) the use of multiple indicators to assess a student’s progress, and (b) the use of test scores for diagnosis of student’s strengths and weaknesses. Furthermore, critics of high-stakes testing need to make the case that the standards-based school reform movement is inherently misdirected because it treats the symptoms (i. e. , low academic achievement) rather than the cause (i. e. , inferior schools; unequal educational opportunity) of racial/ethnic differences in academic achievement (Valencia, 2002 p. 294) Case studies have also been used to examine the effects of high- stakes testing on practice. In a study published in 1991, Smith et al (cited in Hamilton et. al, 2002 p. 84) conducted detailed observations of teachers in two Arizona elementary schools whose students took tests that had significant consequences. During the fall 1987 semester, the authors conducted daylong observations in 29 classrooms. Lessons were also audio- taped. The researchers also observed and recorded staff meetings. In January 1988, they selected a subset of 20 teachers for detailed open- ended interviews covering the validity of the tests, the effects of the tests on teachers, test preparation methods, and the effects of the tests on pupils. Subsequently, six teachers were selected for more extensive observations occurring one, two or three days a week during the spring of that year. In total, the six classes were observed for 81 days. The purpose of the observations was to understand â€Å"ordinary instruction†; therefore, the observers focused on what was taught, methods, allocation of time, language and interaction among teachers and pupils, teaching materials, and classroom interruptions. The researchers used a variety of techniques to review and summarize the data and compare the situation in these classrooms to the literature on testing and its effects (Hamilton et. al, 2002 p. 84). Conclusion One might think of a number of ways to modify public examinations to provide information for a national assessment. A public examination used for certification might be expanded to provide adequate curriculum coverage—although this might have adverse effects on the examination system by, for example, making examinations too long. The emphasis on norm-referencing in public examinations would remain a problem, but it too could possibly be dealt with. As far as the population of interest is concerned, information on students who are too young to take public examinations could be obtained by introducing a public examination in the primary years. This would not be cost-effective, however, and the introduction of public examinations at an early stage in the educational process may not be beneficial to student’s education. These include the use of public examinations primarily for selection; the difficulty of using them for monitoring standards; and their use to drive instruction in a high-stakes context. References Greany, V. (1996). Monitoring the Learning Outcomes of Education Systems. World Bank Publications. Hamilton etal, L. S. (2002). Making Sense of Test-Based Accountability in Education. Rand Corporation. Valencia, R. R. (2002). Chicano School Failure and Success: Past, Present, and Future. Routledge. Wraga etal, W. G. (2000). Research Review for School Leaders. Lawrence Erlbaum Associates.

The Most Popular Report Writer

The Most Popular Report Writer Reviewers should give a succinct overview of an interesting role in the book for a method of urging the audience to read the book. When you compose a report or a grant application don't be reluctant to use strong and strong words. The end result is an extremely time-consuming, costly, and unreliable procedure. Advance business letter writing format and company proposal examples are the two major features that are quite beneficial in improving the caliber of business report writing. They include overall costs and activity quantities. It can be helpful to test whether to include things like a term by asking a few people away from the group. Also, you can choose the gender of the individual you're referring to when writing a specific report, to be able to modify the pronoun template. If you know that you can remain in business when things aren't going well, then you know that you are going to be fine in the event the best-case scenario happens. So time to check at a few of the problems connected with the use of acronyms in business and technical writing, and the way to prevent them. What You Should Do to Find Out About Report Writer Before You're Left Behind A great deal of individuals are leaving Falun Gong. Reports created using Clarity are known as analytical reports, and there isn't any restriction on the sum of information which can be returned. Change it to suit your requirements. Today it is critical for any company to acquire insight in their clients' needs, as a way to deliver experiences that build lasting relationships. In the world today, clients and clients are capable of interacting with your business from all around the world through the web. You are able to email PDF reports to your clientele and whomever they prefer. Most people today read specific reports to locate something out. Just by clicking the report objects, the tool gives you a string of linked information that has caused the initial info. It gives you step-by-step process with the assistance of expert wizards, which guides you in making the report. You will receive several suggestions on report writing with the assistance of several small business templates available with report writing software. Comparing to ABAP programming based report this method of constructing a report is a lot faster and the probability of picking out the incorrect data is almost zero. Implementing a new financial reporting solution isn't always straightforward, based on the intricacy of your infrastructure and numerous data sources. Wherever reports are wanted, software businesses have sought to automate the procedure. When it has to do with reporting, all businesses need access to reliable data in the particular format they are searching for. Several organizations find themselves with an intricate digital environment that is hard to deal with and costly to keep. This informative article will highlight key characteristics and functions to think about when investing in a BI solution. Recommendation A method on the best way to compose a great report is by noting the recommendation details. Thus, you would like to evaluate in detail the report writing options you're presented. The following are a few guidelines to help create more consistent and simple to use interactive reports. Data Skew can be prevented by choosing the ideal key for data distribution. You don't need to learn SQL or some other procedure of pulling data out of databases. Cascading parameters permit you to group two or more parameters within a group. Initialization parameters ought to be employed to configure static info.

Career Research A Career as a Social Worker Essay

I chose social working as my career because many other people go through tough situations and have a difficult time talking to relatives or friends to help them through a tough situation. I thought of becoming a social worker so I can have the ability to change the lives of others. Social work is one of those careers you can truly make a difference in people’s lives. I want to become a social worker because life isn’t about just helping yourself it’s about helping others as well, which is what social workers do for a living. Child and family social workers protect children and families in need of assistance. Many families and children don’t feel comfortable talking to just anyone about obstacles they have faced in their lives which is why†¦show more content†¦A list of the cities that social working jobs are available in Los Angeles are Santa Clarita, Harbor City, and South Gate. Social work jobs that are available in the area I live in are Wasco, Delano, and Bakersfield. I can see myself having social working as a career for the rest of my life because I like helping people face problems that they can’t face on their own. I love working with children, families, and being able to experience working with others and helping them face obstacles that their facing in their life. One of many reasons I would also enjoy social working as a career would be helping these people overcome obstacles they thought they’d never overcome. While growing up and facing tough situations in life, I always had family and friends there for me which is why I would love to help others and be there for them because it’s a great feeling knowing that you have people there wanting to listen to you and help you through problems. References How Much Education Does a Social Worker Need? Work. Web. 19 May 2014. http://work.chron.com/much-education-social-worker-need-8239.html Child, Family, and School Social Workers. Career Information:. Web. 19 May 2014. http://www.campusexplorer.com/careers/8707A0D1/child-family-and-school-social-workers/ What Is Social Work License Map? Social Work License Map RSS. Web. 19 May 2014. http://socialworklicensemap.com/social-worker-salary/ Social Work Jobs | Social Work Careers | Jobs in SocialShow MoreRelatedMarketing and Career Aspirations Essay1284 Words   |  6 Pageswell. My career aspirations are to be a successful manager in the field of marketing research. Through the process of achievement I want to gain immense knowledge and skills so that I can contribute as much as possible in the society as well as in the organization. My life goal is to be work in every possible way for the betterment of the society and return back to the society. I have always been a keen social worker and will continue to remain so. 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