Case Study On Company Restructure

Cross cultural conflict can also be a factor in the workplace. The United States is an extremely diverse place, as a conglomeration of people from different races, religions, cultural backgrounds, personalities, educational experiences and learning styles. This diversification leads to more women, various ethnic groups, and immigrant workers working together in a more diverse tapestry of associates even when the corporation is located and operating only in the United States. In increasingly diverse corporate America, doing

* Finally , the time zones problem . 40% of the companie’s clients are located on a different time zone so , the customer service is not available at certain time . For this , we think that the best solution is to change the employees working hours. The employee that will be in charge of Professional users and Large corporate accounts will be working from 10:00 to 9:00 , on this way , the large corporate’s accounts needs will be covered . The other 9 employees will continue with a normal schedule from 7:00 to 6:00. Also , the company needs

Work-life balance has been a popular topic for employees across all age and occupations for years, representing a rising concern of contemporary human resource management and labor policies. This topic has attracted the attention from the millennium generation, who is stepping into the market and beginning to grow a career. Therefore considering the increasing demand, well-designed workforce planning with diverse scheduling options offered to employees appears to be extra credits for most companies. This research paper aims to communicate the positive effects of four-day workweek, and providing support for why employers should adopt this schedule for employees and themselves through 1) introducing background and history of four-day workweek as a work schedule option and 2) demonstrating benefits of four-day workweek from both employer and employees’ perspectives.

It have been proven effective in providing services to individuals from a wide spread of diverse backgrounds. Cultural competence is understanding a set of congruent behaviors, knowledge, attitudes and policies that enable effective work in cross-cultural situations (Bazron, Cross, Dennis, & Isaacs, 1989). This means that an individual trains to understand different cultural groups. Cultural competency training is beneficial to all human service organizations because it aims to increase the knowledge and skills to improve one’s ability to efficiently serve different cultural groups therefore eliminating biases and

It is not uncommon to become accustomed to the way business is conducted in the United States. It’s a fair assumption that many young, inexperienced business executives are unaware of international cultures in business. Each country has particular customs and practices. It certainly goes without saying that Corporate America has an understanding when it comes to the terms of a standard workweek.

Those that go into the business world quickly recognize that each work environment they find themselves in can be total different from another. This can especially be said even of environments within the United States, from region to region. There is definitely a disparity of workplace environments from country to country. Not only can culture drive a varied atmosphere, but the diversity of the personnel making up that environment can equally create a challenge that a leader must be prepared to manage. Recognizing that special care needs to be placed on communication and perception skills is crucial in our present professional domain. Managers of today need to employee tools from the psychological and sociological field to be successful. Having a deep understanding in the differences in culture and diversity in the workplace is critical, especially when debating about accepting a position overseas or assigning an employee to an embedded position abroad. With a broad knowledge of cultural differences and diversity, success as a manager and the stability of a positive work environment can be achieved and maintained without unnecessary effort and focus.

Chris and Sue are 50 percent shareholders in BackBone personal service corporation. Backbone provides chiropractic services in four separate offices, in four small towns: Troy, Union, Vista and Willow. Chris is the main chiropractor in the Troy office, and Sue heads up the Vista office. Charlie, the main chiropractor in the Willow office, does not see eye-to-eye with Chris and Sue on management styles. Charlie is highly competent and well-liked by patients and therefore indispensable in the eyes of Chris and Sue. Chris and Sue may be willing to give Charlie control of the Willow office,

Kreitner, R. (2009). International Management and Cross-Cultural competence. (11th ed.). Management. Mason, Ohio: South-Western Cengage

Since each national market has its own set of values and beliefs, that one has to appreciate in order to pursue a future in said globalized-world, it is no wonder we observe a constant rise in the demand for intercultural and cross-cultural trainings.

The importance of work life balance and related legislation concerning holidays, rest periods, working hours and night working

I hope it is not presumptuous of me to email you personally, however, I wanted to ensure it was being conveyed to you what I see as an opportunity to move into another organization within Fort Bragg due to the management reassignment. I was cautiously optimistic to learn all resumes would be reviewed for possible positions on the installation at your request.

It is high time that people learn about different cultures to have a thorough understanding of the same and thus achieve cultural competency. This is necessary for educators, healthcare givers, attorneys, organizations and all to live in a cross-cultural world without any emotional or physical conflict. Most organizations have their presence in multiple countries and have business relations with people of different cultural groups. So, for a successful business also, cultural competency is the demand.

In today’s society there are many culturally diverse people in the workforce. Most organizations can no longer make the assumption that every employee has similar beliefs or expectations. When entering into the global marketplace, people are considered one of the most valuable resources to an organization’s success. A well-managed culturally diverse workforce has the potential to thrive if managed correctly; or if mismanaged, there can be devastating negative attributes. With great expectations, culturally diverse employees can foster positive outcomes in the workplace. A company’s acknowledgement to embrace diversity and change, and implement the value of management techniques are

For health care workers, cultural competency is important for obvious reasons. On a daily basis, healthcare professionals work with patients of a variety of cultures, and many work with team members who come from different cultures than their own. Medical and other healthcare professionals spend many years in school learning how and when to treat patients for giving symptoms, but teaching them to interact with patients currently falls on knowing the things that make up a person’s cultural identity. Cultural differences that exist between people, such as language, dress and traditions, and the way societies organize themselves, their conception of morality and religion, attitudes about illness and death and the way they interact with the environment. Cultural competence is important in health care because the patient outcome, patient readmissions, staff retention, and labor relations all determine the outcome of an organizations success. Diversity improves the effectiveness and productivity of the workforce. Disadvantages of ignoring cultural diversity can result in a loss of revenue for the business. Company growth will also be affected by ignoring cultural diversity. Steps an organization should take to face this challenge is to implement training that cover workforce diversities and keep an open dialogue among employees expressing concerns, differences, ideas, etc.

The purpose of this report was to examine organization restructuring. Research for the report included literature based on organizational restructuring and the various processes involved in restructuring. The major findings indicate that the two methods commonly used for organizational restructuring to be downsizing and reengineering of business processes(Cummings & Worley, 2008). Downsizing assist the company to reduce its workforce, and this saves cost in terms of payroll reduction. Reengineering allows a company to change and adapt to the way it