Company Name And Its Market. The Name Of The Company That

Diversity is a wonderful asset to an organization and brings with it many benefits. Employees bring in their own personal experiences and knowledge to the team (Burns & Kerby, 2012). Having diverse teams allows for the possibility to fix a problem or perfect a process by using different employee’s experiences and past knowledge to find solutions. A diverse workforce can drive economic growth and capture a greater share of the consumer market (Burns & Kerby, 2012). With diversity as a core value, the recruitment pool is widened to find the most qualified candidate and reduces employee turnover as a result. An organization can be highly competitive with a diversity initiative by adapting to a changing environment (Burns & Kerby, 2012).

St. Jude’s target for marketing fundraising is far larger than most charities. Their target; preschoolers, professionals, 8th graders and 80 year olds, television, radio, local drives, school drives, trike-a-thons, math-a-thons, local, county, state and national events. Some of the big ones that you may be familiar with; the “Dream Home Giveaway”, the “Thanks and Giving Campaign” and the radio-a-thon “Country Cares”. Because of last year’s St. Jude’s NFL event, 18% of American’s said they planned to support St. Jude’s “Thanks and Giving Campaign” during this past holiday season. No opportunity is turned away.

Diversity has been a hot-button topic for many of today’s companies. Diversity programming and initiatives are regularly implemented by organizations of all types and sizes. As it relates to an organization’s human resources operation, diversity will continue to be an ever-changing term as the work towards equitable treatment for all continues.

As Corporate America transforms into varying cultural needs, it is not simple to eliminate health and healthcare disparities (Dotson & Nuru-Jeter, 2012). This article was written to identifies the roots of leveraging diversity to influence organizational operations. Dotson and Nuru-Jeter (2012) presented the argument for a business leadership diversity case within the healthcare industries and describes the need for research on management solutions to health and healthcare disparities. To address the issues with sanitation and healthcare disparities, the authors studied three evidence of the relationship between diversity and performance. The link between investments in diversity to financial outcomes and organizational metrics of success.

I immersed myself into Northwestern’s current state of diversity. I interviewed various employees and received valuable feedback regarding diversity in the organization’s culture. Additionally, I gained greater insight from a human resource representative. This person has acknowledged the organization has failed to implement a successful plan in the past. During my experience, I gathered three (3) key influencers that make diversity work: 1. train and hold managers accountable with the expectation that prevention and adherence to the policy is their responsibility. 2. implement and integrate a zero tolerance policy. 3. Requiring mandatory diversity training for all employees. The bottom line, be proactive in creating and implementing diversity initiatives and policies. It will have a great return on Northwestern’s investment. With this being said, the immersion experience changed my perspectives for the better. Initially, my personal views of the organization were multifaceted. I fought hard to instill a more diverse workplace within the organizational culture. Northwestern Medicine is the second largest healthcare corporation in the Chicagoland area with no minorities in executive leadership; I find this disturbing. In the final analysis, my thoughts regarding this organization has changed some but not significantly. However, after much scrutiny and employee persistence, CultureVision diversity initiatives will be reestablished. I learned how to incorporate my objectives for affective and personal development. In essence, diversity surrounds us every day. We as individuals, can make small changes in our behaviors to fully realize the advantages of diversity, so whether at work or in the community we can better learn from and innovate to make the world a better

The promoted charitable attitude and encouragement are a highly admirable feature within the company and exhibits the genuine nature of caring for people. The support to disaster relief affected areas, youth involvement, and contributions to the less fortunate living in shelters or decreasing the feeding the hungry, or food drives bring a healthier tomorrow within our country. Community investment will yield high profit margins and/ or positive opportunity costs results are being demonstrated consistently by UnitedHealthcare by their actions, financial, and awards they have earned.

My current employer is the Kansas City CARE Clinic. It is one of many safety net clinics within the Kansas City area that will not turn away patients because they cannot pay. The clinic was founded in 1971 by medical students and concerned citizens to provide quality health care to the homeless and indigent people within the Kansas City metro area. The clinic was originally known as the Westport Free Health Clinic, later the name was changed to Kansas City Free Health Clinic and then when the Affordable Care Act was signed into law, the clinic became the Kansas City CARE Clinic. The clinic can now take all medical insurances, which has helped treat more uninsured and underinsured patients than ever before.

Diversity is what makes people different, not just culturally but in human differences. Having a multitude of differences in the workforce gives an organization the ability to use many ideas to reach a common goal. A person could say that a diverse group of people together in one room can accomplish greater achievements than a room filled with the same types of individuals. Managers understand the concept of diversity, and how important diversity is to the success of a company’s ability to implement programs that continue to develop a harmonious and diverse workplace. The recognition that diversity is a reality in the workforce has generated an enormous amount of activity over the years among leaders in business, government, and civil

We are dedicated to our local community and the well-being of children health world-wide, we want to make a difference in the lives of other. We partnered with the local chapter of the Ronald McDonald House and promised to donate 20% of our profits to their organization. Our staff will make a difference by volunteering once a month

The general line of reasoning is that if we learn to incorporate each other’s diverse traits and characteristics in the workplace, we can then use these differences to foster an innovative environment, which will give the company a competitive advantage over the competitors that do not accept workforce diversity. According to the Allied Academies International Conference, “Diversity is rapidly becoming a common practice among companies due to the increasing number of minorities entering the job market today. As these groups become more prevalent throughout companies, upper-level employees are facing numerous challenges when determining what changes must take place to create a positive working environment for everyone. Management is responsible for the development and implementation of effective policies directly relating to diversity to ensure the acceptance of minorities into the workplace and to aid in minorities’ success through equal opportunities and treatment.” (Marcia L. James, 2001, Academy for Studies in International Business Proceedings)

The first thing to acknowledge about diversity is that it can be difficult. In the U.S., where the dialogue of inclusion is relatively advanced, even the mention of the word “diversity” can lead to anxiety and conflict. Supreme Court justices disagree on the virtues of diversity and the means for achieving it. Corporations spend billions of dollars to attract and manage diversity both internally and externally, yet they still face discrimination lawsuits, and the leadership ranks of the business world remain predominantly white and male.

In the maximization of its impact in the community, McKesson has aligned its signature volunteer programs with the funding area of Company’s foundation. Both of the programs’ main focus is cancer management, specifically giving non-medical direct services to needy cancer patients. The area is of great need, and it is linked closely to the core competencies of the Organization as a healthcare company (McKesson, n.d.). The McKesson Company has community days, which is the symbol of yearly all-employee volunteering event. In the community days, the workers take part in coordinated groups; volunteer their objects at the Company’s website being led by the volunteer

Through recent years society as well as the labor force have taken notice in regards to the acceptability of having a diversified workforce. During the course of recent years it has been said that populace unwittingly hypothesized that “by allowing diversity, our nation could suffer financial liability rather than an economic strength,” a view point that was seen by some, but not by all. It becomes clear and concise that diversity isn’t just the color of a person’s skin; it also goes into gender, national origins, weight of a person, sexual orientation, and religion to name a few. As a leader, ensuring that all employees receive a fair and equitable evaluation may be a challenge for some; this has been recognized as a crucial part of the overall success of any establishment or corporation.

The discrimination-and-fairness paradigm is considered the “dominant way” of understanding diversity by most organizations. It attempts to remove discrimination and create employment equality by seeking to increase diversity among employees. Progress is measured by how well the company is able to meet its diversity number goals but avoids looking deeper at the reality behind the numbers. (Thomas & Ely p. 81)

Managing diversity within organisation is about ‘recognising this range of differences in people and valuing people as individuals, respecting their differences and their differing needs. It is also about accommodating differences wherever possible so that an individual can play a full part in the working environment’ (Daniels and Macdonald, 2005)