Culturally Diverse Workforce

1. What changes are occurring in our workforce today and are likely to continue into the future?

3.) Transactional marketing, in the perspective of luring the customer for a one off purchase, focuses strongly on price and short term benefits and product performance, with limited service. Relationship marketing is all about generating repeated sales and customer interactions, thus focusing on bringing value to the customer, and assuring long term performance and service, all aspects of quality become major concerns. Relationship marketing brings customer centricity to the spotlight. This vision has

Strategies for creating a culturally diverse healthcare workforce would be to simply come together as one. One must have an understanding of others culture and background as well as respect. As a future health professional they must be able to support one another physically and emotionally. This is what you call team work. When one falls down you must be able to pick that person up as physical support. You motivate each other to strive for greatness. I believe that if this were to happen within the workforce there would be more unity instead of

The workforce in America today is enhanced with a significant mix of genders, race, religion, age and other background factors. For a business to be successful long term demands for a diverse range of talent that can bring perspective, fresh ideas and opinions to their work. The challenge of diversity is allowing managers to make the most out of different cultural backgrounds, lifestyles, plus different genders and ages to answer to different business opportunities more creatively and promptly. Diversity has changed in a way that the issue is no longer just male or female and black and white. It is greatly complex now. It is many things but it is greatly about the way we connect, emphasize and interact with different individuals. The advantages

Building a relationship with pervious customers or new customers, would make the marketing process much easier. If a company already have a good standing with a customer, then it would be easier for the company to market a new product to that customer. A healthy relationship with a pervious customer can also bring new customers for the simple fact of word of mouth communication. If a pervious company is happy with the company that means that customer will tell their friends about the company and bring business to the

As a business manager in human relations you must understand the differences in cultures. The labor force in today’s society in the United States workforce is getting more racially and ethnically diverse, as the number of women are also increasing. Companies use human resources management to gain a competitive advantage. Companies can no longer take the traditional approach of depending on white males to form the core of the workforce. In today’s society managers must look broadly to use talent wherever it could be found. Managing diversity is a huge issue in today’s society because each culture has a different way to be handled. If managers can be effective at managing diversity in different cultures, they will have an easier time

As an international graduating senior, SWE will help me grow in my diversity and cultural competency because I will get to interact with women from all cultures and backgrounds and will give me the opportunity to learn more about how women are breaking down cultural barriers to succeed in a male dominated field. As a participant in the Collegiate Leadership Institute, I will learn how to develop my leadership skills and personal brand, how to negotiate salaries and many others. I will interact with like minded people who share my passion for engineering. SWE brings the best minds in all engineering industries and by attending the workshops, I will grow my creative thinking and be more innovative as I learn about the innovations happen at several

Welcome to this year’s national convention! I would like to thank all of you for coming tonight, but I would especially like to thank Professor Akers for organizing and planning this event. Tonight, we will be discussing communication and behavior issues in leading a diverse work culture. Did you know that non-white workers now make up nearly one-third of the labor force (Burns, 2012)? Statistics too boring to keep your attention? How about this: “Racially diverse teams outperform their non-diverse counterparts by 35 percent (Woolf, 2017). Do I have your attention know? As you can see, diversity in the workplace doesn’t have to be a requirement just to meet government regulations and ethical expectations. There are tremendous implications for your business. Unfortunately, there are several issues possible plaguing and inhibiting your business in regard to diversity. We will discuss the most predominate issue, communication and communication behaviors.

Safeway invested in programs to attract, develop, and retain its best talent and to position the company as an employer of choice. Although 70 percent of Safeway’s customers are women, male leaders had been the norm in the retail grocery industry. Safeway took initiatives to help women, including women of color, advance into management. The CEO speaks regularly with employees about diversity issue, and employees have access to DVDs featuring interviews with successful employees who are women and people of color. The company ensures that all employees who qualify for its Retail Leadership Program, including those who work part-time and have flexible schedules to juggle work and family responsibilities, have the same opportunities for coaching, development, and advancement. A women’s leadership network sponsors development meetings between promising women and executives who suggest new job opportunities that can help the women advance to next level. With these and other efforts, the number of female store managers has risen a dramatic 42 percent, and financial analysts have concluded that the advancement of women and minorities has increased Safeway’s sales and earnings.” (Noe, el al. p.67)

Workplace diversity refers to the variety of differences between people in an organization. Workplace diversity is about acknowledging differences and adapting work practices to create an inclusive environment in which diverse skills, perspectives and backgrounds are valued. It is about understanding the individual differences in the people we work with that arise from a broad range of backgrounds and lifestyles, and recognizing the value of using those different perspectives, ideas and ways of working to enhance the quality and outcomes of work. Our diversity is shaped by a variety of characteristics including age, ethnicity, gender, disability, language,

The topic that I’m choosing is Chapter 17, “Managing a Diverse Workforce.” Although there is an improvement in the diversity in the workforce, there is still room for change. Businesses have made many changes to help enforce the laws that were passed regarding diversity in the workforce. Women have been integrated into the workforce and there also have been many immigrants from other countries that have been given a new start to the workforce in the United States. Laws of equal opportunity have been made to help increase the workforce diversity. The goal for full equality of women and persons of color in the workplace has not been fully met; however, the United States’ workforce has made a lot of progress.

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

2. When a company grows in size and makes the decision to expand internationally, it is vital for its image among current and future customers to complete projects effectively and on time. Furthermore, it is also likely that such an expansion would entail the representation of more than one culture among the workforce. Indeed, while many employees will be relocated from the home country, a further proportion will be hired from the host country. To facilitate the relations and

5. RELATIONSHIP MARKETING: In this competitive era, companies are always looking for ways to develop and maintain a long lasting relationship with customers, employees and even suppliers. Relationship marketing is two way traffic; it goes beyond just making ‘sales’ and companies are beginning to realize. Good relationship with customers is a strategic weapon for any company, this is because long term customers buy more, do referrals and give back valuable and truthful feedback. Keeping a customer requires an extra effort. According to the founder of Walmart: “There is only one boss, the customer, and he can fire

The hospitality industry around the globe is characterized by the existence of diversified workforce. As a result, it requires highly skilled Human Resource Management (HRM). The research paper here tries to acknowledge the impact of diversified workforce and how management handles their employees from different cultural backgrounds. The paper gives a brief background of the story, followed by an extensive literature review. The literature review section focuses on various theories and models of eminent authors and research scholars. The theories aim at providing knowledge regarding the benefits, challenges and opportunities of having a diversified culture in the organizations. While some authors emphasize on adopting diversification in the companies, others point out the disadvantages related to having employees from different cultural backgrounds. They also offer practical recommendations to the HR managers to help them successfully deal with the cultural diversity issues. The main aim of the paper is to identify the research gap identified in the literature review section. The research methodology applied here is based on secondary data collection. Secondary data are such data which have been previously collected by some agency for a purpose and are merely compiled from the original source for use in diverse connection. The study has been assembled with the help of various journals, books, websites, etc. Theories have been used that focuses on how cultural