Dole Critique Summary

All Public services organizations are bound to follow a range of policies and procedures, to ensure that they have a diverse workforce, such as:

The policies that incorporate and promote diversity within the DOC and FBP are listed within the Personnel and Staff Management Policies. These are incorporated in individual policies that include and are not limited to: (1) Affirmative Action; (2) Anti-Discrimination; (3) Discrimination and Retaliation Complaints; (4) Employee Development; (5) Human Resources Management; (6) Employee Conduct; (7) Physical and Medical Standards; (8) Upward Mobility; and (9) Workplace Violence Prevention. Each of these standards ensures diversity is promoted throughout the organization. Also, specific requirement dictated by each document ensure inclusive equal opportunity and treatment for all and by all employed (Affirmative Action and Diversity Management

Diversity has become a major part of society in the past decade and organizations have continued to adapt to our changing world. One way that organizations provide support for human and world differences is by creating a diversity mission statements that support the company’s actions. Diversity mission statements for corporations compared to non-profit organizations are more similar than I expected since. Verizon Wireless is the corporation I chose to research due to their current market share and success of the company. Verizon (2017) stated in their diversity statement how important and vital their employee differences have contributed to their success. According to Verizon (2017), 59% is their current workforce diversity and over half of

Organizational behavior is the study of human and group behavior in organizations using methods such as sociology, anthropology, psychology, and political science (Schermerhorn, Hunt & Osborn, 2005). This study also empowers leaders to understand, predict, and influence the behaviors of workers. Furthermore, good leaders must also possess other qualities such as good communication skills, an ability to understand the culture of an organization, and must be knowledgeable about diversity in the workplace. Ress Asst (2012) describes diversity as the understanding of values and characteristics of different people. In order to have a diverse working environment, managers must be respectful, appreciative, and acknowledge the characteristics and ideas of individuals. Proper management of diverse employees allows for companies to receive the benefits from different talents and skills that employees are able to bring to the table. With diversity management, employees of different backgrounds learn to understand that everyone is not the same. However, with their differences, they are able to work together to get a job completed. This concept can be easy for managers to implement and practice by educating employees, communicating effectively, and enforcing how employees should treat each other.

Michael Lewis’s complaint that leading presidential candidates ignore the salient issues of the election, and is based on the ways that Candidates like Bob Doles refused to engage with other candidates, and members of the public. Lewis says that the Dole campaign, “… Would lose no luggage … would take no stands…” (Lewis, p. 110) and this is because Bob Dole was not just a person, he was the face of a team of “rented strangers” (Lewis, p. 110) who are experts at doing running campaigns, setting platforms and making sure that reporters traveling with the campaign team do not have their luggage stolen when the candidate changed his plans last minute. Bob Dole’s refusal to actually take stands, to have ideas, and to move forward, actually ended up being a winning strategy, at

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.

One of the objectives that the team discussed was diversity in the workplace. Major corporations have encountered issues concerning diversity in the work place. Our team can directly relate to this subject in the workplace since all of us are diverse minorities in our individual work place. It was discussed in the group that diversity in the workplace is the manager’s responsibility to insure that the workplace is a diverse environment. Managers in most companies are required to hire a diverse staff. Managers have the ability to use race, religion, and tenure as qualities to inspire success and

Creating a workplace environment that enables employees to flourish includes the recognition that cultural diversity is important.

Our company has done great job in managing diversity so far. We rank in the 11th of the Diversity Incorporated Top 50, and rank the 8th of the Diversity Incorporated Top 10 companies, which has women in the executive committee. In our company, 29% employees in our company are minorities, we are concerned about diversity in work place, and we appreciate our employees’ opinions. We endeavor to provide equal pay and

I have the privilege to interview Kimberly Dole and from my interview I discovered an organization that cares as much for their personnel as their business model.

     Finally, the individual needs to be comfortable when dealing with the dynamics of diversity. This person will need to utilize a process framework in addressing diversity. This means take the time to understand both sides of the story before deciding who was wrong. Sometimes a saying may be interpreted wrong because it may be acceptable in one culture but not the other. A diversity mature individual will take the time to ask questions to better understand the situation, and then provide a solution to help both parties resolve the matter in a peaceful way. This technique will allow employees to regain focus and continue performing at peak levels.

An Australian organization, which highly regards diversity management, is Woolworths Limited. Their diversity policy stating that they are ‘committed to an inclusive workplace that embraces and promotes diversity… We value, respect and leverage the unique contributions of people with diverse backgrounds, experiences and perspectives to provide exceptional customer service to an equally diverse community’. Woolworths statement is based on the moral

An increasing number of companies are realising the benefits of having a diverse workforce and as a result are incorporating equality and diversity objectives in their business strategies.

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)

population. Companies need to focus on diversity and look for ways to become totally inclusive organizations because diversity has the potential of yielding greater productivity and competitive advantages (SHRM, 1995). Stephen G. Butler, co-chair of the Business-Higher Education Forum, believes that diversity is an invaluable competitive asset that America cannot afford to ignore (Robinson, 2002). Managing and valuing diversity is a key component of effective people management, which can improve workplace productivity (Black Enterprise, 2001).