Environment Changes and Challenges

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).

The environment has changed over the years. Back in the 1980’s people were concerned about the environment. That was the earliest people began to worry about the whole environment. During this time people find out the environment was getting polluted more and more each day. Many people don’t know that the environment has a very important role in life. It just isn’t about the trees anymore like people thinks it does.

Managing Diversity in the workplace is more than just an acquired skill, it is "a way of thinking" (1). It involves creating an environment that allows all employees to contribute to organizational goals and experience personal growth. The key is to help employees reach their full potential by creating an environment that will allow them to be motivated and productive and ultimately, be beneficial for the organization.

The way in which an organization tackles diversity determines its negative or positive outcome. All the 5 companies agreed that diversity has contributed to their success. Some barriers were identified in managing diversity like the difficulties faced by women in managing the work and family, fear of discrimination, resistance to change, diversity is not seen as an organizational priority, resistance to change and unsupportive working environment for diverse employees. Diversity contributes to more productivity but if not properly managed could hinder success.

important for the management to clearly articulate the organization’s definition of diversity to include the

Diversity in the organization can affect the employees and their behavior in many ways. The effect can be positive and negative in the same time. The positive effect is, it will wider employee knowledge, skills, and attitude which will allow the organization to become more competitive globally. Higher diversity of employees mean higher diversity of knowledge, skills and abilities. Sharing experience inspires innovative thinking (Claudia Quaiser-Pohls, 2013, p. 41). Today in the modern workplace, most organizations will have

For the criteria of measuring the effectiveness of the diversity within MasterCard, I will research different aspects that reflect their commitment to having a strong diversity image. I will assess their various diversity programs and analyze how they are benefiting the organization, in terms of capturing market share and retaining and attracting diverse employees. I will also look at their hiring practices, and search for statistics on how many diverse employees hold executive positions. I will also research their supplier diversity commitment and see how their

“Smart-Toys-Smart Kids” is a toy manufacturing company. They are providing toys to retail stores in the region. The company has 500 employees. The CEO of the company Fred is looking for alternatives to streamline B2B transactions between his employees and the retail stores. Fred's information systems department has presented him with two alternatives for developing the new tools for better customer service with the retail stores.

NIBCO has 100 years history and $ 400 million revenues. The main product is flow control like valves, fitting, and hangers so on. Compare to other same types of manufacturers, NIBCO wants to provide low price and differentiation of flow control products. In these days, the product quality is not only a requirement among the commodity markets. The value-added services also are good ways to attract more customers. However, when NIBCO wants to give value-added services to customers, the old system cannot suit their needs. The managers of NIBCO decided to use SAP R/3 implementation project, which helps them to deal with issues. From 1998 to 2001, SAP R/3 implementation has run smoothly in NIBCO. As a supply chain business processes, the

The ability of the systems to communicate between departments and support the manufacturing demands of the company is a huge advantage for the entire company. The new system would increase strategic processes for the different departments from planning to manufacturing to distribution to accounting by using the resources more efficiently. NIBCO would be able to identify discrepancies within their planning, purchasing, or manufacturing stages immediately. By decreasing redundant processes the firm is able eliminate waste in order to increase their profit. Another advantage for NIBCO was in establishing a timeframe in their strategic plan with a ‘go live’ date for the implementation of the IS system which meant that the company would be able to resume normal operations. A typical timeframe of installing a new IS system in a company typically occurs within a three to five year plan and NIBCO planned on having the software installed and operating within twenty-four months to limit the interruption for the

The current level of office automation at NDAS varies with each department. The company is also in the process of upgrading its computer systems to improve performance and reduce costs.

The Australia and New Zealand Banking Group (ANZ) is a company that acknowledges that diversity can have a strong input into their organisation and allow for many awards to be reaped. As a business, ANZ ensures that the strengths of people’s diverse backgrounds are celebrated. Through these strengths, it is hoped that strong connections are formed with customers and that they are innovative in their business decisions (Diversity n.d.). These strengths may not have been present if it weren’t for organisations

Third, there was a key fact of the internal environment. Before NBB was marketed, Lebesch and his wife established the core values and beliefs that led to a culture that is ethical, environmentally concerned and socially responsible. NBB is dedicated to the employees, customers and environment while being

It also helped companies to consider an alternate ways to spot opportunities that will give add value and competitive advantage in business in order to capture the market demand. The issue arise from my own perspective is whether BOS can be reliable for the long term success of the companies. How company want to sustain their high performance and success by focusing more on the uncontested market space rather than competing in overcrowded industries.

Keenan (2015) focuses on increasing adaptability with climate changes through the community forestry, which regards as the most proper way to be adapted to the changing environment. Keenan reveals a study finding of the community forestry organizations situated in British Columbia of which almost half of the total organizations successfully achieved adaptability with climate change. Subsequently, a significant portion of the community forestry also integrates adaptability strategies into their plan of action. The author also considers decentralization process that people can follow for more collaborative governance in community forestry. Keenan also focuses on the climate risk that all stakeholders perceived. It could be measured using