Kolb Case Study

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).

Competing in global markets entail many factors and centralization of its human resource practices is certainly vital to improve global competitiveness and empower employees for global assignments. To achieve success in global marketplace, the challenge of all businesses regardless of their size is to understand global corporate cultural differences and invest in human resources which includes selecting and retaining talented employee, training and development whilst encouraging employees to be innovative and creative. Employees selected to work in foreign locations should be prepared beforehand with adequate cross-cultural training. For an organization to be successful in the international marketplace, it must be concerned with this fit from both an internal and

The purpose of this paper is designed to introduce, educate, and promote diversity within your company. Your company will be shown the merits of diversity and how diversity within your organization can be a benefit. This paper will be broken down into three main areas: Benefits of Diversity, Challenges of Diversity, and Recommendations for an effective diversity within your organization..

As we enter the new millenium, diversity in the workforce is rapidly increasing. Businesses and organizations are living up to the great melting pot image the United States has always been popular for. Employees now reflect a diversity of cultural perspectives, ethnic backgrounds, ages, genders, physical abilities, and levels of education. This wave of multiculturalism is here to stay and cannot be ignored. It is in need of attention in order to uphold the well-being and success of businesses and organizations all over the country.

Presenting Problem: Kaleb is a 12 y/o white male presenting ADHD-CT, ODD, and Adjustment Disorder with anxiety and depressed mood. Kaleb was alleged locked in a closet as a form of discipline for lying, stealing and wetting the bed with only a mattress, pillow and bed sheet allowed where CPS was involved. He was required to perform numerous military style exercises as a form of discipline. He has been engaging in assaultive behaviors at school, and at the Seton house. He has demonstrated behaviors in foster care placement to include cursing using racial slurs, and threatening to run away. He is currently placed back with his biological father and stepmother. He also engages in lying, stealing, manipulating, fire setting, abusive behavior

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

Today’s management in the workforce is composed of all types of people verses thirty years ago when white males held a majority of upper-management positions in companies. These positions are now held by a mixture of ethnic back grounds and women who hold just as many if not more management positions then men. Just by looking at the changes in management demographics shows how important it is for people to understand cultural competency in the workplace. Dr. Roosevelt Thomas Jr. (1999) stated, “Diversity is the collective mixture of whomever we have in our workforce characterized by their differences and similarities” (p.11). Managers and supervisors must understand the characteristics of a diversity mature individual; they also need to be

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)

Dowling Peter J and Welch Denice E and Schular Randall S(1999), International Human Resource Management, South-Western College

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

Organizations have been becoming increasingly diverse in terms of gender, race, ethnicity, and nationality. This diversity brings substantial potential benefits such as better decision making, greater creativity and innovation, and more successful marketing to different types of customers. But, increasing cultural differences within a workforce also bring potential costs in higher turnovers, interpersonal conflicts, and communicational breakdowns. The utilities of diversity training and the essential managerial skills required for effectively managing diversity will also be discussed.

Demand reasons: There is always an increase in demand for the skilled class people to build the emerging international markets irrespective of the face that the economy in a declining position. Firms recruit, use the same staffs to go onsite work to do the part of short term access with their specific talents. This motive helps the companies to achieve the execution of their projects and at the same help to develop the competitive market. Nowadays all over the world companies are facing the challenges to find the right talented skilled people especially in Europe and north America and the challenges are most severe for new managers and young professionals in the markets such as the economies of Central and Eastern Europe and the BRIC economies of India, Brazil China, Russia (Bhatnagar, 2007).The need for effective talent management strategies and practices that work in emerging markets is increasingly recognized by top MNC managers yet there has been little systematic research of talent

In response to the growing diversity in the workforce around the world, many companies have instituted specific policies and programs to enhance recruitment, inclusion, promotion, and retention of employees who are different from the privileged echelons of society. The privileged groups may vary from one country to the next. The workforce of the world is a dynamic environment, and in order for this dynamism to be put to use for the benefit of organizations, they must develop an effective strategy for managing diversity. Global Diversity Management refers to the voluntary organizational actions that are designed to create greater inclusion of employees from various backgrounds into the formal and informal organizational

The variety of talent management issues facing international organizations nowadays is enormously broad. One of the main tasks facing companies all over the world is constructing and supporting a solid talent pipeline. Not only do companies need to regulate to shifting demographics and work force preferences, but they also need to build new abilities and invigorate their organizations — all while struggling with new competitors, investing in new technologies and globalizing their actions. What do businesses operating in various markets must do to fascinate and develop the very top employees so they can stay competitive worldwide? To study how primary international companies are facing up to the talent test, I will examine both qualitative and quantitative data at a leading global company. I believe that the most suitable case study organization for such a task should be “Facebook”, since Facebook’s talent managers put together a world-class business case to get funding for all of these features mentioned above. All of these features are designed for allowing employees to do the best work of their life and more uninterrupted time for innovation. Facebook’s talent managers believe that this will upsurge employee and firm impact globally. Furthermore, talent management is a part of Facebook’s business strategy and it is entirely integrated within all of the employee related processes of the company. In 2013 “Glassdoor”, most used online job searching portal in the USA, listed

According to (Adler, Nancy, and Allison, 459), there has been a developing trend among global business organizations to hire employees around the globe. This has been attributed to the need for growth and development to other areas in order to explore new markets. Global hiring refers to situation whereby the