Micron Technology 's Diversity Culture

The Diversity in the Workplace Policy will immediately address concerns between the United States and United Kingdom about hours and benefits as well as legal and cultural differences between the two. Consequently, by taking prompt action to diversify the workplace, Techfite will show their culture to gain acceptance between respective parties. Moreover, Techfite’s culture known for developing leadership and introduction of said policy could show the corporation 's commitment to promoting diversity in not only current leadership but by displaying diversity in the development of future leadership which is in tune with Techfite’s culture of leadership development. Moreover, by diversifying the workplace, it shows employees that there is an openness within our organization that encourages our culture of workplace collaboration by encouraging them to express ideas and opinions with equal value to all.

Findings and Conclusion: Two types of diversity was analysed in this research- inherent diversity and acquired diversity. Inherent diversity includes traits a human is born with like sexual orientation, gender and ethnicity. Acquired diversity includes traits gained with experience like appreciating cultural differences. The research shows that companies which have 2-D diversity perform better than others by creating an environment of innovation. A growth rate of 45% in market share and 70% in capturing a new market is shown by firms having 2-D diversity.

Innovation in Research and Development: TI was the pioneer of semiconductors in the 1950’s, actually inventing the semiconductor. With their strong abilities in production, they were able to cut costs. But beyond this, as a technology establishment, it plays a high premium on innovation. This innovative culture of Texas Instruments enables the company to remain buoyant amidst the intense competition in a world of technological breakthroughs. One way by which the company achieves this is in its investment in research and to maintain this key competence. TI 's R&D teams are embedded in every business unit across the company and they work directly with customers and stay close to the realities of the market. Texas Instruments annually spends over $1.9 billion on R&D to innovate semiconductor technologies that promote

Diversity is becoming a more increasing and ever changing dynamic to the business environment. Organizations can either embrace and grow with diversity or be left behind and die out. One of the organizations that is growing with diversity is Target. This paper will look at Target in depth on what they are doing right and wrong, what makes them a leader in diversity, and what leadership is doing to encourage diversity.

Throughout the book The Loudest Duck by Laura A. Liswood, we learn about what it means to be truly diverse and how to obtain this diversity. The book gives many examples of how and why it is important for companies to be diverse. Through this paper I will be outlining the main points the other made and share some of the lessons I feel are important.

In business , diversity has seen action in the managing of human resource as essential capital in fostering businesses at a global scale . Diversity is also seen as a concept where differences can be a powerful resource . Based on the Case facts, Xerox value diversity as the most priceless resource to drive the company towards achieving its goals.

Slowly, society is changing its views about diversity. Beginning with strong legislation regarding anti-discrimination in the workplace, laws have been established, in the United States, from the Civil Rights Act and Title VII of 1964 (which prohibits discrimination based on race, color, sex, religion, and natural origin), Age Discrimination Act of 1967, Pregnancy Discrimination Act of 1978, and the Americans with Disabilities Act of 1990, just to name a few. These, and a multitude of other laws, have been created as a need to comply with equal opportunity employment objectives as well as a personal feeling of wanting to “do the right thing.” Now, many decades later, it’s not just doing the right thing but rather doing the “smart thing”. With a global economy, a technological revolution, and both customers and suppliers coming from diverse backgrounds, it makes

Compared to every other domestic industry, the semiconductor industry is unique. It is perennially one of America’s top exports, and every year, chip makers and designers dramatically increase the performance of their products while decreasing prices, making high-end technology goods increasingly productive and affordable for consumers.

The company that will be used for purposes of this essay is Micron Technology Inc. Any company that is in the technology sector is hinged on innovation. Its ability to do so or lack thereof is a key factor in its growth and success. Consequently, its core focus is on resources that continuously ensure its ability to create and innovate as this is a huge determinant of its relevance in the market.

Diversity at Target, like everywhere, is a work in progress. Target is ahead of the national average in terms of minority hiring. Additionally, the company has a higher percentage of minorities in management positions than the industry average. “The Strength of Many. The Power of One,” is Target’s tagline for diversity. It is realized that we need many points of view all working towards the common goal in order to be successful. The goals set forward in this plan are: to increase diverse hire mix by 30% over last year; improve retention rate by 30% over last year; and to develop high potential diverse talent in the ST. Louis market. This can be done

One of the tops 100 companies in America for Diversity is Google. They have been on the top spot for six consecutive years being the country’s best companies to work for. Google is in the information technology industry the company founded in 1998 and their headquarters is located in Mountain View, California having a total of 72,053 employees. Google is a great example of company culture, in how they treat their employees with free meals, trips, parties, financial bonuses, gyms, a dog-friendly environment and so on. Google is known to be driven, talented and among the best of the best. And with this success even the most successful company needs an evolving culture that can grow along with the company. It has been a challenge for the major

Microsystem is the most direct relationship. The microsystem consists of close family members, caregivers, school, child care, and parents. The exosystem contains ecological elements that have a great influence on a child's development, but this ecological element is not involved with the child directly. The exosystem consists of child care regulations, training opportunities, parent’s workplace, neighbors, extended family members and availability of health services.

Many organizations are beginning to view diversity as an organizational change. This could possibly mean changes in the power dynamics and organizational structure, the way decisions are made, and the way an

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).

While Apple’s products are innovative, their 2014 workforce did not exhibit the diversity they claim to support. According to their 2014 workforce demographics survey, Apple reported that 70% of its U.S. employees were male and 55% were white (Chowdhry, 2014). These figures show that supporting diversity and inclusion, in theory, does not necessarily translate into actual behaviors. However, Apple’s CEO Tim Cook was not satisfied with these demographics (Chowdhry, 2014) and as continuation of their diversity initiative, they have taken steps to increase the diversity they claim to embrace to include updating their charter to increase minority representation on their board of directors (Chowdhry, 2014). While their 2015 workplace figures are relatively the same (69% male/54% white) (Inclusion & Diversity, 2015), the fact that Apple’s leaders recognize their shortcomings and are increasing their recruitment and hiring of minority employees (Inclusion & Diversity, 2015), in addition to donating $50 million in a multi-year initiative to increase minority representation in the technology industry (Lev-Ram, 2015), proves that Apple is truly trying to practice what they