Shell And International Business : Shell

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.

Diverse viewpoints, welcomed in an inclusive culture, can promote cross-pollination of ideas and yield new insights that would otherwise not occur (Derven, 2014). In today’s globally challenged economy, it takes mixture of fresh ideas, creativity and experience to beat the competition. Microsoft understands as a company, one sure way to improve morale to treat each employee with respect. This means recognizing them for who they are as individuals, valuing their input and making them feel welcome in the organizational family. The more organizations focus on creating an inclusive culture, the better opportunity they have to demonstrate agility in overcoming today’s economic barriers. Looking across these different industries, it is clear that to be successful, D&I initiatives must be adapted to each region, requiring a multi-faceted approach embedded into organizational practices and policies. Organizations that invest and respond to seismic shifts in the world's populations and patterns of growth will be leaders in their workplaces, marketplaces and communities. (Derven,

Shell is a global group of energy and petrochemical companies. Their operations are divided into four businesses, which are upstream, downstream, integrated gas, and projects and technology. Upstream focuses on exploration of new liquids and natural gas reserves. Integrated gas focuses on liquefying natural gas (LNG) and converting gas to liquids. The downstream division turns crude oil into a range of refined products, which are then moved and marketed around the world for use. Projects and technology is responsible for delivering new development projects (“What We Do”).

Levitt (2014) defines culture as the coherent, learned, shared views of a group of people and about life’s concerns that ranks what is important, furnishes attitudes about what things are appropriate, and dictates behavior. Macy’s corporate culture possesses a diverse leadership team to target their diverse customers and locations. Diversity, based on experiences and passion, gives the Macy’s leadership team new perspectives to promote successful business. Levitt (2014) suggests organizational diversity can be considered as a mixture of people with different group identities working in the same social system. A multi-cultural team of Americans, Italians, Germans and Swiss would adapt well in the rich bouquet of culture in Zurich, Switzerland. As a new team leader, the biggest concern would be establishing integrations between the different cultures working together at Macys.

Many employee included within the article have many different cultures and even personality and ideals. However some cultural issues will occur.

In the preparation and development of an appropriate recruiting for this organization, it's not only important to employ people with the necessary skills, knowledge, and behavior but it's also important to recruit individuals who fit with the organization's culture (Weyland, 2011). Since knowledge and skills are likely to become redundant in the long run, the most enduring aspect of every employment relationship is cultural fit since it enables both parties

Diversity today is seen not only as the aftermath of the globalization process but also as the driving force of progress and an integral part of success of modern organizations. Ethnic, racial, gender, and religious diversity makes each one of us a unique citizen of this globalized world. An organization that brings together employees with such different backgrounds, benefits from the vibrancy of thoughts and varied viewpoints, brought to the company by multiple cultures and unique experiences of its employees. Distinctive capabilities of such workers and their individual skill sets and talents allow them to come up with creative solutions, new ideas and proposals, which increase efficiency of a team. While working together employees of such

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

As per the 14th Annual Global CEO Survey by Price Waterhouse Cooper for the year 2011, the need had been identified to bridge the gap of global skills as one of the biggest concerns, specifically for companies considering attraction, recruitment, development and retention of talents across the globe (Moran, 2014). Costly mistakes, frustration, and confusion are the main consequences of absence of global skills mainly because of ignorance regarding the effect of culture across the work place. This is because ignorance of culture differences result in unproductivity across the organization (Latimer, 2012).

Shell is the largest oil, gas, and energy company compared to Total, Exxon, Chevron, and BP. Shell is very competitive and innovative because they out-think their competition & always change their strategy to be the best. Shell changed their name from Shell Oil & Gas to Shell Energy to set them aside from the competition which was a brilliant move. Peter Voser, the Chief Executive Officer of Royal Dutch Shell stated, “We are delivering a strategy that others can’t easily repeat, with unique skills in technology and integration and a worldwide set of opportunities for new investment”. Shell recently invested and merged with BG Group and changed the entire portfolio which could possibly make them billions in the

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

In a world that has grown increasingly smaller due to mass media, world travel, and readily available information, the workplace has grown increasingly diverse in both gender and cultural aspects. Individuals no longer live and work within the confines of their geographic locations. At almost any position with any company the individual employee is a part of a larger world economy that harvests assets from the ends of the earth. Because of this, companies seek to capitalize on diversity to become more creative and flexible in their business models.

INTERNATIONAL MANAGEMENT: CULTURE, STRATEGY, AND BEHAVIOR, EIGHTH EDITION Published by McGraw-Hill, a business unit of The McGraw-Hill Companies, Inc., 1221 Avenue of the Americas, New York, NY 10020. Copyright © 2012 by The McGraw-Hill Companies, Inc. All rights reserved. Previous editions © 2009, 2006, and 2003. No part of this publication may be reproduced or distributed in any form or by any means, or stored in a database or retrieval system, without the prior written consent of The McGraw-Hill Companies, Inc., including, but not limited

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

Many opportunities are associated with a culturally diverse workplace and global expansion may have potential to provide just such a diverse work group. Cross-culturalism in business can provide leaders and employees with a wonderful opportunity to work with people from different backgrounds and cultures. In addition, “the more opportunities for business leaders to interact with people from different cultures, the more likely they will be to have positive attitudes from different cultures and identify, learn and apply diverse culturally-appropriate business behaviors” (Caligiuri & Tarique, 2012, p. 614). Culturally diverse environments offer a multitude of benefits including “the variety of perspectives, skills and personal attributes” (Matveeve & Nelson, 2004, p. 254). Moreover, multicultural teams have potential to “generate more ideas of higher quality in brainstorming tasks” (Matveeve &