Noriko has noticed that after implementing several changes to improve morale and cohesion at her pizza parlor, people are getting along better. Maybe a little too much better. Everyone seems to be thinking and acting the same. So, she decides to hire a few new people—individuals who can look at the work with fresh eyes. Do the following: Using concepts and theories from the text, list five ways in which creating a more diverse workplace might impact the group’s and organization’s performance and explain in your own words why increased diversity will help each.

Noriko has noticed that after implementing several changes to improve morale and cohesion at her pizza parlor, people are getting along better. Maybe a little too much better. Everyone seems to be thinking and acting the same. So, she decides to hire a few new people—individuals who can look at the work with fresh eyes. Do the following: Using concepts and theories from the text, list five ways in which creating a more diverse workplace might impact the group’s and organization’s performance and explain in your own words why increased diversity will help each.

Understanding Management (MindTap Course List)

10th Edition

ISBN:9781305502215

Author:Richard L. Daft, Dorothy Marcic

Publisher:Richard L. Daft, Dorothy Marcic

Chapter8: Managing Change And Innovation

Section: Chapter Questions

Problem 1GL

See similar textbooks

Similar questions

Manali is promoted to the position of Senior Manager of a new department (Department ofStrategic Development) in her company. While she is delighted with her new deployment,she is unsure if the team would respond well to her leadership. Hence, she is anxious abouthandling new work processes and working with her new team. a) Applying a suitable model of self-awareness that portrays the relationship between whowe are and what we reveal to others, explain how the model can benefit Manali inenhancing her self-awareness and in helping her to better understand her relationshipwith her new team
1. How is excellence achieved within a team? a) When everyone thinks and acts alike b) When everyone works independently c) When the supervisor is strong and forceful d) Respectful team members who support one another 2. After compiling a daily task list, determine the value of each task. What do you do with the tasks you determined to be 'high value'? a) Start working on accomplishing these tasks right away. b) Block time on your calendar for these tasks. c) Begin to determine who you can delegate these tasks to. d) Save these tasks to be the last thing that you do. 3. What should you guard against if trying to multitask? a) Other people trying to assist and throwing you off task b) Not working hard and fast enough c) Trying to accomplish too many things at the same time and becoming inefficient. d) Distractions and interruptions 4. What are natural supports? a) Supports that are paid for by state disability support programs. b) Equipment like…
Using the information in the chapter, discuss how the organization you work for does/does not foster an ethical work environment. Based on what you learned within the chapter, in what ways could your organization improve its ethical working environment? Briefly describe the purpose of Hofstede’s Value Dimensions study, and then provide 3 takeaways that you found of interest.
Within the dynamic environment of a rapidly growing start-up, a case study was conducted to examine the staffing challenges impacting operational efficiency. The company had experienced exponential growth, resulting in increased demands across departments, yet struggled to align its staffing levels with this expansion. Issues of contention revolved around recruitment bottlenecks, skill gaps, and the strain of high employee turnover. The case study sought to dissect these challenges by analyzing the hiring process, assessing the onboarding strategies, and understanding the factors contributing to attrition. By gathering insights through employee feedback, performance evaluations, and benchmarking against industry standards, the study aimed to propose actionable solutions to optimize staffing and sustain the company's growth trajectory. Question: In the face of rapid growth and staffing challenges, what innovative recruitment and retention strategies were discovered or implemented to…
Mauricia Corp., a biotechnology firm, has initiated a program that encourages employees to form groups, on the basis of a particular characteristic such as race, sex, ethnicity, etc. Mauricia Corp's initiative is based on the belief that such programs would help team members to discover their true potential and climb the corporate ladder. Which of the following is a likely disadvantage of such a set up? a. It could result in a reduction in productivity. b. It could lead to divisiveness. c. It may widen power distance. d. It may heighten the sense of individualism.
Employees and leaders can be reluctant or resistant to embrace the new culture and structure of the workplace. Theymay prefer to stick to the familiar and comfortable ways of doing things, rather than adapting to the changing environment. Conduct a comprehensive analysis of the strategic implementation of the Chaos Theory for effectively navigating unforeseen changes within an agile environment.
Peter Druker’s famous adage culture eats strategy for breakfast is often used in organizational conversations about building the organizational value proposition that helps attract and retain top talent. In my experience, that expression can be misapplied to suggest that the softer side of culture is the most important aspect of an organization’s approach – the nontraditional engagement experiences aimed at making a workplace fun.Don’t get me wrong – I’m a huge proponent of fun workplaces. But it often seems that performance is an overlooked or underrepresented component of making a workplace engaging, exciting and the kind of place people want to be part of.Performance-oriented cultures where goals are ambitious and teams work hard to achieve big things – can be some of the most fun, most compelling places for top talent to join and stick around. Winning together bonds teams to each other and to the company, particularly when those victories are founded on a performance…
Peter Druker’s famous adage culture eats strategy for breakfast is often used in organizational conversations about building the organizational value proposition that helps attract and retain top talent. In my experience, that expression can be misapplied to suggest that the softer side of culture is the most important aspect of an organization’s approach – the nontraditional engagement experiences aimed at making a workplace fun.Don’t get me wrong – I’m a huge proponent of fun workplaces. But it often seems that performance is an overlooked or underrepresented component of making a workplace engaging, exciting and the kind of place people want to be part of. Performance-oriented cultures where goals are ambitious and teams work hard to achieve big things – can be some of the most fun, most compelling places for top talent to join and stick around. Winning together bonds teams to each other and to the company, particularly when those victories are founded on a performance…
The topic of the inclusion of people with functional diversity to the labor force of a company, the legal structure and the strategies around it are discussed. Taking these elements into context, imagine that you are the owner of a sportswear manufacturing company, and it has as a goal that 50% of its workforce be people with functional diversity. Discuss what strategies you would develop in your process to achieve an effective and productive inclusion of these workers in the company environment. When analyzing the situation, write an essay using the following format: Introduction: Comment on the challenges that functional diversity represents for the business environment.Development: Respond and support your answers for each of the following questions in a maximum of five individual paragraphs:Identifies and concisely presents three laws or regulations that require or support the process of inclusion of people with functional diversity in a company.Discuss the strategies or processes…
Source Johan Steyn https://www.itweb.co.za/content/RgeVDvPRrVJMKJN3 )“Some employees or leaders may be reluctant or resistant to embrace the new culture and structure of the workplace. Theymay prefer to stick to the familiar and comfortable ways of doing things, rather than adapting to the changing environment.”Conduct a comprehensive analysis of the strategic implementation of the Chaos Theory for effectively navigatingunforeseen changes within an agile environment, as highlighted in the case study. Please help me in doing my homework
Syukriah has been recruited to work with a multinational corporation (MNC) from the United States. Syukriah was very excited to work with such a big international company. During the induction period, she was exposed to so many contradictory elements to Islamic values and Malaysian culture. However, she was asked to share her exposure to Islamic values and Malaysia culture based on Global Leadership and Organization Behavior Effectiveness (GLOBE) framework. QUESTION a) Discuss five (5) dimensions from Global Leadership and Organization Behavior Effectiveness (GLOBE) framework about work culture in Malaysia to be learned by her colleagues at the company. b) Explain a reason for her company to insist her in following the American culture closely.
A high performance culture can be defined as an organisational culturewhere the corporate values for achieving the organisation goals are deeplyembedded in the hearts and minds of all employees. Describe the essential characteristics in High Performance Work System.please provide detailed answer.minimum 700 words