Posted: November 20th, 2014

Organizational Diversity

Organizational Diversity

Project description
Read the attached video transcript and in 250 words, comment on it.
Jun 19, 2014
Speakers: Matthew & Sarah
SARAH: Well since you have a bit more free time this afternoon, I’d like to discuss why diversity in our workforce is so important. In brief, diversity is about recognizing, respecting and valuing differences in our employee make-up. This can be based on ethnicity, gender, color, age, race, religion, disability, national origin and sexual orientation. But, it may also include things like socioeconomic background, educational level, geography, our family status and our personality traits.
MATTHEW: Well I think it’s great that we’re so diverse here at this company. I especially enjoy our multicultural we are.
SARAH: Well since you bring it up, it’s not just a great experience for the employees, it’s a solid business strategy. The demographic of the U.S. is transforming the culture and buying habits of our country and its happening quickly. Our customers are more diverse than ever and there are more jobs with customer interaction today so we need to be able to respond to them respectfully.
Also as we continue to become a global economy, being diverse actually gives us an advantage. Companies from outside the U.S. appreciate that we not only try to understand their language but also their culture. By being diverse as a workforce, we become multicultural in our ideology and business practices so we grow from within. As a global company, we need to demonstrate there is no stereotypical American workforce.
MATTHEW: Okay so how do we go about hiring a more diverse workforce?
SARAH: There’s an absolute connection between recruiting a diverse workforce and our global business strategy so we need to be creative in terms of our recruitment efforts. There are a number of recruiting strategies to help reach out to other cultures including holding job fairs in minority neighborhoods, offering corporate scholarships as well as sponsoring job fairs with minority professional organizations, reaching out to international refugee organizations. There are also a number of websites where minority resumes are posted. We can connect with organizations that place persons with disabilities, and I know we are now recruiting retired professionals who still want to work. You can also use marketing campaigns with ads that show your multicultural workforce.
MATTHEW: I think we’re pretty diverse as a company. I think we do a great job here.
SARAH: I completely agree, and on that note, I’d like to show you how diversity can actually bring a
BYRON: Okay, as of 3pm today we are officially in crisis mode. Now if we sign this production proposal with [ph] Arapor Enterprises we increase our revenue by 18% in that market. I’ve checked out sending our proposal to the translation service but the soonest they can get it back to me is by Tuesday and that’s really going to put us behind. I really wish there was someone on staff who was fluent in Portuguese. I mean I even had HR go ahead and look through personnel files to find someone.
JOHN: Yah, this is a tough one.
MARIA: Byron, I am fluent in Portuguese.
BYRON: Thanks Maria. I know you’re new here and you really want to help out but this is a pretty technical document.
MARIA: I am fluent. [Speaking in Portuguese] I was born in America but my parents moved here from Brazil. I can translate the proposal. Actually I can translate anything. And as far as it being technical, I am an engineer.
BYRON: Okay. Maria, I’m going to trust you on this one. All right, well it’s going to be a challenge getting pricing especially because it’s Euro pricing and our analyst is out.
JULIE: I can go over to production and personally check the pricing in inventory.
BYRON: I appreciate your team spirit Julie but you have to have a working knowledge of all of our pricing and components.
JULIE: I transferred in from New York where I was in charge of inventory for the entire East Coast. I worked with the European inventory there. I checked pricing all the time.
BYRON: Julie, that’s fantastic. Well if you can address the pricing deadline then that will get us a step closer. Well I sure can use some help gathering endorsements from our Latin and South American customers.
JOHN: I’m on it. That’s the majority of my customer base.
BYRON: Great. Well, the only hurdle we haven’t cleared is getting approval from legal.
MARGARET: Don’t worry about legal. I’ve been here 23 years and I’ve learned how to work with the folks in that department. I know I can pull some strings.
BYRON: Margaret, legal is all yours. Well, my final issue is checking our proposal to make sure it’s not culturally inappropriate. Maria, I know I’m putting a lot on your plate but you think you can handle that one too?
MISOON: Well I’ll work with Maria on that one. My degree is in global business management and we actually studied culturally appropriate business practices. My main focus was actually South America and I’m especially familiar with Brazil.
BYRON: Well that’s fantastic. Thanks Misoon. Well I must say I’m stunned but I’m proud. We are officially out of crisis mode. I guess the only thing I need to say now is great job team and let’s get to work.
MATTHEW: What a great scenario. I feel like the same thing happens here all the time. We have such a diverse work group and we all contribute to the company’s success.
SARAH: And I hope we can continue to grow in that direction. Now do you have any more questions for me?
MATTHEW: Not this minute.
SARAH: Well Matthew, you can stop by any time. We’re always here to help and as you know, our door is always open in HR.
[End of Audio]

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