Equality and Diversity in Employment

Equality and Diversity in Employment Equality and Diversity in Employment. (1) In analysis of the ‘Thirst Burst’ case study there are a number of different issues facing the company. First, Thirst Burst as a company, is in a high-pressure setting in trying to achieve its vision of becoming the UK’s largest retail juice outlet. This vision creates great stress not only for the upper management but for all employees as well. This pressure stems from the competitive nature needed to achieve such results along with the uncertainties that are involved whenever a company searches to expand. In acquiring a new distribution plant, Thirst Burst also faced the challenge of assimilating the plant to work under the production standards and guidelines of its existing plants. Along with the acquisition of the brick and mortar, Thirst Burst also acquired the previous employees of this company. This led Thirst burst to have to educate the new employees on how business is handled under Thirst Burst and also the employee dynamic of these new employees were different from the usual makeup of Thirst Employees. This caused Thirst Burst to have to change its ways to accommodate the diversity of the employees. In efforts to increase the managerial staff Thirst Burst chose to keep costs down and promote from within. However, with the changing dynamics of the Thirst Burst employees, this is counter productive in that the great deal of existing employees fell under the general makeup of being white and male. Thereby deterring efforts to diversify all aspects of its business.The creation of a training and development program also slowed the need for diversity, as it gave managers the ability to recruit based on the guidance of, â€Å"ask anyone you regard as suitable and whom you think would fit in.† Since white male largely held management positions, the recruitment was largely steered in that direction and also discouraged other groups from taking part, for example females. Uncertainties in management led to high employee turnover rates and even to claims of discrimination by some employees when faced with tests that were only set in English, a language that was not the employees’ first spoken. Also, the newly integrated employees who were of different racial makeup created turmoil among existing employees who claimed that these employees did not integrate with the existing employees. The offset in employee satisfaction was even more evident after the October 2001 food scare, which caused a decline in sales along with the number of new job applicants. The food scare also created great tension within Thirst Burst, especially in health and safety procedures. This led to bias and irrational decisions made by management to create a controlled atmosphere among employees. However the choices made by management were focused more on individuals than on the entire field of employees and thus created a great level of unnecessary disdain between management and individual employees. The turn of events that followed led management to give this employee great warning about her apparel and when the employee refused to heed to these warnings citing religious belief and that other employees wore similar apparel that went without scrutiny by management. What followed were efforts to single out this employee for her action and management forced a ring of solidarity upon her, which e ventually tied into her becoming ill and led her to take a case to tribunal claiming discrimination. (2) The use of an equality and diversity oriented approach can ease some of the problems facing Thirst Burst. First, the more diverse an organization is facilitates its ability to attract, retain and maximize the utilization of the people from those diverse backgrounds. (Hollinshead, Nicholls, Tailby; 1999) Foreign employees are best understood in light of a diverse organization, also the diverse organization is best equipped to serve a diverse external clientele. Next, creativity thrives on diversity as a multicultural organization displays higher creativity and innovation. Another resource in diverse organizations is the ability to problem solve at a greater rate of resolution, which would have had a desirable effect in calming the food scare and the handling of individual employees afterwards. Research shows that such catastrophic disasters as the Bay of Pigs fiasco, the Challenger Explosion, and the My Lai Massacre are all examples of extreme consequences of groupthink that occurred in highly cohesive, homogenous groups. (Kandola, Fullerton; 1998) For example the homogenous group of white males that dominate the management positions at Thirst Burst. The promotion of diversity at Thirst Burst is not just about dealing with different races and nationalities working together but instead is about celebrating and promoting the differences brought to the workplace by each individual. This requires organizations to adapt to the cultural differences and sociological changes. This carries two-fold for an organization. It places an internal need to make everyone feel comfortable and valued, to where everyone is fully supported to contribute and develop within the organization. On the other side, it is necessary for the organization to adapt to the changing marketplace as diversity becomes more widely dispersed and the homogeneity declines. (Bingham; 2000) (3) In terms of legal and ethical considerations Thirst Burst can be faced with a number of potential problems. One problem that Thirst Burst may face as a largely dominant white male workplace as diversity is integrated is ethnocentricity. Which causes majority group members to view their own group as the right and best group and to evaluate the majorities beliefs, behaviors and values as more positive and correct over those of minorities. Also under such factors the minority groups are more prone to place complaints and grievances that will take time and costs by the company to resolve and counteract the productivity within the company. Diversity can also produce cultural clashes and stereotyping among the different groups of workers. A movement towards diversity may potentially polarize different social groups, harming productivity, while breeding cynicism and resentment. However if management can correctly correlate the different working cultures the result should be the enhancement of work relationships and work team effectiveness. However, the lack of effective diversity management may have diverse setbacks among diverse workgroups creating miscommunications, longer decision times, lower member morale and lower team cohesiveness, which will adversely reduce creativity, innovation, and problem solving. Conflict also results more frequently among diverse groups than in homogenous groups and when conflict does arise, majority group members see an incident of racioethnic injustice as isolated, while minorities view the event as part of a pattern of oppression that is imbedded in the social system. (Wirth, 2001) Problems that specifically effect Thirst Burst are its dominant white male workforce and the problems that entails in taken on a family based Asian company with a different ethical makeup. Also in its recruitment process it is not diversifying but rather recruiting from the same homogenous pool that already largely makes up the company. Also when promoting managerial staff the decisions were left to the managers that were already in place and research shows that majority parties are strongly tiered to promote sameness in the workplace. Thirst Burst also must now face discrimination suits for being partial to certain groups and their religious and ethical beliefs. Largely trying to make an example of the woman wearing the Kara, she refused and pointed out that many other employees wore rings but these employees were not told to remove their jewelry and the women was transferred to the packaging department. This department is extremely cold and she was the employee required to work there for entire shifts. The result, the woman fell to illness and was signed off sick. (4) The actions and approaches that Thirst Burst should make in context of equality and diversity are as follows. First Thirst Burst must define what is the point of view from both parties. This will allow for the identification of what particular behaviors are creating the conflict, how each party feels about the conflict, and what messages are being given. Next Thirst Burst must be considerate of the cultural influences that are pressuring each party to act in a certain way. From this Thirst Burst must evaluate approaches that will enable the company to accommodate the set of values bestowed by each party and not be deterred by the set of values that are most present from the majority group. From this Thirst Burst must find a solution that benefits both parties. This can occur when the company recognizes and accepts each side’s cultural values and is willing to explore different sets of ideals that will benefit all parties within the company. (Bingham; 2000b.) The goal of Thirst Burst must be to treat people as individuals and not paying attention solely to the differences among the groups. The problem with noting the differences is that largely the group in the minority is made to assimilate into the ideals of that of the majority with very few exceptions. A key factor to promoting diversity in the workforce is also to diversify upper management as well. Where tendencies hold to absorb new members and encourage them to adopt and adapt to the central culture of upper management. (Kandola, Fullerton; 1998b.) In all, Thirst Burst must value diversity by not trying to eliminate cultural differences, for example taking heed to the various religious holidays different groups are witness to. (Bingham; 2000c.) Diversity must play a role in the overall strategic business objective of Thirst Burst, where such a program can become lost in the mix if it is a separate strategy away from the core objectives of the company. Therefore, diversity goals mu st be linked to business goals and be a trait that is taken serious and not just matching the requirements of Affirmative Action and EEO programs. (5) â€Å"Managing Diversity† simply put means the effort and attention put forth by managers and other employees upon the diversity among the workforce and how each efficiently and effectively responds towards the challenges created by this diversity. There are key goals that any organization choosing to commit to the concept of managing diversity must adhere to. First, the workplace must contain an atmosphere that allows each individual can feel comfortable working effectively despite one’s cultural differences. Next, have an organization where each member can have a sense of personal achievement and are allowed to use their full potential to contribute towards the organization. Finally, making the most of the benefits of diversification including attracting the best available human talent, the penetration of more enhanced marketplaces and the workforce is better suited to serve a more diverse external clientele. Beyond that a diverse organization has a better underst anding of the political, social, legal, economic and cultural environment of foreign countries. Internally, a diverse workforce displays higher levels of creativity and innovation as ‘creativity thrives on diversity’. Research has shown that organizations that diversify their workforce are more adept at problem solving. Lastly, these same organizations are much better suited at adapting to change and consequently handle more organizational flexibility. (Kirton, Greene; 2000) In search of creating a work environment that best suits managers and employees as individuals a number of key pieces of legislation have been created in the UK over the last 35 years: In 1970, the Equal Pay Act gave individuals a right to the same contractual pay and benefits as a person of the opposite sex in the same employment, where the work duties shared are the same. In 1975, the Sex Discrimination Act prohibits sex discrimination against individuals in the areas of employment and education and in the disposal of management of premises. The 1976 Race Relations Act made it unlawful to treat a person less favorably than another on racial grounds, covering the areas of race, color, nationality, and origin. The 1995 Disability Discrimination Act prohibits discrimination against the disabled in areas of employment, the provision of goods, facilities, services and premises, education; and provides for regulations to improve access to public transport to be made. In 1999 the Sex Discrimination Regulations became a measure to prevent discrimination against transsexual people on the grounds of sex in pay and treatment in employment and vocational training. An amendment was made in 2000 to the Race Relations Act, outlawing discrimination and victimization in all public authority functions not previously covered by the Act. Another amendment was made in 2003 to the 1976 Race Relations Act. The new regulations extend protection from discrimination on the grounds of race and ethnic or national origins. These apply in the fields of employment and training, social protection and social advantage, education, the provision of goods, facilities and services, and housing.   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚   These pieces of legislature are vital to the success of organizational diversity as each plays a role in creating an element that values the individual and the individual’s values. Thirst Burst is committed to surpassing all levels of diversity awareness by providing a workplace that cherishes the differences each individual provides. These differences will become the new image of Thirst Burst providing a workplace where many different people will be able to provide many different ideas, with idea follows innovation and with innovation comes the success of this organization. Our goals are to expand into a broader market with a more diverse clientele and to meet diversity with our own sophistication of diversity within our organization. Thirst Burst will seek to accomplish this â€Å"Management of Diversity† through a number of various resources. Thirst Burst will place a great emphasis in HR to impartial recruiting, training and development, and performance appraisal. We will seek to create a more heterogeneous environment in race, ethnicity, and nationality. Establish accountability and measurement systems. Improve education, especially among management in valuing differences. Promote knowledge and acceptance of cultural differences and take advantage of the opportunities that management provides. Lastly, to creative a very positive mindset internally and externally about diversity. As Thirst Burst employees, know you comfort and achievement is our success! We look forward to a continually progressive relationship with each and every one of you on into the future!   Bibliography Kirton, G. and Greene, A-M. (2000) The Dynamics of Managing Diversity: a critical approach. Oxford, Butterworth-Heinemann Kandola, A. and Fullertonj, J. (1998) Managing the Mosaic: Diversity in Action. 2nd Edition. London, Institute of Personnel and Development Bingham C (ed) (2000) Valuing Diversity Management Best Practice: No 78 The Industrial Society Hollinshead G., Nicholls P., Tailby S., (1999) Employee Relations, Financial Times, Pitman Publishing Wirth L., (2001) Breaking Through the Glass Ceiling: Women In Management. Geneva, International Labour Office Internet Sites www.law.cam.ac.uk www.disability.gov.uk/legislation www.people.hbs.edu/dthomas/diversity.html

Maxine Hong Kingstons Woman Warrior - No Name Woman Essay -- Woman Wa

Maxine Hong Kingston's Woman Warrior - No Name Woman The excerpt, "No Name Woman", from Maxine Hong Kingston's book, Woman Warrior, gives insight into her life as a Chinese girl raised in America through a tragic story of her aunt's life, a young woman raised in a village in China in the early 1900s. The story shows the consequences beliefs, taught by parents, have on a child's life. Kingston attempts to figure out what role the teachings of her parents should have on her life, a similar attempt for many of us in the world. Lessons taught by our parents, the people who brought us into this world, help guide us into the people we become as adults. Hopefully, the guidance is positive. Kingston's story about her aunt sends a message as to how many families communicate the meaning of life. Through this story you will see how much we truly learn from our parents, some of it good and some of it bad. The story of Kingston's aunt, as told by her mother, started out by her mother saying. You must not tell anyone," my mother said, "what I am about to tell you. In China your father had a sister who killed herself. She jumped into the family well. We say that your father has all brothers because it is as if she had never been born." (Kingston, 319) In the first sentence of this quote, the mother is asking her daughter, Kingston, to remain quiet about a negative event, an occurrence deemed as shameful, in the family's life. Kingston's mother, playing a role model, taught her daught...

Early Marriage Rate Essay

Marriage (also called matrimony or wedlock) is a socially or ritually recognized union or legal contract between spouses that establishes rights and obligations between them, between them and their children, and between them and their in-laws. The definition of marriage varies according to different cultures, but it is principally an institution in which interpersonal relationships, usually sexual, are acknowledged. In some cultures, marriage is recommended or considered to be compulsory before pursuing any sexual activity. When defined broadly, marriage is considered a cultural universal. An early marriage, is an issue where argued by many now a days. Some people are advocated for early marriage because it is healthy. Until the late 20th century, teen marriage was very common and instrumental in securing a family, continuing a blood lineage and producing offspring for labour. Many factors contribute to teen marriage such as teen pregnancy, religion, security, family and peer pressure, arranged marriage, economic and political reasons, social advancement, and cultural reasons. Studies have shown that teenage married couples are often less advantageous, may come from broken homes, may have little education and work low status jobs in comparison to those that marry after adolescence. Early marriage arise from number of causes like lack of education, gender bios, pressure from family or friends, and lack of knowledge about the implications of early marriage. Early marriage also has several negative effects. It can lead to psychological and emotional stress not only to both parties but also to their children. It can also lead to health problem to girls because as their body is too young to conceive. Conclusion In conclusion, early marriage rate increased during the year of 2011 – 2014, all parents out there must be aware of this problem, as time goes by the case of early marriage will increased every year. The lack of formal education, financial problems and early pregnancy are all the effects of early marriage and not only will it affect the parents but also chains the children in unhealthy customs. Marriage is a great responsibility, and everyone should consider the effects of early marriage. And also, the Government must consider this as a major problem. Teenager must have discipline in order to control this early marriage problem, they are too young to enter the big responsibility of having their own family. Graphical Aid Figure 1: Early marriage rate ranges 2 million up to 4 million. The Government must be aware of this problem. Figure 2: From 2 million up to 4 million. At this point the rate increases simultaneously. This is very alarming; the Government must control this problem. Figure 3: 2 million up to 4 million is the rate of Early Marriage. The rate increases simultaneously.

Case Study Sergeant Robert Christopher Essay

This report will be about a case study about Robert Christopher. He is a new supervisor on the night shift. He is having problems with the officer motivation and communication. This report will include information on how he can help to improve the officer’s motivation and the communication between him as the SGT. and the officers that he works with. At the end of this report, you will see what he did to help the officer to get motivated and to have beater communication. Sergeant Welsh should approach the problem of officer motivation by. Would, approach the problem of motivating buy going out and work with all the officers at least once every two weeks and work there beats with them and see what they go throw and help them and tray and make their job a little easier. It will also help with the communication with the officers and if they will be able to tack to you a little more because they know that you have been throw what they have. They way Sergeant welsh should go about determining the basic need drives of each officer is. That he needs to take some time to talk to them and see how the Sergeant Welsh can help with their basic need drives for the officer. The first thing that SGT. Walsh should do as a supervisor it that he needs meet the every officer that is under his command and introduce himself and get to Know the officers that he will be working with. Another than that he also should see if they have any concerns that they what to tell me so he can address them. The way that Sgt. Walsh should deal with the fact that while you have more experience, you have less formal education then the officers that you are working over. Let them not that he will do the best that he can and that it is not about what experience or how much education you have it is about who can do the job best. SGT. Walsh can also consider going back to college. If he das go back this will show the officers that he is working with that he is trying to be the best Supervisor he can. In addition, you are never too young or to olds to learn new stuff that will help you out in the field that you are working in and you are never too old to learn new stuff. It will show his officers that he is trying to learn what he can do so he can do the job to the best that he can. SGT. Walsh should interview each officer within the first month after he gets his new assignment. The interview with each officer will be a good then the officers will now that I can do the job. Therefore, he can get to know me and I can get to know them and how they do their job and he can find out what they expect of me and they can find out what SGT. Walsh will expect of them this will be done on a one on one basis. The topics that SGT. Walsh should discuss with each officer on a one on one with each officer is what you think that we can do as a tem to help out in the community that you are working in to help people that live there. The way SGT. Walsh should make this work place meaningful to the officers he will make it fun for them to come back and work and that they will be able to do their best at what they do.

The Notebook essays

The Notebook essays The Notebook by Nicholas Sparks is a very believable story with believable conflict throughout. The main conflict is Allie having to decide if the love and passion she had for Noah as a teen was still there and if it was stronger than the love she had for her fianc, Lon. But I also want a happy ending without hurting anyone. And I know that if I stayed, people would be hurt. I wasnt lying when I told you that I love him. He doesnt make me feel the same way you do, but I care for him.... She knew who she loved more; there was no doubt, but what would the people that she cared so much about think if she chose to be with Noah? ...I wanted two things. First, I want you. I want us. I love you and I always have... The conflict makes this story move along. Dialogue is used in The Notebook to make the story more believable, also. The dialogue is very realistic. It sounds like a normal, flowing conversation with real emotion. Do you love Lon? Yes, I do. I love him, too. Dearly, but in a different way. He doesnt make me feel the way Noah does. No one will ever do that, her mother said, and she released Allies hand. The dialogue makes you feel as if you are a part of the story. It is heartfelt and clever. The point of view in The Notebook is third-person omniscient. The author lets you know what the characters are thinking or feeling through dialogue and thought. Nicholas Sparks paints a picture with his dialogue almost as well as he does with his Imagery. Imagery is a key element in this story because it keeps you entertained. It paints a picture for you to see in your mind. Peaceful silence descended on them. An osprey cried somewhere in the distance. A mullet splashed near the bank. The paddle moved rhythmically, causing baffles that rocked the boat ever so lightly. The breeze had stopped, and the clo...

Why I Like Architecture Essays - Computer-aided Design, Free Essays

Why I Like Architecture Essays - Computer-aided Design, Free Essays Why I Like Architecture My future as an architect. That is now my goal that I hope to reach hopefully very soon, at first I hadnt considered architecture has a career. When I started high school I was really thinking about becoming a chef because I like to make my own creation in food but then I changed my mind when I explored drafting now I can still design or create but only now in house which is more interesting. I choose drafting because it was a shop that I like and I was good at. From my 4 years of drafting I have acquired basic skill in drafting. I have work on freehanded sketching, actual working on the board I have use the basic tools like compass, protractor, ruler measuring and many other things. Then I moved a step up on to the computer where I spent three of my years there. I learn the CAD system and how it works once learning the system I could do the basic learning about mechanical drafting then I went on to architectual drafting which was the most interesting. In architectural drafting I learn the basic on a whole set of house plans and then I drew them up on AutoCAD on the computer. I really decided to be an architect for a living after my junior year in high school. I hope to have my own business and be very successful if life that is my goal that I must reach. I have been in a state competition for architectural drafting call VICA competing against the best in the state I also like to do many things like exercise by playing basketball, which is my favorite also, playing baseball and football any thing to keep me in shape, so that must mean I not lazy. To follow my goal I hope to go to collage for architecture for six years and get my bachelors then work for a couple of years and then hopefully open my own business and come to reach my goal from the beginning. I think that is a successful life to be in. Bibliography It talks about why its is a goog field to go in

How To Choose The Right Marketing Tools With Scott Brinker

How To Choose The Right Marketing Tools With Scott Brinker Technology is supposed to help, not frustrate or overwhelm us. Do you struggle with using, choosing, or consolidating marketing technology tools? Marketers tend to love or hate specific tools. Is your favorite on Chiefmartec’s 2019 Marketing Technology Landscape Supergraphic? If not, there are more than 7,000 tools to consider. Which should you use? What to look for? Who should make the decision? Today, my guest is Scott Brinker, vice president of Platform Ecosystem at HubSpot and editor at Chiefmartec.com. He suggests various strategies for selecting tools, so you don’t have to reinvent the wheel. Purpose: Persuade marketing executives to pay attention to the intermingling of personalities and passions between marketers and technologists Categories Covered: Advertising Promotion, Content Experience, Social Relationships, Commerce Sales, Data, and Management Where to begin? Get clear on foundational systems (CRM, email, content management system, etc.) Significant investment in time and learning; identify gaps to intentionally augment foundation with more specialized tools Ecosystems developed around major platforms can help narrow your choices Makeshift Marketing: Is it good enough? Pieces of the Puzzle: Focus on the capabilities you need Marketing department should identify point person/people to be responsible for operational infrastructure and technology of marketing Ecosystem Mission: Evolution of product, partners, and programs Links: Chiefmartecs 2019 Marketing Technology Landscape Supergraphic Scott Brinker on Twitter MarTech – The Marketing Technology Conference HubSpot Salesforce Marketo Creating Predictable Growth Is Not A Hack With Kieran Flanagan From HubSpot [AMP 126] How To Overcome Makeshift Marketing With New Marketing Superpowers If you liked today’s show, please subscribe on iTunes to The Actionable Content Marketing Podcast! The podcast is also available on SoundCloud, Stitcher, and Google Play. Quotes by Scott Brinker: â€Å"You’re becoming more dependent on technology to execute your mission.† â€Å"It’s not designed as a tool to help people hone in on what tools they should use.† â€Å"You could probably count on one hand, these fundamental systems that are the heart of your marketing technology stack.† â€Å"Marketers don’t have the time, or necessarily, even the skillsto be in the integration business.†