Danielle Walker, an American female is the president and CEO of Training Management Corporation (TMC). Founded in 1985, the company was built to deliver practical consulting and solutions that meet and have the ability to turn multicultural business environment to be able to overcome operational challenges. TMCorp help companies worldwide distinguish similarities and differences in its work environment and help to maximize performance to reduce risk, with this done, innovations then can be enhanced with the most effective way. The company headquarters is situated in United States, regional offices in Singapore to serve Asia-Pacific and in Belgium to serve Europe, Middle East and Africa. Even with the constant growth of TMCorp, the company …show more content…
Founded in 1965, the company is standing strong till now and it too consist of brands that are over 100 years old. With merger and acquisition of other companies, the company brands under it such as Frito-Lay, Tropicana, Gatorade and Quaker Oats. Ever since, the company has a staggering average retail sales amount of about $92 billion (USD). Being a premier producer and to supply convenient foods to the customers has always been the core focus of the company and because so, PepsiCo International always strive to thrive in its very own …show more content…
PepsiCo International seeks for employees that are passionate with their work together with an energetic workforce. For this to happen, TMC has came out with their own modified simplified John Kotter’s 8-Step Change Model, it’s a four step process known as the Culture Change Roadmap.The change started in 2004 and with this, it has successfully guided PepsiCo International throughout. Ever since the implementation of the Culture Change Roadmap, PepsiCo International has shown significant improvement. It has first of successfully created an awareness of understand diversity and inclusion especially among the senior leaders. Based on the research proven by TMCorp, employees in PepsiCo International has shown a major growth in terms of inclusiveness of other staff members. Such improvement can be seen based on behaviour changes. On top of that, the company has now more women taking roles in being the executive leaders. This shows major improvement in change in such short
The study was designed to answer the following research question: How can United Healthcare (UHC) Operations grow Transformational Leaders to act as future leaders of the company? Literature Review The literature surrounding the topic
So, the most fruitful success strategy is to begin with leadership tools, including a vision of the future, cement the change in place with management tools, such as role definitions and control systems and use the pure power tools of punishments as a last resort, when all else fails. What’s more, the most profound strategy for shifting an organizational culture is offering multi-day leadership retreats cascaded through the organization. These retreats blend organization performance with a focus on personal growth and relationship skills. To sum up, strategic change brings so many challenges. These include time required to develop, implementation of the plan as well as assign people to come with strategies.
Petco made action of setting a new strategy to winning back customers, and build brand royalty; get the organization back on top. Petco leaders from different functions analyzed the problems, and drew a picture of future Petco. There was one module came up for a strategic plan – Take back the Leadership (Piscitello, 2013). They focused on developing the leadership skills and hone capabilities. Immediately after the initial experiment, they saw more confident managers, more engaged associate, and our customer satisfaction metrics have improved consistently across the board (Piscitello,
Hence, leaders need to be prepared and manage readiness to the alteration by making an environment of honesty and transparency for their team as a successful implementation of the change is unlikely. Employees must be part of the change hence, they must to be told about the requirement of the change and be given a reward to motivate to embrace the change. If change be accepted by all recipients it can be implemented quickly and effectively. The leaders’ attitudes and behaviors have both positive and negative alterations on the change success. Therefore, leaders of organizations need to try and develop a more framing and shaping behavior, adding skills on themselves to change and motivate the subordinates towards the embracing the change.
Researchers examine different approaches that organizations can take in order to insure their companies practice gender equality. Although we live in a world where discrimination is discouraged, it still occurs in many organizations. Lenka, D., & Sahoo, D.K. (2016). Breaking the glass ceiling: opportunity for the organization. Industrial and Commercial Training, 48(6), 311-319.
In today’s corporate culture, the companies that make the most money when measured by financial success will have the highest balance of men and women in the highest levels of the organization. Together both sexes are creating a corporate culture where men and women are respected equally, complimenting each other, bringing opposites together in cooperative collaboration for the success of the company. Within
If change is accomplished too slowly it could potentially lead to a loss of profit and problems in the organization. The workers’ morale also needs to be considered because the longer it takes to address the change or the employees’ morale the less confidence they will have towards the overall vision. By implementing Middleburg’s and Shaw’s vision, not only will the initiative need to succeed but upper management is also taking a large risk by allowing these young employees to make such a dramatic change. Their plan will impact upper management, but it will also impact the employees, partnerships, and
When employees feel more valued within a company, they are more willing to work and make significant contributions to the organization. Consequently, employees will become more productive and creative. For this reason, encouraging diversity in the workplace is believed to drive up
• Effective Management of Diversity in the Workplace: only diversity training is not enough for creating firm’s diversity management plan. An objective needs to be implemented and created for developing a culture of diversity which permeates each function and department of the firm. Leadership in Diverse Workplaces Within competitive setting of 21st century, a substantial benefit of globalisation is mainly dependent on the abilities and skills of the leader that are better able to implement and manage diversity along with progressively difficult business approaches. Management of effective workforce diversity is a “key” to international business achievement (Kearney & Gebert, 2009).
Inclusive workplaces that understand the needs of their employees and make them feel valued and respected have greater success in retaining staff. Having a range of policies and facilities in place to ensure that all employees are able to balance work with other aspects of their lives has a positive impact on job satisfaction, productivity and commitment. In contrast, in organisations where stereotypes persist and some groups of employees face barriers to success, these employees experience negative consequences on performance, health and wellbeing. Working teams that are diverse in their make-up are able to come up with a wider range of solutions to business problems. Inclusive workplaces that openly communicate their values and strategies on equality, human rights and inclusion are capitalising on this as they are able to attract a wider pool of applicants and talent.
In hospitality industry, there are many issues, challenges and trends that a hotel or a restaurant might face. In recent years, cultural diversity in the workplace has become a major in hospitality industry. This paper concentrates on discussing about the current situation of cultural diversity in the workplace of hospitality industry, then analyzing some benefits and challenges of cultural diversity in hospitality organizations and giving practical recommendations that help hospitality organizations to deal with cultural diversity issues. Diversity is defined as the differences among people. Cultural diversity means that the differences between people in gender, traditions, language, etc.
These innovative strategies will ensure that there is no resistance to change. Four steps of Kotter's 8-step model could be applied to the change process by creating urgency for change to spark the initial motivation. It makes the whole company see the need for change and the importance of change. It is also essential to form a strong coalition by convincing the stakeholders the necessity for change. The third step is to create a vision to allow every stakeholder to understand why they are being asked to embrace a given change and finally communicate the vision to all the
Coca-Cola Company is one of the premier global consumer brands. The company has been around for a century and has been growing constantly. Today Coca-Cola manufactures more than 500 sparkling and still brands that are sold in more than 200 countries around the world. Coca-Cola’s main competitor is Pepsi. Therefore,
Key works: workforce diversity, contract workers, employees, diversity, divergent attitude, human resource management, international employees, consumers, consumer behavior, empathic marketing 1.2 Thesis Statement Diversity in the workforce provides unique employment opportunity and benefit, strengthen organizational outcome and further provides a platform to Exchange culture and lifestyle. On the other hand diversity workforce challenges increased in cost of training requires HRM careful employee’s selection and increased conflict due to demographic differentiation. 2 Part
“Innovative Employee Solutions”, One of the top employer of record companies in the United States, argue that businesses have started to acknowledge and refer to diversity in the workplace as a business strategy that maximizes productivity, creativity, and loyalty of employees, while meeting the needs of the company, clients, and customers. A diverse workforce help organizations in numerous ways, and Kentucky Fried Chicken (KFC) acknowledge this fact. In accordance to the Human Resources book “ORGB 3” by Nelson/ Quick, the American fast food restaurant tries to captivate and retain female and minority-group executives. In regards to the chain view of diversity, the president of KFC’s U.S operations stated the following, “ We want to bring in the best people. If there are two equally qualified people, we’d clearly like to have diversity”(Nelson/ Quick, 2012 pg.27) .It