Diversity Training Case Study

If Shell decided to keep the no diversity policy in the TMT despite all the efforts to encourage diversity mindset of the managers, to promote supportive environments and to provide guidelines for hiring and promotions, minority employees would start to lose confidence in the D&I initiatives seeing that there was still a barrier between them and positions in the upper echelon. Voser, however, might be able to defend his choice of the composition of TMT that there were not enough qualified managers with minority status at the senior level (Sucher & Corsi, 2012, p. 11). Nonetheless, since Shell had been promoting the D&I projects for quite a long time, in the long run, the employees’ confidence would depend on the composition of the TMT, which theoretically should reflect the more diverse pool of the TMT

But they further explained that the management of diversity is very crucial as the world is increasingly becoming interconnected and complex. In essence, many scholars have argued that diversity can positively affect adaptability and bottom line performance. However, organizational processes tend to systematically reduced rather than exploit the multitude of perception that different people can bring (Lane and maznevski, 2014)

I think it is great that were looking at all different types of diversity instead just focusing on particular subject like race. Often times, since being college student and being so busy with my life, I tend to forget how important income, education and political diversity can be in the world. Seeing world with a different lens for once really made me think about not being so quick to judge people, we all have our own story and beliefs. In Malik Sanders presentation, I learned that everyone should have the freedom to be open about their political beliefs without being scared of retaliation. In Stephanie’s presentation, I learned that it is important to embrace diversity in the workplace because not only does it bring change but it brings something special to a company and help one progress in life.

By identifying the minority/discriminatory issues, Permalco can take legal precautions and avoid future litigation; meanwhile, simultaneously taking care of their perceived lack of females and minorities. This perceived lack of minorities can lead others to believe there is an occurrence of adverse impact within the organization; therefore, it is important to take this precautionary measure. This ratio test must be administered in addition with a realistic job preview for

In the Yale Law Journal: Plea Bargain as Disaster , author Schulhofer explains the disadvantages of the plea-bargaining process. The article is focused around the concept of separating the innocent from the guilty. Schulhofer recognizes that abolishing this process would only cause more problems for the system, so instead he analyzes how reforming the process would be more beneficial to both the system and the public. It is important to consider reforming the process in terms of system because there would be a clearer idea of what crimes are permitted to have pleas and which are

After viewing this video, change needs to occur. Ultimately, it will take individuals from every level to make this a reality. Cultural differences need to be respected, but these differences do not make it okay for humans to work under unethical standards. I hope individuals and private companies will do their role in bringing change to this serious issue. Interdependency is not going to go away, but we need to figure out how to work with each other while supplying ethical treatment to everyone

Future cases using qualified immunity will allow the courts to waste less time with cases where there are no clear violation of somebody’s constitutional rights and move on to other cases. Even if somebody gets qualified immunity, they can be punished in their jobs if they broke the rules and they can still get sued for other

Therefore, the sales person 's responsibility goes beyond being a law-abiding member of a society and doing what the boss expects from the employees. Consequently, the best action would be disclosing the potential harm that the artificial joints cause to the patients in long

Union contracts provide specific guidelines for disciplining employees. “Employers need to adhere to strict guidelines and follow due process when terminating employees as opposed to letting them go with little to no apparent cause” (Joseph). Employers cannot terminate an employee just because they want to, they must have supportive reasoning behind their decision. In a union, employers must go through a formal dismissal process to terminate an employee. “While union rules often make it more difficult for employers to terminate what they consider to be “problem” employees, they also protect employers against legal action taken by employees who believe their fringes were unjustified” (Joseph).

As stated by Carl and Olokooba (2014) “absence of a good diversity management may lead to corporate failure.” In an effort to be successful in the market, organizations must address and overcome the challenges associated with managing a diverse workplace such as language barriers and resistance to

Leaders are able to send a powerful message when they can demonstrate a commitment to diversity and inclusion that goes beyond rhetoric. In order to find leaders who are a part of the diversity movement, you have to find companies that have the reputations for successfully influencing diversity. When you find those companies and leaders, you then have to assess the leaders progress by examining leadership attitudes, employment statistics, and third-party recognition. Cultural differences should also be taken into account when assessing companies and their leaders about diversity.

To this concern, I would say that arguments are a natural part of working with other people. Employee conflicts occur with and without mentorship programs and because PBGC is a government agency, both the mentor and mentee should act professionally even during conflicts. I would initially tell the mentor and mentee to talk to each other and solve the conflict on their own. If they still cannot come to a resolution, they can speak to the Director of the Internship Pathways Program to discuss the possibility of a reassignment. However, interns have to understand that they do not get to choose who they work with.

This competency requirement would ensure if the person is hired for the position they would be able to interact with a team successfully. They would also have the skills for other positions with teams. Identifying the competencies model for each position would need to be determined prior to the hiring processing. In the interview process it would be important to identify if they hold the competency required. Question 4 – Evaluate the job analysis procedure used in this case.

On the other hand, the weaknesses would be that cultural diversity includes language barriers, social tension, and civic disengagement. It should be noted that these are not reasons to avoid diversity, but rather, factors to keep in mind as society heads toward a more diverse future. These are the main problems opposing against the strengths, because language barriers would make governments around the world require the prospective immigrants learn their country’s official language. Social tension could cause problems for cultures since the different economic differences; would lead to hunkering down in their homes instead of interacting with their neighbors. Not to mention, the civic disengagement could occur during a diverse communities than in a relatively environment.

Diversity issues are critical element taken place within an individual. Diversity is defined as the state of being diverse which is expressed in beliefs and behaviors of individuals, families, communities and in societies. Issues related to age, gender, ethnicity, race, religion, culture, sexual orientation and disability can strongly affect a social worker’s assessment of a client as well as intervention chosen. Social –Economic Justice According to Barker (social work dictionary 2003) social justice is an ideal condition in which all members of a society have the same basic rights, protection, opportunities, obligations and social benefits.