Johnson & Johnson Case Analysis

Diversity and inclusion are key elements in Chevron’s core values. The company promotes diversity workforce and supports inclusive workplace that values diverse ideas and talents. Diversity and inclusion are critical to Chevron’s success because they are related to developing talented and high-performing workforce. There are two practices that are worth mentioning. I think both of them represent the company best practices in diversity and inclusion areas.

INTRODUCTION This assignment will focus on explaining the importance of diversity management, challenges of management diversity, give strategies and implementation of management diversity in the workplace. A diverse workforce is a reflection of a changing world and marketplace. Diverse work teams bring high value to organizations. Respecting individual differences will benefit the workplace by creating a competitive edge and increasing work productivity. Diversity management benefits associates by creating a fair and safe environment where everyone has access to opportunities and challenges.

Running diversity is economically beneficial to the organization because of client and job satisfaction, creativity, innovation, and increased employee productivity from this perspective. The most important underlying principle for the diversity management approach is to achieve competitive advantage through requisite variety—the standard that the diversity within a system must reflect the surrounding variety in which it operates (Weick, 1979). One the other hand, one of the causes organizations adopt diversity management programs is to achieve moral advantages (Hon and Brunner, 2000). For that reason, organizations, driven by ethical concerns, embrace diversity as a part of their CSR

Diversity and inclusion are implanted in UnitedHealth Group's estimations of Integrity, Sympathy, Connections, Development and Execution and are important to satisfy our general mission to enable individuals to live more advantageous lives and to help improve the wellbeing framework work for everybody. UnitedHealth Group's responsibility regarding assorted variety and consideration enables our representatives to contribute their best work, teaming up to be the transcendent wellbeing and prosperity business and group accomplice of decision. By utilizing the profundity of an assorted workforce, we can better address the issues of the inexorably multicultural customers, groups and people we

In addition, building a teamwork in the firm is vital to increase productivity, profitability, and to develop employees' skills. Moreover, team working is beneficial for employees and managers. To benefit from the personnel and to achieve a cooperation in the firm, it is critical to provide them with the chance to work in teams. As well, every person in the team should be provided with the chance to achieve his/her targets. In addition, a teamwork needs a change in the organizational culture (Bektas & Sohrabifard, 2013).

The leadership of Tesco motivates employees because of which the organisation consistently provides effective services to consumers. It is noted that the management of the organisation emphasises on the significance of the appointing roles of leadership to people within the organisation in such a way that they are aware of their responsibilities to implement the strategic decisions through the effective communication in the form of meetings and follow up on employees for ensuring that they are not drifting away from the providence of quality services and efficient company operations (Data monitor, 2010; Pergamon Flexible Learning, 2005). The leadership style is being implemented by the management and it is imitated by the leaders of team within each department. However, every leader of department is appointed by management and it has changed the organisational structure of Tesco. For instance, the duty managers in every store lead employees in decision making process on daily basis that supports the operations of store.

The subject of the two articles used in this analysis is diversity. One article written by (Harold Andrew, and Vincent Raj Kumar) explains the diversity within the workplace. The other article which has been written by (Atul Gupta, and Kartik Raman) comments on board diversity and CEO selection. Diversity has several dimensions on which can be grouped, such as, race, gender, ethnicity, religious beliefs and sexual orientation. ‘’diversity management is a process intended to create and maintain a positive work environment where the similarities and differences of individuals are valued, so that all can reach their potential and maximize their contributions to an organization’s strategic goals and objectives.’’ (Harold Andrew Patrick, and Vincent Raj Kumar) Patrick (2010) discovered that diversity not only determines the effect of diversity within an organization but also the characteristics among the

Amongst such important aspects has been the ability of the organizational management to effectively enhance cooperation among the employees from different social, economic and cultural backgrounds. The study’s problem statement, therefore, includes the investigation of different variables that affect the diversity management within the place of work. b) Research questions. This study’s research questions are: 1. What are the benefits of embracing workforce diversity management at the place of work?

Qrius Introduction Marketing can be defined as a process by which companies create value for customers and build strong customer relationships in order to capture value from the customers in return. To be successful in marketing across the globe, the company must think globally and act locally. This will help build long-term customer relationships and capture customer value. Culture is the way of life for an entire society, it includes ideas, customs and social behavior. Despite the fact that the world has become a “global village”, the effect of various languages and cultures should always be taken into consideration, particularly when companies design marketing strategies for different markets.

Organizational managers everywhere have tremendous power and influence; they help to shape the cultures and ethics of their organizations. Organizational managers can make invaluable contributions to their organization and the community if they positively shape the culture and ethics of their organization. In today's global economy, most organizational managers should expect their positive, or negative, impact on their organizations' culture and ethics to cross, cultural and geographical boundaries. Organizational mangers who effectively communicate their cultural and ethical values and expectations to their employees have a greater chance of positively influencing their organization; positively impacting external stakeholders and the greater community in which their organization operates, and; positively influencing future stakeholders in future generations. Furthermore, organizational managers must seek to develop their employees into other-centered employees, because eventually, other-centered employees develop into other-centered managers themselves.

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. Advancing diversity needs to be approached intentionally as a personal mission.