Org Behavior Discussion 3

Diversity and Discrimination in the Restaurant Industry (CLO1)   The experiences of different restaurant industry firms illustrate how employment issues can affect organizations. Several examples are described next.   McDonald’s Corporation has placed significant emphasis on ensuring that all employees are treated appropriately. The firm has a large number of racial/ethnic minority managers and employees. So that all individuals involved in hiring handle the employment processes legally and effectively, McDonald’s does the same training for everyone. This training is done for managers at stores, regional offices, and corporate headquarters. Also, at the firm’s “Hamburger University,” additional seminars on diversity are conducted as part of its broad training curriculum.   A different focus is occurring at Starbucks Corporation. As it expands its number of stores and adds more employees, a specific effort is being made to recruit individuals with disabilities. To aid customers and…

Create 10 position paper about this topic: 1. Should advertisers be allowed to market their products to children? 2. Should subliminal messages be allowed in company advertising? 3. Is advertising in YouTube an effective/ beneficial method to promote products? 4. Should companies hire influencers to promote their products? 5. Should younger generations (or young people) consider video gaming as a career? 6. Does shift-work have a negative impact on employee health? 7. Should companies allow their employees to bring pets to work? 8. Is a university degree needed for business success? Does having an undergraduate degree guarantee a successful career? 9. Should countries / companies enforce a mandatory retirement age? 10. Are good working conditions the most important factor when looking for a job? PART 2 Create a brochure selling/advertising/ presenting a products (Brilliant Skin Essentials).

You have just been hired as the Chief Diversity Officer (CDO) for your organization. During your meet and greet with your staff, you were informed that the organization does not reflect the community in which it serves. You have one year to increase diversity in the organization. Please describe steps you would take to ensure that your organization embraces and promotes diversity. What are key issues surrounding diversity that you would address? Please address advantages and disadvantages to a diverse work environment.

According to the European Institute for Gender Equality’s Gender Statistics Database, only 20.2% of executives and 7.8% of Chief Executive Officers (CEOs) in the largest publicly listed companies in the European Union are women. Why do women continue to be under-represented in top leadership positions? Use role congruity theory and stereotype threat as well as evidence from the lecture and assigned readings to help explain this phenomenon. The word count is minimum 400, can you help me with that ?

Fat is commonly believed to be the result of laziness and gluttony rather than a combination of factors. How do these perceptions affect the experiences and treatment of overweight people in organizations? What can be done about these perceptions?   What laws are relevant to weight and appearance discrimination? How might seemingly legitimate appearance requirements result in illegal discrimination? What should organizations do to minimize the likelihood of such discrimination?

Take the perspective of a recruiter and/or employer. Explain some ways in which generative AI could be used to assist in the talent acquisition process or in the execution of particular work tasks (be specific about the type of task). Identify two or three primary benefits of using this technology. Then, identify two or three concerns you would have about the use of generative AI in companies, especially during talent acquisition. Those concerns might relate to candidate authenticity (is the.

(a) Discuss different forms of discrimination in organizations with the help of appropriate examples. (b) Describe some approaches used in organizations for measuring job satisfaction.

a Diversity Management Manual for a global firm that has a subsidiary (Starbucks) in the Caribbean (Jamaica).  The document should be tailored to especially target diversity management in the Caribbean region and should provide a comprehensive framework for fostering inclusivity in the workplace.  Act as global diversity management consultants and provide recommendations to the senior management team of the parent firm of the subsidiary group. Requirement:  Also assume that the issues are  Sexual orientation ie LGBTQ  Disabililty status  Requuirement: thoroughly discuss and give  five  suggestions on new policies, programmes etc. that will enable better inclusion of the two identified groups that are currently being excluded in the company.

a Diversity Management Manual for a global firm that has a subsidiary (Starbucks) in the Caribbean (Jamaica).  The document should be tailored to especially target diversity management in the Caribbean region and should provide a comprehensive framework for fostering inclusivity in the workplace.  Act as global diversity management consultants and provide recommendations to the senior management team of the parent firm of the subsidiary group. Requirement:  Also assume that the issues are  Sexual orientation ie LGBTQ  Disabililty status  Requuirement: Give five  suggestions on new policies, programmes etc. that will enable better inclusion of the two identified groups that are currently being excluded in the company

4. What practice can an organization undertake to ensure all employees are working to create a culture of diversity and inclusion? A) evaluating performance of behaviours on a continuous basis B) creating ad hoc groups within the organization to monitor diversity C) confidential surveys to minorities to determine their level of inclusion D) confidential surveys of clients and suppliers to determine their view of the organization's diversity program

Example of no poverty goal diversity presentation?

1. A division manager from the company's Chilean branch attends a meeting held at the company's headquarters in the United States to discuss new approaches for mentoring employees with respect to company values, ethics, and practices. Which aspect of the company is the division manager discussing? International business culture International business success international business culture Organizational leadership Organizational culture   2.The owner of a business based in a developed country will begin a new operation in a country that is considered underdeveloped. The owner would like to show a high level of personal ethics in the new location. Which behavior should the owner use to have a positive impact on the new location? Hire employees at fair living wage to maintain an exemplary workforce Create a budget that takes into account differences in the country's economy Ensure employee adherence to the same business culture as the parent company Ask family members to take…

a) Diversity is one of the most challenging issue in managing the workforce. What support conditions an Organization should develop and establish to take the maximum advantage of diversity? (8) b) Why is 360 degree feedback preferred over traditional appraisal methods? (6) c) Can an organizations training capabilities suffice and rectify any errors occurred during the selection process? Why/Why not?

Students are required to identify and discuss any two diversity management issues in the workplace.  (Choose from :- Race Issue and Age Issue  The discussion should include:-  A thorough discussion of the issue   current global trends in relation to the issues identified example of each issue ( organization or companies that had this issue or have solved these issues) Do it in a essay format

1. Diversity in word and its importance.2. Comparative study on any two companies on its diversity efforts and policyand organizational structure in support of diversity.3. Discuss on law relating discrimination protection 4. In your opinion for the future what will be the need diversity in organization what willbe the steps to enhance diversity?5. Forecasting the future issues in diversity, discuss the kind of training and its objectivesthat you will provide?

Workplace diversity issues can not be dealt with through: a. Assessment of employees' performance using subjective means b. Recognition of people's differences and respecting them c. Management of one's attitude and behavior when it comes to diversity d. Encouragement of employees to work with other employees from different backgrounds

What is human relations approach to management give Introduction Discussion point conclusion    (words 2000)

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In a recent case study on recruitment, a company faced challenges in attracting and retaining top talent. The study highlighted the importance of a comprehensive recruitment strategy that goes beyond traditional methods. The company implemented targeted social media campaigns, improved employer branding, and streamlined the application process. Additionally, they focused on creating a positive candidate experience through transparent communication and timely feedback. As a result, the company not only enhanced its ability to attract qualified candidates but also saw a significant improvement in employee retention. This case study underscores the evolving nature of recruitment practices and the need for organizations to adapt to changing trends in the competitive talent landscape.   Question: How can organizations strike a balance between utilizing modern recruitment techniques, such as social media campaigns, and maintaining a human-centric approach in the hiring process?

The BMW Group sees diversity as a strength and this factor in its workforce is one of the keys to its corporate success. The BMW Group believes that diversity fosters innovation and therefore also boosts competitiveness. A deeper understanding of the needs of customers around the world is just one example. In recent years, the BMW Group’s diversity concept has continued to broaden the eclectic nature of its workforce in terms of gender, cultural background, age and experience. For this reason, the Board of Management not only approved the Group’s existing diversity concept, but broadened it during the year under report. PROMOTING DIVERSITY AT ALL LEVELS The BMW Group places great emphasis on an unprejudiced, appreciative and inclusive working environment for all its employees. To underline its conviction, in 2020 the BMW Group continued expanding the diversity concept with the existing dimensions of gender, cultural background, age and experience to include sexual orientation and…

The BMW Group sees diversity as a strength and this factor in its workforce is one of the keys to its corporate success. The BMW Group believes that diversity fosters innovation and therefore also boosts competitiveness. A deeper understanding of the needs of customers around the world is just one example. In recent years, the BMW Group’s diversity concept has continued to broaden the eclectic nature of its workforce in terms of gender, cultural background, age and experience. For this reason, the Board of Management not only approved the Group’s existing diversity concept, but broadened it during the year under report. PROMOTING DIVERSITY AT ALL LEVELS The BMW Group places great emphasis on an unprejudiced, appreciative and inclusive working environment for all its employees. To underline its conviction, in 2020 the BMW Group continued expanding the diversity concept with the existing dimensions of gender, cultural background, age and experience to include sexual orientation and…

Today’s workforce benefits from diversity, and most businesses have embraced explicit nondiscrimination policies. The federal government and many state governments have passed legislation that makes it illegal to discriminate based on race, color, creed, ethnicity, national origin, disability, age, and other factors such as gender identity. Consider how such differences could affect the communication, for instance, between an interviewer and a job candidate. If negatively, how could the differences and barriers be overcome?

Groups are required to develop a Diversity Management Manual for a multinational company with a subsidiary in the Caribbean. The manual should be specifically designed to address diversity management in the Caribbean and should outline suggestions for developing an inclusive workplace. Students are to assume the role of global diversity management consultants and make recommendations to the senior management team of the subsidiary group’s parent company. Section 2 - Purpose of the Manual • Description of diversity mission being proposed • The intended audience for the manual • The country chosen and importance to the company The company chosen is Starbucks and the country in reference is Jamaica

1. List & describe key biographical characteristics. How are they relevant to OB? Age, Gender, Race, Ethnicity and Disability 2. How can organizations effectively manage diversity? 3. Compare and contrast the job attitudes. Job Satisfaction Job Involvement Psychological Empowerment Organizational Commitment Affective Commitment Continuance Commitment Normative Commitment Perceived Organizational Support Employee Engagement 4. How can managers increase job satisfaction and what are the organizational consequences when there are high or low level job satisfaction?

You have been asked to participate in an employee group that will present diversity and inclusion program recommendations to the senior leadership team. Some of the survey results include the following: Employees want more training on diversity and inclusion. Employees do not understand their role or leadership’s role in diversity and inclusion. Leadership does not welcome ideas from employees. Micro behaviors are accepted in the organization.

Many methods can be used to attract potential talent to an organization. Organizations seeking to create a diverse workforce can maximize these efforts by engaging in recruitment efforts that target a diverse audience. Failure to employ strategies focused on attracting diverse candidate limits diversity in the workplace. It can potentially cost the business first-rate candidates simply because they were not aware of the available position. Discuss 3 diversity and inclusion practices that can be used in the recruitment or selection process to attract a more diverse pool of candidates and reduce bias. In the response, explain each technique and the rationale behind the choices made.

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c. What are best practices for promoting diversity and inclusion in the workplace, and how can organizations measure the effectiveness of their efforts in this area?