Wk
2
-
Apply:
Individual
Differences
[due
Day
7]
o
Submitted
3
Part30f3
———
7721772
points
jard
eBook
References
S
S
e
e
-
type
culture
that
dominated
the
fleet
industry.
New
leadership
decided
to
change
this
and
provided
career
counseling
to
women,
revised
reward
systems
to
focus
on
performance
instead
of
seniority,
and
replaced
some
existing
managers.
Two
years
ago,
only
one
of
seven
top
executives
was
a
woman.
Now,
three
of
the top
eight
executives
are
women.
The
company's
new
chief
executive
claims
that
these
changes
are
motivated
by
strategy
rather
than
political
correctness.
He
says,
"LeasePlan
doesn't
build
anything...Our
sustainable
competitive
advantages
are
people.”
LeasePlan
now
also
implements
a
development
program
catered
specifically
for
female
employees.
The
program
includes
skills
assessments,
career
guidance,
communications,
brand
building,
and
panel
discussions
with
female
executives
from
other
companies.
LeasePlan's
efforts
have
yielded
very
positive
results
in
a
short
period
of
time. For
example,
a
2006
survey
showed
that
35
percent
of
women
agreed
that
"management
supports
my
efforts
to
manage
my
career,”
which was
improved
the
following
year
to
47
percent.
A
growing
percentage
of
women
also
feel
that
their
opportunities
are
growing—increased
to
30
percent
from
22
percent.
Gerri
Patton,
Director
of
Client
Activation,
says
the
program
helped
her
become
more
confident
and
outspoken.
The
23-
year
LeasePlan
veteran
encourages
her
female
subordinates
to
apply.
"l
wish
|
would
have
done
that
program
10
or 15
years
ago,"
she
says.
"There's
no
telling
where
|
would
be..The
sky
would've been
the
limit."
Based
on
the
information
in
the
case,
LeasePlan
implemented
changes
to
mitigate
which
diversity
barrier?
Multiple
Choice
O
Hostile
working
environment
for
diverse
employees
85/85
Total
points
awarded
Help
.
Poor
career
planning
O
Inaccurate
stereotypes
and prejudice
O
Ethnocentrism
(<>}
<
Prey
3
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Exit
