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Other Added - All Together Now: Diversity at Work
Take a moment to paint a mental image of someone you hold in esteem as a leader. Focus on appearance, actions, habits, and life-style. When your picture appears sharp and clear, ask yourself these questions:o What specific personality characteristics does this person possess?o How does this person relate to others, professionally and socially?When you’ve examined thoroughly the qualities that you feel make this person a leader, ask yourself one more questions: Was this person born with such well developed leadership traits? The answer, though it may be startling to some, is that they are all learned, whether in childhood or later in life. Erase from your mind now, any traces of the myth that “leaders are born, not made.”For some this may take away the last ve
●They supported their company's business plan.
●They had a chance to use their skills on the job.
●Their reward package was competitive.
●The company acted on employee suggestions.
There was also agreement on what specific areas organizations needed to improve. Research clearly showed these areas to be: employee input; promoting the best performers; helping the worst performers get better.
Additionally, the employees want to know how their job affects internal and external customers. They want to understand how their job contributes to the accomplishment of company business goals. They want Be Like Intel: Sandisk's Journey From Commodity to Recognized Consumer Brand
Technology companies often want to emulate Intel’s success in moving from a hidden ingredient inside personal computers to a brand that consumers recognize, value, prefer and pay a premium for. For most, however, that journey represents a task much easier said than done.On the surface, the Intel Inside campaign looks like a simple stroke of genius. Shell out a few million bucks for some well-placed television commercials, and in no time consumers will be insisting that your customers put your name on the outside of their product, right? If only it were that easy. What most people fail to realize is that the remarkable success of the Intel Inside campaign -- or any campaign that seeks to turn a commodity into a recognizable consumer brand -- rests on two very important principles.<
“As Massachusetts is becoming more diverse, its government lags behind, resembling the population of three or four decades ago,” a Boston Globe editorial observed. “A new study from UMass-Boston of 163 top positions in state government shows that minorities are underrepresented, and the numbers of Latinos and Asian-Americans in particular are shamefully low,”
The editorial continues: “The government, and especially its leadership, will not reflect the state’s full diversity without a concentrated effort to recruit talented people from all segments of the population, and to assure them that their contributions are needed and welcome.”
Of the top 100 US cities, the minorities have become the majority. They have enormous purchasing power. They’re your customers.
Are they your employees?
Diversity At Work
I read in the New Yorker recently that "in the 'whitest' state in the nation, L.L Bean hires many Somali refugees living 20 miles away in Lewiston, Maine, to work at their giant packing facility in Freeport, during peak holiday rush.” Martha Kidd Cyr, L.L. Bean’s, VP Human of Resources, told me that many of these seasonal hourly workers become full time, permanent employees.
“As companies do more and more business around the world, diversity isn't simply a matter of doing what is fair or good public relations. It's a business imperative,” writes Carol Hymowitz in The Wall Street Journal.
“Diversity isn't easy to get right,” she adds. “But when a company strives to create a workforce that mirrors the population of a community, one that is as varied as its customer base, the benefits to all are broad and deep. Diverse employees offer an extraordinarily wide range of proficiencies for doing business (or doing good) in any marketplace.”
Who Makes Up The Diversity Population?
It is clearly African Americans, Asian Americans, Hispanics, Disabled, Forty Plus, Gay and Lesbian, Native American, Veterans—and yes, Women. Look more closely, and you’ll see:
●Asian Americans are the fastest-growing ethnic group in the U.S., increasing at rates eight times as fast as the general population.
●In the US, Hispanic/Latinos are the largest ethnic minority group.
●African-American purchasing power is approaching $646 billion and Asian-American buying power is nearly $100 billion.
●The population of Hispanics/Latinos is growing five times as fast as the general population.
●The minority population is projected to surpass the non-minority or non-Hispanic white population between 2055 and 2060.
●Immigrants account for almost half of Ph.D.-level scientists and engineers in the U.S. and are strong contributors to American technology development.
More Similar Than Different
Last year, Watson Wyatt Worldwide’s. WorkUSA research asked 7500 workers at all job levels across diverse industries to respond to 130 statements about their workplaces. Watson Wyatt broke down the responses to look for diversity patterns across demographics including whites versus minorities, men versus women, and people over and under 30 years old.
The research found more similarities than differences, especially in the categories respondents rated as most important to them. People agreed about what inspires their commitment to a particular employer. The following factors were cited as important:
●They supported their company's business plan.
●They had a chance to use their skills on the job.
●Their reward package was competitive.
●The company acted on employee suggestions.
There was also agreement on what specific areas organizations needed to improve. Research clearly showed these areas to be: employee input; promoting the best performers; helping the worst performers get better.
Additionally, the employees want to know how their job affects internal and external customers. They want to understand how their job contributes to the accomplishment of company business goals. They want
Many working moms struggle with the day-to-day grind of the workweek. While many may enjoy their jobs, they may not enjoy the ritual of waking up early, getting the kids ready, only to drop them off at daycare. Oftentimes, a large portion of their paycheck goes straight to the people who are caring for their children during the day.If you’re a mom who is not happy with your situation, there are alternatives for you to explore. Not all of them are going to suit your needs but you might find a couple that you should investigate further.Part Time JobsWhile those who are on a tight budget might not be able to afford this option, others may want to question what their current employer offers. You also have to consider the type of job you’re in and if it lends itself to
Are they your employees?
Diversity At Work
I read in the New Yorker recently that "in the 'whitest' state in the nation, L.L Bean hires many Somali refugees living 20 miles away in Lewiston, Maine, to work at their giant packing facility in Freeport, during peak holiday rush.” Martha Kidd Cyr, L.L. Bean’s, VP Human of Resources, told me that many of these seasonal hourly workers become full time, permanent employees.
“As companies do more and more business around the world, diversity isn't simply a matter of doing what is fair or good public relations. It's a business imperative,” writes Carol Hymowitz in The Wall Street Journal.
“Diversity isn't easy to get right,” she adds. “But when a company strives to create a workforce that mirrors the population of a community, one that is as varied as its customer base, the benefits to all are broad and deep. Diverse employees offer an extraordinarily wide range of proficiencies for doing business (or doing good) in any marketplace.”
Who Makes Up The Diversity Population?
It is clearly African Americans, Asian Americans, Hispanics, Disabled, Forty Plus, Gay and Lesbian, Native American, Veterans—and yes, Women. Look more closely, and you’ll see:
●Asian Americans are the fastest-growing ethnic group in the U.S., increasing at rates eight times as fast as the general population.
●In the US, Hispanic/Latinos are the largest ethnic minority group.
●African-American purchasing power is approaching $646 billion and Asian-American buying power is nearly $100 billion.
●The population of Hispanics/Latinos is growing five times as fast as the general population.
●The minority population is projected to surpass the non-minority or non-Hispanic white population between 2055 and 2060.
●Immigrants account for almost half of Ph.D.-level scientists and engineers in the U.S. and are strong contributors to American technology development.
More Similar Than Different
Last year, Watson Wyatt Worldwide’s. WorkUSA research asked 7500 workers at all job levels across diverse industries to respond to 130 statements about their workplaces. Watson Wyatt broke down the responses to look for diversity patterns across demographics including whites versus minorities, men versus women, and people over and under 30 years old.
The research found more similarities than differences, especially in the categories respondents rated as most important to them. People agreed about what inspires their commitment to a particular employer. The following factors were cited as important:
●They supported their company's business plan.
●They had a chance to use their skills on the job.
●Their reward package was competitive.
●The company acted on employee suggestions.
There was also agreement on what specific areas organizations needed to improve. Research clearly showed these areas to be: employee input; promoting the best performers; helping the worst performers get better.
Additionally, the employees want to know how their job affects internal and external customers. They want to understand how their job contributes to the accomplishment of company business goals. They want College or Work
For many new high school graduates (and those approaching graduation) the question looming in your mind is whether you should go on to college, or jump right out into the workforce.It's a confusing time. And you are bound to get all kinds of different answers from different people. This only adds to the confusion.So what do you do?Well, everyone is different, with varying goals and desires, so it's impossible to give an answer that fits all. But let me go over the benefits of one possible course of action:Work a while, and then go to college.Again, this is not the answer for everyone, but let's explore this option a bit anyway.Many young adults just don't know what they want to do when they finish high school. They have been forced to go through yearirrors the population of a community, one that is as varied as its customer base, the benefits to all are broad and deep. Diverse employees offer an extraordinarily wide range of proficiencies for doing business (or doing good) in any marketplace.”
Who Makes Up The Diversity Population?
It is clearly African Americans, Asian Americans, Hispanics, Disabled, Forty Plus, Gay and Lesbian, Native American, Veterans—and yes, Women. Look more closely, and you’ll see:
●Asian Americans are the fastest-growing ethnic group in the U.S., increasing at rates eight times as fast as the general population.
●In the US, Hispanic/Latinos are the largest ethnic minority group.
●African-American purchasing power is approaching $646 billion and Asian-American buying power is nearly $100 billion.
●The population of Hispanics/Latinos is growing five times as fast as the general population.
●The minority population is projected to surpass the non-minority or non-Hispanic white population between 2055 and 2060.
●Immigrants account for almost half of Ph.D.-level scientists and engineers in the U.S. and are strong contributors to American technology development.
More Similar Than Different
Last year, Watson Wyatt Worldwide’s. WorkUSA research asked 7500 workers at all job levels across diverse industries to respond to 130 statements about their workplaces. Watson Wyatt broke down the responses to look for diversity patterns across demographics including whites versus minorities, men versus women, and people over and under 30 years old.
The research found more similarities than differences, especially in the categories respondents rated as most important to them. People agreed about what inspires their commitment to a particular employer. The following factors were cited as important:
●They supported their company's business plan.
●They had a chance to use their skills on the job.
●Their reward package was competitive.
●The company acted on employee suggestions.
There was also agreement on what specific areas organizations needed to improve. Research clearly showed these areas to be: employee input; promoting the best performers; helping the worst performers get better.
Additionally, the employees want to know how their job affects internal and external customers. They want to understand how their job contributes to the accomplishment of company business goals. They want New Career; Coffee Franchises
Have you considered a new career as a franchisee and possibly becoming self-employed? Have you looked at the various franchises available currently on the market? Well, no doubt you've probably thought about a coffee franchise and there are about seven different franchisors who sell coffee shop franchised outlets.Many of them are quite good even if you have dismal records and lots of failures. In other words many of their franchisees have gone out of business; sometimes as many as half of their franchisees.Indeed recently, I met a very nice couple from a Coffee Shop Franchise in Phoenix, AZ Area and they are Corporate Employees and had 4 other investors with them, which are also Corporate Employees and had not yet turned a profit in 4 years. Luckily they are all working andtion of Hispanics/Latinos is growing five times as fast as the general population.
●The minority population is projected to surpass the non-minority or non-Hispanic white population between 2055 and 2060.
●Immigrants account for almost half of Ph.D.-level scientists and engineers in the U.S. and are strong contributors to American technology development.
More Similar Than Different
Last year, Watson Wyatt Worldwide’s. WorkUSA research asked 7500 workers at all job levels across diverse industries to respond to 130 statements about their workplaces. Watson Wyatt broke down the responses to look for diversity patterns across demographics including whites versus minorities, men versus women, and people over and under 30 years old.
The research found more similarities than differences, especially in the categories respondents rated as most important to them. People agreed about what inspires their commitment to a particular employer. The following factors were cited as important:
●They supported their company's business plan.
●They had a chance to use their skills on the job.
●Their reward package was competitive.
●The company acted on employee suggestions.
There was also agreement on what specific areas organizations needed to improve. Research clearly showed these areas to be: employee input; promoting the best performers; helping the worst performers get better.
Additionally, the employees want to know how their job affects internal and external customers. They want to understand how their job contributes to the accomplishment of company business goals. They want Top 10 High Income Business Opportunities
If you are searching the Internet in search of high income business opportunities then you have probably encountered a lot and are unsure of which ones are best and which ones are scams. The truth of the matter is that there are a lot of opportunities advertised on the web that aren't worth taking the time to even read about them. Then again, there are opportunities that are worthwhile and will help you make lots of money.The following top ten high income business opportunities will help you see which opportunities are really worth researching further!Franchises
Of all the business opportunities out there that offer high income, franchises are one of the best. Proven business models, a popular brand, and a client base make franchises a great way to invest money agories respondents rated as most important to them. People agreed about what inspires their commitment to a particular employer. The following factors were cited as important:
●They supported their company's business plan.
●They had a chance to use their skills on the job.
●Their reward package was competitive.
●The company acted on employee suggestions.
There was also agreement on what specific areas organizations needed to improve. Research clearly showed these areas to be: employee input; promoting the best performers; helping the worst performers get better.
Additionally, the employees want to know how their job affects internal and external customers. They want to understand how their job contributes to the accomplishment of company business goals. They want a safe work environment and highly rated products and services.
Recommendations for Diverse Workplace Success
To help insure success, Watson Wyatt recommends that organizations concentrate on four areas with their employees:
●Keep your company effective, winning, and on the right track.
●Help people, supplied with needed resources, use their talents and skills to contribute to the overall accomplishment of organization objectives.
●Respect and value people and recognize and act on their contributions.
●Create an environment in which people have interesting work and enjoy their coworkers.
Best Practices Checklist
The Society for Human Resource Management Diversity Initiative, set up in 1993, http://www.shrm.org/diversity has compiled a best practices checklist from observing and participating in the successful implementation of hundreds of inclusivity initiatives.
●Have you made the business case for all of your diversity initiatives?
●Have you done your research internal and external customer data?
●Do you have a workplace inclusivity/diversity advisory or steering committee (ad-hoc employee group?)
●Do you conduct structured group interviews for open management positions?
●Do you have a formal, fully inclusive mentoring program?
●Are you attempting to diversify your recruiting pool while maintaining high standards?
●Are you conducting diversity training for managers, supervisors, and employees?
●Have you completed sexual harassment prevention training for all of your employees?
As workplace diversity continues to gain ground as an organizational strategy, it becomes increasingly more important to collect information that shows the true benefits and impact of your existing or planned diversity initiatives. It may lead you to think more strategically, more futuristically, and more globally about diversity both as a business strategy and a competitive advantage.
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