JLL Case Study Essay

➢ Clarify roles and reinforce rules ➢ Create positive, motivating, innovative and creative environment ➢ Create a friendly and supportive environment ➢ Show responsiveness ➢ Celebrate success (large or small) ➢ See “failure” as a learning opportunity ➢ Show adaptability and

Attracting applicants from all levels of society including the working poor and single parents, recruiting talented workers who are satisfied and motivated has the potential to lead to higher productivity and greater retention (Green, Lopez, Wysocki, Kepner, Farnsworth, & Clark, 2015). The key to our successful Human Resources department is not that we hire a diverse workforce, but that we chose our employees from a diverse pool of representatives of the community. Building a reputation as a diverse inclusive corporation attracts the best from the

Support the recruitment and retention of underrepresented student populations by creating coordinating, and managing the two tiered Diversity Achievement Program: the Secrets to Success Transition Program alongside the Diversity Peer Mentoring Program § Create, maintain, and schedule various diversity and inclusion related initiatives such as the Social Justice Speaker Series, the Diversity Dialogue Series, Soup & Substance Luncheons, and Cultural Heritage Months § Recruit, train, and supervise undergraduate student workers and student mentors for the Diversity Peer Mentoring Program § Taught three sections of the First Year Seminar for 25 first year students § Work with, train, and supervise a graduate assistant from the master 's program in

Promoting equality and inclusiveness should be core to any setting. It is, therefore, the responsibility of all management team and staff to implement this policy. The management team will visibly demonstrate its leadership in promoting an organisational culture which values equality and diversity by, Monitoring performance in the delivery of policies as part of each service area strategy review and an annual review of Equality and Diversity, Regular review of key policies and strategies, including equality impact assessments, to ensure that they do not directly or indirectly discriminate against groups of people, All staff members will receive regular training on equality issues. To develop services and facilities that are accessible, relevant and to the individuals that you work with, need gather information from service user, staff and other professional on, Competition in the local, individual needs, what changes can be made to improve the

The purpose of the review is to develop understanding of better work and working lives. But I personally think that this report could be more of a guidelines for any company. These eight lenses are: Fairness - Everyone in an organisation should be able to agree to it, whatever their place in it. Well-being - Work should be good for us. Merit - Jobs and their rewards should track talent and hard work.

J&J’s main focus includes having a diverse and inclusive workforce with a leadership pipeline, having a culture of inclusion in the workplace, and leveraging cultural insights in the overall marketplace. J&J values their stakeholders by creating an environment of mutually beneficial relationships. Any global company today is faced with problems of handling the issues related to diversity and a workforce which are

5. Good compensation system for employees. 6. Owned stores at prime locations. 6.

4. Analysis of strategic capacities of Nikon Corporation This section analyzes the strategic capability Nikon. It starts with a value chain analysis, followed by a VRIN evaluation to determine whether there is any capacity can be sustained competitive advantage. 4.1 Value chain analysis Porter developed the value chain to help determine the internal activities for a competitive advantage, and which are not.

These differences contribute to the organizations ability to be flexible, generate problem solutions, relate effectively to a wide range of clients and to providing a balanced range of services. An organization can invest in developing effective employment programs and strategies that support diversity, but unless they have created an inclusive work environment, that celebrates and builds on differences and that is productive, rewarding, enjoyable and healthy for everyone concerned, they are likely to find that diversity creates more problems than it solves. They will be unable to take advantage of the benefits of diversity and are likely to have difficulty retaining employees. Work practices that make environments safe for all have achieved cultural competence and as a result are demonstrating cultural safety. Overall, this means that the workplace if spiritually, socially and emotionally respecting and appreciating different cultures and that there is no assault, challenge or denial of any person’s identity.

- Ways in which diversity can impact on work and work relationships - The similarities and differences that exist between you and your work community may have an impact on your work. Everyone around you will have similarities and differences, there is a reason we are all individual people, we are all different and have something different to offer. Culture plays an important part in shaping a person’s behaviour. Cultural values and beliefs provide a framework for people to make assumptions about and respond to their situations and or circumstances. Culture also strongly influences perceptions and expectations.

In today’s era managers are challenged daily with disputes like ethics, diversity, working in teams, privacy, sexual harassment, and handling differences. Furthermore, these issues are discussed because they are constantly the debatable topics in the workplace. More importantly, handling differences and diversity is the current situations in the workplace. Moreover, a few managerial concepts must be considered, including selection methods, training and development, performance appraisal, and diversity management.

The learning environments (universities and colleges) will be able to utilize the collective intelligence of their faculty and staff by ensuring that their workplace is considerably diverse and that minority groups are respected, appreciated, and valued. B. Employer has to more than just encouraging and supporting equal employment opportunity and affirmative action. 1. Employers have to make a long-term commitment to hire, promote and retain employees based on the law. 2.

The organization I work for, Starbucks is highly diversified. In my opinion, Starbucks successfully employs each of the seven diversity components: “authentic leadership commitment, clear organizational communication, inclusive recruitment practices, long-term retention strategies, incorporating diversity into main work of the organization, diversity management metrics, and expansive external relationships” (Cañas, Sondak 2014). With that being said, Starbucks could improve by incorporating diversity into main work of the organization. One way Starbucks proves their commitment to diversity is authentic by holding a diverse board of directors. Of the seven board members, three are women and one of these women is of an African descent.

Today’s most business primary concern is retaining workforce diversity. Recognizing the importance of diversity in the organization and effectively manage to ensure the organization and its valuable diverse employees are growing hand in hand. Rising of immigrants’ employment opportunity, joint venturing business globally has equally brought an opportunity for shared values, exchange of cultures and intelligence to widen the opportunity for business enterprise and also a platform for employees to reach target goal.

 Ensuring the reward system that is based on performance and not on tenure.  Motivating younger employees to work together with older employees.  Incorporating ‘Teamwork’ within organization. In addition, organizations can create an environment where both generation employees can share their ideas and can work as a team.