Running Head: DIVERSITY IN JOHNSON & JOHNSON CO. 1 Diversity in Johnson & Johnson Co. Jayde Bachman Empire State College Author Note This proposal was prepared for Diversity in the Workplace, BME-213164-05-13SP1, taught by Dr. Robin 2 Abstract I have decided to conduct my audit on Johnson & Johnson because it is a company that I am familiar with. I use their products on a daily basis and feel that their products are a part of every household. I am curious how Johnson & Johnson has created a diverse company through every aspect of diversity. From gender to race to sexual orientation, how has Johnson & Johnson maintained their status while also being on DiversityInc’s “The Top 50 Companies for Diversity.” Does Johnson & Johnson strive to be a diverse company? Or do they just naturally follow the systematic approach to following diversity?
Active or Passive Diversity: I would say that Tanglewood should look into active diversity because it meets the diverse needs of the customers. Diversity is a huge part of the company’s hiring process and they don’t want to be labeled as hiring only one class of people. Especially since the need of each customer is different Tanglewood needs to make sure that they have the necessary qualified associates to take care of the
When a company requires a person to fill a job they could have an open position for they will seek the best person for the job. If this entails a certain level of education or a certain skill the company will have to assign a higher rate of pay. A job that does not require a high level of education will allow for a lower rate of pay. Even though the internally consistent compensation system can be a wonderful thing to add into any company it can pose a big challenge to the companies competitiveness. This system that is founded on the job analysis has lead to a formal structure job descriptions which is how the pay scale the company uses is put in place.
Explain from a conceptual standpoint versus a technical standpoint. (Points : 30) Protecting employee information is as important as maintaining its database. Organizations are responsible for… (TCO 8) HR has operated as a back-office function since its inception. Including technology in a traditional people-oriented business has created a significant change not only for the business, but also for employees. Explain how you would communicate this type of technological change to your HR team, as well as the organizations.
Examples of differences includes nationality, beliefs, disabilities, physical appearance, race, gender, age, educational background, sexual orientation, work experience and social and status. Diversity not only involves how people perceive themselves, but how they perceive others. These perceptions affect interactions. “For a wide assortment of employees to function effectively as an organization, human resource professionals need to deal effectively with issues such as communication, adaptability and change.” www.multiculturaladvantages.com/recruit/diversity. Companies that encourage diversity in the workplace inspire all of their employees to perform to their highest ability.
Running head: ALLSTATE INSURANCE COMPANY Week 4 Assignment Strayer University Leadership and Organizational Behavior-BUS 520 Dr. Danette O’Neal October 27, 2011 Abstract This paper will discuss the goal setting process, competitive advantage of using the Diversity Index, and the types of high-performance reward systems that should be used to motivate employees to reach their diversity goals at Allstate Insurance Company. Allstate Insurance Company acknowledges and values the ways in which its workforce is different, including age, national origin, sexual orientation, physical ability, religion, race, gender, family status, work and life styles. Allstate is looking for effective ways to improve their performance goals. Its executives
Identify employer and employee responsibilities for equality and diversity in a business environment. You should give at least two employer responsibilities and two employee responsibilities. If possible, provide relevant equality and diversity procedures from your workplace (or place of study) to support your answer. These documents should be annotated to highlight the relevant sections. • Employers – To ensure all employees understand equality and diversity,
Fundamentals of Effective Communication in the Workplace Student’s Name: Professor’s name: Course title: Institution affiliation: Date: 3rd June 2013 In Today’s current world or the 21st century, businesses and industries are downscaling and reengineering in order to fit into the competitive business world. Businesses are trying to amplify productivity while decreasing the costs. Due to these rapid and tremendous changes in business strategies brought by new technologies and inversions, employees are constantly required to gain new skills to keep up. Companies have resolved to training programs to make their employees competitive through education using local programs and universities in order to equip its employees in the skills they need to obtain and maintain employment. Human resources in various companies are looking for unambiguous skills in entry-level employees.
Diversity and Strategic Human Resources Management Diversity in the workplace is an important issue in human resources management. I have chosen three articles that discuss how important diversity is in the workplace. Peter F. Druckers had great understanding of workplace diversity, which made him known as the father of modern management. His point of view on diversity is discussed in the article “Workplace Diversity in the United States: The Perspective of Peter Drucker.” He felt all workers should be treated equally, regardless of any differences. He suggested organizations develop human resources practices, which promote workplace diversity.
Furthermore, by lending an empathetic ear and accurately identifying the root cause of problems, the plan builds relevant solutions to meet employee needs, enabling enhanced performance. Another strength is boosting the workplace atmosphere through optimism. The plan has some weaknesses in addition to the above listed strengths. For instance, an approach using emotional intelligence attributes may be perceived as invasive or personal, resulting in employee resistance (Pearman, 2011). Also, some employees may not be capable or willing to transition to a positive mindset.