Ibm Organizational Behavior
Introduction
This paper is going to analyse in areas of accommodating cultural diversity in IBM and developing trust in the organisation. IBM is a head leader technology and services organisation working in 77 countries. The connection of the paper to IBM is just an outsider who made researches externally. The paper will be analysing what the expectation of organisation to be managed in those two areas based on literature review, then they are followed by how IBM actually managed. The differences between the theory and IBM’s management will be also explained. Finally, the recommendations will be made in each area.
Accommodating cultural diversity in the workplace The expectation the organisation to be managed based on the relevant theory
Based on the practical implications, organisations needs to invest in diversity so that all employees can feel as a part of the corporate culture, not only will the investment be helpful for motivation but bottom line performance as well. Organisations should manage and invest in diversity through minority mentoring programs, diversity awareness training and establishing minority support networks. These initiatives are obviously visible to all employees.
There is an excellent research stating that it is essential for organisations to not only focus on succeeding diversity in a statistically objective sense, but also to be sure to increase the perceptions of diversity within their workforce because this can carry the organisational performance to higher levels, as a result of these perceptions of diversity are critical in terms of influencing employee motivation and behaviours (Allen et al. 2008, p. 31).
According to employees perceive a workforce to be diverse, this brings to an increase in performance in a relation to the ability to attract and retain the best talent available, reduced costs as lower turnover and fewer lawsuits, enhanced market understanding and marketing ability, greater creativity and innovations, better
This paper is going to analyse in areas of accommodating cultural diversity in IBM and developing trust in the organisation. IBM is a head leader technology and services organisation working in 77 countries. The connection of the paper to IBM is just an outsider who made researches externally. The paper will be analysing what the expectation of organisation to be managed in those two areas based on literature review, then they are followed by how IBM actually managed. The differences between the theory and IBM’s management will be also explained. Finally, the recommendations will be made in each area.
Accommodating cultural diversity in the workplace The expectation the organisation to be managed based on the relevant theory
Based on the practical implications, organisations needs to invest in diversity so that all employees can feel as a part of the corporate culture, not only will the investment be helpful for motivation but bottom line performance as well. Organisations should manage and invest in diversity through minority mentoring programs, diversity awareness training and establishing minority support networks. These initiatives are obviously visible to all employees.
There is an excellent research stating that it is essential for organisations to not only focus on succeeding diversity in a statistically objective sense, but also to be sure to increase the perceptions of diversity within their workforce because this can carry the organisational performance to higher levels, as a result of these perceptions of diversity are critical in terms of influencing employee motivation and behaviours (Allen et al. 2008, p. 31).
According to employees perceive a workforce to be diverse, this brings to an increase in performance in a relation to the ability to attract and retain the best talent available, reduced costs as lower turnover and fewer lawsuits, enhanced market understanding and marketing ability, greater creativity and innovations, better