Pivot Table
Introduction: Diversity makes an organization innovative and creative. Even smart people working collectively can make dumb decisions if they do not see different perspectives. Diversity in problem-solving groups encourages independent and creative thinking (Smith, 2012)
Background: Cityside was purchased by a racially diverse group of investors, and diversity was the mission from the beginning. It was decided that because of the community that Cityside serves, it would be in their best interests to increase diversity at its retail locations across all neighborhoods.
Problems: the diversity of the sales division is not uniform across all departments. External deposits deals more with investment management and has a whiter, wealthy client base. While the retail division is made up of mostly black employees who serve a mostly most client base. Retail and ED countered that each side couldn 't do their job as well because of their race. The problems at Cityside are caused by the limitations of its approach to managing diversity. In the company’s pursuit of niche markets, they have neglected to analyze the cultural differences within.
Opportunities/Recommendations: Cityside already have a committed clientele and a workforce diversity. Cityside needs to develop a new approach to diversity, one that takes into account employees’ perspectives into the organization as a whole, not only segments. This change in thinking takes the learning-and-effectiveness approach to managing diversity, and will help Cityside discover diversity’s full potential. A deep cross-training program could help ease the rift between Sales divisions and remove barriers that prevent employees from utilizing their full range of competencies.
Conclusions: implementing the recommended steps will help Cityside improve their diversity workplace and promote efficiency.
References:
Smith, C. (2012). Bus comm. (9 ed., p. 22). Chicago
Background: Cityside was purchased by a racially diverse group of investors, and diversity was the mission from the beginning. It was decided that because of the community that Cityside serves, it would be in their best interests to increase diversity at its retail locations across all neighborhoods.
Problems: the diversity of the sales division is not uniform across all departments. External deposits deals more with investment management and has a whiter, wealthy client base. While the retail division is made up of mostly black employees who serve a mostly most client base. Retail and ED countered that each side couldn 't do their job as well because of their race. The problems at Cityside are caused by the limitations of its approach to managing diversity. In the company’s pursuit of niche markets, they have neglected to analyze the cultural differences within.
Opportunities/Recommendations: Cityside already have a committed clientele and a workforce diversity. Cityside needs to develop a new approach to diversity, one that takes into account employees’ perspectives into the organization as a whole, not only segments. This change in thinking takes the learning-and-effectiveness approach to managing diversity, and will help Cityside discover diversity’s full potential. A deep cross-training program could help ease the rift between Sales divisions and remove barriers that prevent employees from utilizing their full range of competencies.
Conclusions: implementing the recommended steps will help Cityside improve their diversity workplace and promote efficiency.
References:
Smith, C. (2012). Bus comm. (9 ed., p. 22). Chicago
References: Smith, C. (2012). Bus comm. (9 ed., p. 22). Chicago