Diversified Workforce

In: Business and Management

Submitted By pkapadia
Words 3863
Pages 16
Topic- Diverse Workforce
Name- Pritesh Kapadia, pritesh.kapadia23@gmail.com
Professor- Stanley Timothy, tstaley@devry.edu
MGMT 591
Date- 06/22/2014

Organization Introduction
In convenience retailing market 7 Eleven has marked their success noticeably. 7 Eleven founded in 1927 where it was just ice dock then became a dairy, it named 7 Eleven because it opens at 7 am and close at 11 pm. Later, due to increase in sales they opened many other stores. In 1928 demand of automobiles raised so they started selling gasoline then after 7 eleven has been recognized a leader in convenience store and growing widely every year. In 1963, one 7 eleven in Austin, TX located next to University of Texas they remained such busy after football game that they couldn’t close. That day store remained open for whole night and from that day 7-11 adopted culture of 24/7 open convenience store. In 1965, 7-11 launched “Icee” name carbonated semi frozen drink which was a big hit and then they re-launched by name of “Slurpee” now it is a copyright and no other business can use this name. Today its parent headquarter is in Tokyo, Japan and local headquarter is in Dallas, TX where all decisions are made for United States franchise. Forbes magazine named 7 eleven at no. 1 among 200 global franchise companies list for 2013. Company is eminent for their continuous involvement to make their customer happy by fulfilling their needs. They are well-known for their use of technology in business, everyday fresh products and superior guest services.
In 2012 they have marked 50,000 stores worldwide, which has surpassed McDonald record. In 2013 they have introduced 7-11 app for smartphones where promotions pop-ups with limited time, it gave them many new customers every day. Each and every store has some uniqueness as it depends on area, people and state for illustration; Washington DC’s stores sells…...

Similar Documents

Workforce

...Workforce Article Kimberly McHenry English 3000 Paper 1 Changes throughout the years specifically in the workforce have caused major concern to employers. In particular, the skills and knowledge that people are taking to the workforce after graduation are just not enough. This is the current debate between employers, are people really ready to go out into the workforce and work. It is imperative that our young people attain the basic skills and knowledge necessary to join this modern workforce. Without these skills and knowledge, employers have no choice but to hire less than average employees. Steve Gavatorta explains that one of the common issues he experiences in the workforce is the difference between three generations; Baby Boomers, Generation X’ers, and the Generation Y’ers. The three generation has a particular work ethic that eventually ends up being a challenge for all. In order to understand the differences between these generations one has to comprehend the characteristics each one demonstrates. Baby Boomers are born between 1946 and 1964. They have a very strong work ethic, goal oriented, highly competitive and independent. Generations X’ers are born between 1965 and 1980. They are considered to be proficient in technology, individualistic and value a work-life balance. The Generation Y’ers are born after 1980 and are very tech savvy, crave attention, team oriented and family-centric (Gavatorta, 2012, p.60) At this time, the retirement of the......

Words: 732 - Pages: 3

Workforce

...national academic standards, synonymous in many minds with federal efforts such as Goals 2000: Educate America Act of 1994, raises concern that local autonomy will be jeopardized. Meanwhile, industry skill standards, when linked to public school curricula, trigger concerns that schools will simply become a training ground to ensure better products and services. The question is not so much whether academic or industry skill standards should exist. They already do -- at state, local, and federal levels. At issue is who should be setting standards, how they should be implemented, how the multiple and diverse standards development efforts should be integrated, and which types of standards will best improve learning and ensure a high-performing workforce. Currently, business and education officials are joining forces to use industry skill standards as an important tool for integrating vocational and academic curricula among secondary, post-secondary and workplace education programs. While many concur that a coherent system of academic and industry standards makes sense, tensions arise over who should lead the shaping of such a comprehensive effort: educators? business leaders? parent coalitions? Business has asserted greater influence over public schooling in recent years, citing as motivation its contribution to the taxbase and its need to maintain economic competitiveness through well-prepared workers. Some are concerned that an industry-dominated agenda, driven by market......

Words: 4880 - Pages: 20

Workforce

...of safety. Enact a safe patient-handling program that shows nurses you care about them and their ability to work without the risk of injury as well as protecting patients from improper handling and injury. Make the safety program visible and universal, including all shifts and arenas Managerial changes/ Leadership Strategies Preparing nurse managers for the challenging role of leading the future workforce is going to assume a new look. According to Wieck et al. (2010), the young workforce wants to be led, not managed. Nurse managers need to be mentored to develop and transform management skills into leadership behaviors. They will need support and motivation to effectively communicate their interest in developing staff potential, encouraging staff participation in decision-making, expressing respect for the individual effort and achievement, which were indicated to be desirable for all age groups. Nurse managers must begin to see positive reinforcement on a daily basis as a skill essential to effectively retaining younger staff. Attention to leading the multigenerational workforce must be part of the ongoing development off current nurse managers as well as an essential building block of the orientation of future nurse managers. 1. Begin manager development early. Hospitals must develop a system for identifying potential managers and put them into manager training and development early in their tenure. This action will offers encouragement to younger nurses to stay with......

Words: 936 - Pages: 4

Diversified Electronics

...Diversified Electronics ISSUE Diversified Electronics is a growing electronic company that has three divisions; Residential Products, Aerospace Products, and Professional Services. Recently the manager of the Residential Products division proposed a plan to purchase equipment and land in order to produce a new product. The current ROI of the Residential Products division (David Parkers division) is only 10%. The issue is whether or not Diversified Electronics should accept David Parker’s proposal to purchase new equipment and land to produce a new product with an annual capacity of 120,000 units. Shannon West, a member of the finance division is rejecting the proposal based on the idea that Diversified Electronics requires a short-term ROI target of 15%. This a fair measure of divisional profitability for a new project for Diversified Electronics. The new product is in a growth market and can expect a 10% increase in price every year which applies to price and costs except depreciation and land. RULES There are four ways to measure divisional performance – divisional income, Return on Investment (ROI), Residual Income, and Economic Value Add (EVA). Diversified Electronics currently uses the ROI measure. ROI is figured by dividing after-tax income by divisional assets. “If managers have a responsibility for asset acquisition, usage, and disposal, an effective performance measure must include the effect of assets. One of the most common performance measures for......

Words: 1215 - Pages: 5

Diversified Jute Products

...Diversified Jute Product: EFG Bag Environment Friendly Garbage Bag (EFG Bag) EFG Bag is a lowest cost one time use jute bag for transporting garbage to the designated place of City Corporations/ Pourshavas by the household garbage collectors/ large scale garbage generators. Application of EFG Bag: Garbage disposal system of Dhaka city is very special due to mainly high rise building and the systems of City Corporations garbage collection systems. In Dhaka city, community based organizations, NGOs, small business entrepreneurs are involved in collecting household garbage from door to door with a open van. After collecting household garbage these micro-enterprise desegregate the garbage into two: biodegradable and recyclable. After that they keep the garbage in the designated place of the City Corporation open for collecting Corporations Cleanliness worker to be collected by their open/ closed truck. Besides, some micro-enterprises dump garbage directly at the garbage disposal place and collect money from the City Corporation. Moreover, City Corporation has also a plan to establish an incineration plant through using biodegradable garbage collected in this way. In this above perspective, the number of enterprises/ business entity involved is known by the City Corporation. So, it is possible to introduce EFG Bag to them and implement the decision of using EFG Bag for keeping the garbage at the designated place by them. Besides these organizations, big......

Words: 623 - Pages: 3

Diversified Management

...Leslie Hammons Dr. William Dean Management 24 October 2013 Diversified Management There are multitudes of cultures in businesses creating diverse working conditions in companies large and small. Therefore in management it is vital for leaders to be diverse in their management and communication techniques. Because each individual is uniquely different, it is essential that managers understand their role in creating peaceful working environments with effective communication, compassion and understanding for each worker’s background. This paper will outline topics such as; the importance of effective communication, employee development and coaching. It will also analyze different management styles and discuss why each manager should mix several management styles together in order to be effective in dealing with such diversity. According to dictionary.com, communication is defined as the imparting or interchange of thoughts, opinions, or information by speech, writing or signs. It is not only important for managers to understand how effective they can be based on their communication techniques but also understand that each team member or subordinate will respond differently to each form of communication. In the workplace, managers can communicate with their teams via e-mail, telephone, web casts, text messages, instant messages and face to face. Being a great manager is about learning which communication technique works best for each individual. One mistake that managers......

Words: 2374 - Pages: 10

Motivating a Diverse Workforce

...Motivating a Diverse Workforce Mary Hearn Nova Southeastern University Human Resources EDD 8472 Motivating a Diverse Workforce Understanding motivation and how an employee is motivated is probably one of the most puzzling and discussed topics among managers. How do we motivate our employees? Because the work force have become diversified, most managers are at a loss as how to motivate each employee individually. Some of the least motivating strategies are fear, threats, and continuously pushing the employee. This often deflates the employee’s motivation even if it works for a little while. The employee gives up or gets tired of being in fear of losing his or her job so many times they leave to find a more positive work situation. Sometimes this strategy is called KITA (kick in the lower back area). (Chapman, 2012, p. 2) Better motivators are usually intrinsic, that is, the motivation strategy appeals to the inner nature of an employee. While money or job security can motivate (extrinsic), meaningful work, achievement, responsibility and growth are better motivators and give a more positive result for a longer length of time.(Robbins, DeCenzo, & Wolter, 2013, p. 206) Each employee is different with different and diverse motivational needs. The commonality of each employee is that we are motivated by intrinsic factors. (Chapman, 2012, p. 3) Robbins, DeCenzo and Wolter list several way you can......

Words: 474 - Pages: 2

Workforce Diversity

...Workforce Diversity: Changing the Way You Do Business By: Rob McInnes, Diversity World As we enter the 21st century, workforce diversity has become an essential business concern. In the so-called information age, the greatest assets of most companies are now on two feet (or a set of wheels). Undeniably, there is a talent war raging. No company can afford to unnecessarily restrict its ability to attract and retain the very best employees available. Generally speaking, the term “Workforce Diversity” refers to policies and practices that seek to include people within a workforce who are considered to be, in some way, different from those in the prevailing constituency. In this context, here is a quick overview of seven predominant factors that motivate companies, large and small, to diversify their workforces: As a Social Responsibility Because many of the beneficiaries of good diversity practices are from groups of people that are “disadvantaged” in our communities, there is certainly good reason to consider workforce diversity as an exercise in good corporate responsibility. By diversifying our workforces, we can give individuals the “break” they need to earn a living and achieve their dreams. As an Economic Payback Many groups of people who have been excluded from workplaces are consequently reliant on tax-supported social service programs. Diversifying the workforce, particularly through initiatives like welfare-to-work, can effectively turn tax users into tax......

Words: 2157 - Pages: 9

Workforce

...Workforce Services Monica Joseph May 25, 2014 Assignment 3.1 Strayer University Workforce Services Introduction Unemployment can impact greatly on the lives of individuals, and is a key measure on today’s economic health. The problem of unemployment is becoming more acute day by day in America. It is hard to live a healthy and normal life without money and a steady job. The impact of unemployment on an individual can affect not only the family, but society at large as well. Unemployment is caused by many factors in modern economy today, though causes of employment vary with specific regions and time. Economy imbalance in the United States is the main cause applying to all locations in the world. Some people are not able to get hired, because they either lack of education and or may not be qualified to perform the work required. In turn to be unemployment may cause an individual to experience personal, emotional, and financial problems in the long stretch. Causes One major cause pertaining to unemployment is the economic recession. According to the national bureau of economic research (nber.org) “There were 10 recessions between 1948 and 2011. The most recent recession began in December, 2007 and ended in June, 2009”. As a result of the recession, the power of the economy went down, becoming a global crisis where the rate of unemployment knew no bounds. Unemployed individuals have......

Words: 1194 - Pages: 5

Implication of a Diverse Workforce

...MANAGING DIVERSITY The Managerial Implication of an Increasing Diversity in Workforce Author/Student Note:Bong joseph laila ,MBA Student; Frederick Taylor University Moraga CA USA. This Research paper was conducted independently without any funding support nor groupwork;all correspondences should be addressed to josephlaila86@gmail.com. Managing Diversity Abstract Diversity means different things to different organizations.True diversity management articulates and raises performance standards by requiring organizations to learn to recruit, train and support people. Finding ways of working with diverse people involves valueing and utilizing differences as well as finding a common ground for intergrating a mix of people into organizations.This paper shows that organizations more often prefer a more diversified workforce basically because it makes business sense.By maximizing talent,fostering innovation;and tapping into the creativity of a diversified workforce;the altimate result will be increased profits,increase competivity and organizational effectiveness as a whole. Managing Diversity Introduction Between the 1960s and the 1970s management approach layed emphasis on eliminating unfair discrimination through legal compliance for women and ethnic minorities.This was the affirmative action approach which “focuses on achieving equality of opportunity in an organization......

Words: 3005 - Pages: 13

Workforce

...Mbogo .W.A (Moi) Professor Instotution affiliated Date of submission Background Information Workforce planning in general entails a process of ensuring that there is an understanding of the current workforce in an organization and the environment that they are working in, and that which they are expected to work in the future. The makeup of the current workforce should be taken into consideration when dealing with the planning process to ensure that the ultimate goals of the organization are met especially due to the dynamism in the business sector. One of the main goals of workforce planning is to a large extent assisting the managers with a framework that will help them make informed staffing decisions which are in line with the organizations budgetary resources, strategic plans, and mission. Therefore the integration of areas that are normally neglected in the business such as attraction and retention, job re-design, recruitment, separation, learning and development give meaning to the diverse areas of human resource management which are considered in isolation. Strategic Objectives The objectives of the organization are going to assist the manager to be able to link the mission or the vision of the organization with the actual outcome. After carrying out the workforce analysis, there is a need to place the targets of the organization in place. This involves setting attainable goals or objectives that will assist the manager to be able......

Words: 1509 - Pages: 7

Women in the Workforce

...Women in the Workforce Ask yourself if the rights and equality of the women in the workforce has changed as much as it should have over the last eighty eight years and then ask why. The women were given the right to vote in August 1920 after years of protests, but even then it took another fifty years before all fifty states had it written into law and practiced. The Second World War provided another opportunity for women to crush the belief that they could not perform and maintain the work or work load of a man by doing their jobs. Even though they performed the work at a level equal, and sometimes more proficient than a man, the jobs were handed back over to the returning military men with only a fraction of change in making these jobs more available to women. Now knowing they could do a man’s job, bring home the bacon and fry it up in a pan to support a family, was now know throughout the country and world. In the 1960’s another spark ignited the women cause for equality with the National Woman’s party and others in congress. The sixties on into the early seventies may be remembered as the era of Love and Peace, but I would have to say it was one of the most violent and productive times of the century. The addition of Sex Discrimination to the Civil Rights Bill at the last minute added another chapter in our history. Early in 1919 the House of Representatives passed the 19th amendment by a vote of 304 to 90, and the Senate approved it 56 to 25. Within the government......

Words: 3591 - Pages: 15

Workforce

...shortage: 3 Age barriers: 4 Managing an aging workforce: 5 Fair employment practices and recruitment policies: 5 Training, development and job’s design: 6 Flexible working practices and outsourcing 7 Changing attitudes within organizations 7 Conclusion: 9 Word count:2,087 words Introduction: Managing the Aging Workforce today is one of the important topics for the world’s organizations. The increasing average life expectancy of populations does not only affect economic, social systems of countries and communities, but also has a strong impact onthe business activities of enterprises.The demographic changes rapidly will not only hitcountries such as United State, the Western European countries, Australia, or Japan, but also the upcoming countries as China, Singapore or Hong Kong. There are more than two million Australians aged 65 and over, and the number will double in the next 40 years. In Hong Kong, 11 percent of the population is 65 or older and this will increase to 25 percent in less than 30 years. Japan, with 20 percent of its population aged 65 years or over, has become the world’s most aged society, and this, combined with its extremely low birth rate means its population is projected to shrink by 20 percent over the next 50 years. Europe too faces similar demographic problems. By 2020 more than one in three adults will be at least 60 years old. (Raymond, 2010). How do organizations anticipate their workforces and even jurisdictions may change due......

Words: 2299 - Pages: 10

Workforce

...industries such as financial services, so the contribution of the workforce to organization success is perhaps the most important lever to competitive advantage. In fact, the challenge of containing costs while developing a high performing workforce is a primary challenge facing most companies today. But, do organizations know enough about their workforce to optimize the workforce lever? We all know the US workforce is aging, with the number of people 55 and older holding jobs hitting a record 28 million in 2010. At the same time, the portion of people ages 16-24 in the labor market was at the lowest level since the government began tracking in 1948, falling from 66% in 2000 to 55%, just 17 million of the overall employment base1. Leaving aside the obvious issue of where we get replacement workers for the retiring workforce, these two employee cohorts are quite different. The ways organizations will hire and retain these workers going forward must be different as well. Retaining older workers requires retention programs that include part-time or project-based work. Hiring Gen-Xers and Gen-Yers requires new approaches and retention programs that must provide them with career development and choices about where, when and even how long to work each day. The older cohort is not yet as enamored with emerging social technologies that are becoming the primary means of communication and collaboration for the younger workforce. The older cohort has a wealth of priceless......

Words: 7945 - Pages: 32

Workforce

...This is my final paper for my MS Workforce 2020 Project: You have been appointed by your organization/business to prepare its leadership training program that will address Workforce 2020 issues. Using U.S. federal guidelines, your texts and other available and related resources, forecast what the economic, social and demographic parameters are expected to be in the U.S. in the year 2020 and how those trends will or will not be reflected in your business. Consider your organization's organizational structure, market/customer diversity and other factors to determine how demographics will impact it. You should also consider any other changes in the economic or technological environment in which your organization operates. make the case for the kind of leadership training that will best prepare your organization's/business's middle- and upper-level staff to work in the future environment. Topics you may want to consider for inclusion (among others) are: diversity management, leadership models, ethics, decision making models, problem solving and conflict management processes, and communications. Identify the outcomes from the training that will strengthen your organization/business. In this instance, "training" can be formal classroom-style workshops, online individualized programs, and even group discussions led by peers: be creative. The report should be prepared as an Report for your CEO of between 10-12 pages. This includes a one-page Executive Summary. The......

Words: 350 - Pages: 2

Entertainment Memorabilia | Madagascar 2018 MNH Captain James Cook Endeavour 4v M/S Boats Ships Stamps | Batman The Animated Series S01-S04 1080p ReMuX BluRay DTS HD-MA H 264-BTN