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As alluded earlier on that employing a more diverse workforce could enhance an organization’s service or products to a wider range of clients or customers. For example, Deloitte and Touche, a decade ago had to introduce a positive organizational culture after an alarm bell sounded on the high rate of men and women turnover in the firm, Susan E. Jackson, et al (2003). It was observed that with the new culture, members of the majority and minority subcultures felt respected and equally expressed views and influenced decisions in the firm. Nonetheless, the new culture also earned the firm the return of lost talented and dedicated men and women. In this respect, it can be argued that Deloitte and Touche had to adopt the diversity approach in its employment system to enhance its organizational service or products to a wider range of clients. According to this view, it can be concluded that at a larger extent, diversity makes good business case. This is also evidenced by Jackson, S. et al (2003) that benefits associated with diversity includes attracting the best talent, lower turnover of valued employees, improved productivity and better customer service. Therefore, diversity indeed makes good business
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It is documented that, many organizations have failed because their employees failed to please their clients or customers. According to Stephen P. Robbins, et al, (2010) stated that management for the failing firms have to create a customer- responsive culture. Such as friendly, courteous, accessible, knowledgeable, prompt in responding to customer needs and willing to please customers. It should be noted that the only way to achieve such qualities is through use of diversity. There should be a variety of age within the workforce. Older employees have accumulated great experiences on customer handling. Therefore, they can share their experience, with the younger employees. In so doing, diversity would make good business case. An example is in private hospital where older nurses have been commented on good handling of patients. Nonetheless, apart from sharing of work experiences there is economic growth as well as easing the mounting pressure regarding pensions and health care systems. It is also evidenced by Leopold, et al (2005) that a research revealed that, older customers viewed sales staff of the same age more positively than younger personnel. In regard to the argument above, one can conclude that, indeed diversity make good business …show more content…
But, in terms of costs, diversity appears to be leading to increased group conflict, especially in the early stages of a group’s tenure. It is also argued that moving work force a cross boarders and ensuring that worker’s visas, and work permits are compliant with local immigration rules are vital to the tasks of globalization. Firm’s coffers are drained on transportation, health and social welfare of the expatriates. However, some money may be lost on such expatriates who may get frustrated with the new cultures they would soon face. Therefore, a conclusion may be made that diversity does not make good business case. Instead, globalization drains the firm’s coffers. In addition, exportation of human resources may lead to separation of family members which at certain circumstances may result into high labour turnover rates as some employees would refuse to be separated from their
It is documented that, many organizations have failed because their employees failed to please their clients or customers. According to Stephen P. Robbins, et al, (2010) stated that management for the failing firms have to create a customer- responsive culture. Such as friendly, courteous, accessible, knowledgeable, prompt in responding to customer needs and willing to please customers. It should be noted that the only way to achieve such qualities is through use of diversity. There should be a variety of age within the workforce. Older employees have accumulated great experiences on customer handling. Therefore, they can share their experience, with the younger employees. In so doing, diversity would make good business case. An example is in private hospital where older nurses have been commented on good handling of patients. Nonetheless, apart from sharing of work experiences there is economic growth as well as easing the mounting pressure regarding pensions and health care systems. It is also evidenced by Leopold, et al (2005) that a research revealed that, older customers viewed sales staff of the same age more positively than younger personnel. In regard to the argument above, one can conclude that, indeed diversity make good business …show more content…
But, in terms of costs, diversity appears to be leading to increased group conflict, especially in the early stages of a group’s tenure. It is also argued that moving work force a cross boarders and ensuring that worker’s visas, and work permits are compliant with local immigration rules are vital to the tasks of globalization. Firm’s coffers are drained on transportation, health and social welfare of the expatriates. However, some money may be lost on such expatriates who may get frustrated with the new cultures they would soon face. Therefore, a conclusion may be made that diversity does not make good business case. Instead, globalization drains the firm’s coffers. In addition, exportation of human resources may lead to separation of family members which at certain circumstances may result into high labour turnover rates as some employees would refuse to be separated from their