Tuesday, September 17, 2019
Case Study Diversity at Pepsi Co
MGT 3302 Case #1-Diversity at PepsiCo 1. If I were just appointed the HR manager at PepsiCo, I would implement several mandatory training sessions for the employees and board members. In order for a company to integrate a diversified culture into their organization, every single member of the company has to be involved. Several key components that would be introduced would be legal awareness, cultural awareness, and sensitivity training. Legal awareness would be a very important training component due to the overall impact it would have for the organization.This particular component deals with the legal aspect of discriminating; also what you should and should not do when it comes to dealing with people of different backgrounds. If the legal awareness training is successful, this could save the company a lot of hardship and money by preventing discrimination lawsuits. Cultural awareness would be another training component that I would implement since learning about the different cust oms is essential to understand that culture.Foreign and unknown circumstances can sometimes become awkward; this training would help the organization create a comfortable work environment. Sensitivity training would probably go hand in hand with cultural awareness, according to Mathis and Jackson (2011), ââ¬Å"the aim here is to ââ¬Å"sensitizeâ⬠people to the differences among them and how their words and behaviors are seen by othersâ⬠(p. 101). The purpose of the training would be to build empathy amongst the members of the organization towards one another. . The ââ¬Å"diversity management approachâ⬠that PepsiCo currently utilizes is ââ¬Å"Solve Diversity Issues and Create an Inclusive Cultureâ⬠. According to Mathis and Jackson (2011), ââ¬Å"PepsiCo also has regular diversity celebrationsâ⬠¦ this inclusion of diversity issues throughout the company contributes to PepsiCoââ¬â¢s success with employees, managers, and customersâ⬠(p. 110). I belie ve that diversity has played a major role in PepsiCoââ¬â¢s financial success, the numbers are concrete evidence of it. 3.The challenges and opportunities that the new CEO will face given her gender and ethnicity would be many 4. The term ââ¬Å"internalizeâ⬠diversity refers to analyzing diversity approach beyond the financial part or the organizations. When an executive talks about the benefits of integrating diversity into their organization they should also include non-financial benefits. As the case points out, Steve Reinemund did not know how to respond when asked, how would the diversity approach be viewed if it didnââ¬â¢t prove to be beneficial for business.After analyzing the question and consulting it with other people , he said ââ¬Å"and it finally occurred to me that I had spent three years talking about the business case for diversity -ââ¬Å"the head-while never speaking about ââ¬Ëthe heartââ¬â¢Ã¢â¬ ( Thomas and Creary,2009, p. 8 ). Internalizing di versity is very important to the companyââ¬â¢s integrity since customers will be able to see the true values and intentions of the company. Customers will be able to see that they truly want to diversify their organization for reasons beyond the financial gain.
Subscribe to:
Post Comments (Atom)
No comments:
Post a Comment