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Add You - Diversity in Organizations
Credit policies need to be set to protect yourself from non-payment. If you make sure you have clear credit policies from the start you will reduce your risk of nonpayment. To do this there are a few simple rules you should follow:Rules For Credit PoliciesWith every written credit policy, include two or three sentences that explain credit is granted subject to credit approval. This way if you grant credit you always leave yourself an out if they refuse to give you a credit application, the cred
There is no doubt that we now live in one of the most culturally and ethnically diverse societies in the world. Canada’s workforce has become a reflection of our ever-changing world and marketplace. It has been shown that companies whose employees mirror society’s diversities can proficiently understand and meet the needs of the country’s multicultural market.Here are three of the main reasons why forward-looking companies are adopting diversity hiring policies:Group problem-solving and productivi
If organizations exist to unite diverse perspectives, capabilities, and talents in pursuit of common purposes and mutually beneficial results, why do they stifle diversity, seek sameness, discourage individuality, promote conformance, reward uniformity, and punish nonconformity? Because managing diversity is harder than managing uniformity — managing diversity is more challenging, expensive, time consuming, demanding, stressful, and prone to fail.
Managing uniformity requires little more than an authoritarian hierarchy, strict enforcement of procedures and performance standards, command and control management styles, and a conforming workforce — the allure of uniformity lies in its ease of administration, stability and predictability, efficiency of operations, low cost and on-budget performance, minimal volatility with few surprises and quickly conforming culture. However, an abundance of research and experience shows that organizations and work environments with high levels of required uniformity inevitably stifle creativity and innovation, retard initiative-taking, prevent widespread accountability for results, limit freedom to expand and create value, and weaken individual motivation, commitment and fulfillment. A truly diverse organization or work environment, on the other hand, unified through common vision and purpose is healthy, strong, innovative, dynamic, and capable of blending a multiplicity of perspectives, experiences, and abilities, and it is able to weather significant competitive challenges.
An abundance of diversity exists in nature until it’s altered. An untouched acre of ground in Maine, for example, may contain up to 10,000 different varieties of tree and plant life. Such diversity is not only inspiring and beautiful, but also ecologically robust. If you were to level an unharmed acre of ground in Maine, removing all indigenous plant life and then letting it sit untouched, new growth would bring less than 10 percent of the former diversity in terms of tree and plant life. The trees and plants that first gain root in the newly leveled ground would dominate the space, preventing additional diversity from developing. Once removed, diversity rarely returns on its own. The uniformity mandate of the dominant species makes it impossible for diversity to flourish naturally. The lesson for modern organizations and their management teams is obvious: Diversity must be carefully and constantly nurtured, because creating an organization is a lot like leveling ground. Both activities create new space where the initial staffing or first species will attempt to dominate and control diversity. The very act of establishing and staffing an organization begins a process of limiting diversity, unless diversity is genuinely valued and vigilantly nurtured. Diversity by definition is the attempt to bring together comp
When it is apparent a company needs fresh ideas and new ways of looking at their operation, a cost reduction consultant or "specialist" can help to offer innovative business cost reduction solutions. Sometimes, it is possible to get too close to a situation and lose objectivity. Companies can also experience inertia and find it difficult to make necessary expense reductions.A cost reduction specialist can assist a company with analysis of operations in order to improve operating efficiencies and achiev
Managing uniformity requires little more than an authoritarian hierarchy, strict enforcement of procedures and performance standards, command and control management styles, and a conforming workforce — the allure of uniformity lies in its ease of administration, stability and predictability, efficiency of operations, low cost and on-budget performance, minimal volatility with few surprises and quickly conforming culture. However, an abundance of research and experience shows that organizations and work environments with high levels of required uniformity inevitably stifle creativity and innovation, retard initiative-taking, prevent widespread accountability for results, limit freedom to expand and create value, and weaken individual motivation, commitment and fulfillment. A truly diverse organization or work environment, on the other hand, unified through common vision and purpose is healthy, strong, innovative, dynamic, and capable of blending a multiplicity of perspectives, experiences, and abilities, and it is able to weather significant competitive challenges.
An abundance of diversity exists in nature until it’s altered. An untouched acre of ground in Maine, for example, may contain up to 10,000 different varieties of tree and plant life. Such diversity is not only inspiring and beautiful, but also ecologically robust. If you were to level an unharmed acre of ground in Maine, removing all indigenous plant life and then letting it sit untouched, new growth would bring less than 10 percent of the former diversity in terms of tree and plant life. The trees and plants that first gain root in the newly leveled ground would dominate the space, preventing additional diversity from developing. Once removed, diversity rarely returns on its own. The uniformity mandate of the dominant species makes it impossible for diversity to flourish naturally. The lesson for modern organizations and their management teams is obvious: Diversity must be carefully and constantly nurtured, because creating an organization is a lot like leveling ground. Both activities create new space where the initial staffing or first species will attempt to dominate and control diversity. The very act of establishing and staffing an organization begins a process of limiting diversity, unless diversity is genuinely valued and vigilantly nurtured. Diversity by definition is the attempt to bring together comp
To listen to some Christian people talk, anyone would think that business is something of a lower calling compared to other pursuits.In reality, the Bible has heaps to say about business – much of it positive.I will never forget sitting down to lunch with a famous evangelist a few years ago and asking him how he managed to afford to hold such huge crusades in poor, third world nations...I’ll always remember his reply...“When you preach the gospel to the poor – someone has
An abundance of diversity exists in nature until it’s altered. An untouched acre of ground in Maine, for example, may contain up to 10,000 different varieties of tree and plant life. Such diversity is not only inspiring and beautiful, but also ecologically robust. If you were to level an unharmed acre of ground in Maine, removing all indigenous plant life and then letting it sit untouched, new growth would bring less than 10 percent of the former diversity in terms of tree and plant life. The trees and plants that first gain root in the newly leveled ground would dominate the space, preventing additional diversity from developing. Once removed, diversity rarely returns on its own. The uniformity mandate of the dominant species makes it impossible for diversity to flourish naturally. The lesson for modern organizations and their management teams is obvious: Diversity must be carefully and constantly nurtured, because creating an organization is a lot like leveling ground. Both activities create new space where the initial staffing or first species will attempt to dominate and control diversity. The very act of establishing and staffing an organization begins a process of limiting diversity, unless diversity is genuinely valued and vigilantly nurtured. Diversity by definition is the attempt to bring together comp
In one of my first articles I talked about the Attitude required to be a Professional Customer Service Representative. There has been a growing clamor, if you will, about the state of Attitude in our Customer Service organizations.Last weeks post on that popular website and the response from the CEO of that company is really only the tip of the iceberg in Customer Service waters.It is the beginning of an ever growing serious problem that is going to be to be the focal point from boardroom to coffe
Business owners contact me because they want to grow their business, they want to attract new customers and they want to separate their business from the competition. They aren't as successful as they want to be, and as marketing/design specialist I need to find out why.During a sit down meeting I'll eventually ask her/him, "What is your current marketing strategy, and what are you doing to outreach and attract new customers?" But in my mind I am asking, "Are you an ant or a grasshopper?"The uniformity mandate of the dominant species makes it impossible for diversity to flourish naturally. The lesson for modern organizations and their management teams is obvious: Diversity must be carefully and constantly nurtured, because creating an organization is a lot like leveling ground. Both activities create new space where the initial staffing or first species will attempt to dominate and control diversity. The very act of establishing and staffing an organization begins a process of limiting diversity, unless diversity is genuinely valued and vigilantly nurtured. Diversity by definition is the attempt to bring together competing interests into a single whole, Without constant nourishment, vibrant and productive diversity will eventually fade into ineffective, unfulfilling uniformity. Organizations with high levels of uniformity are ineffective and stagnant — ultimately producing inbred corporate cultures that lack the new perspectives, pioneering capabilities and fresh ideas necessary to survive. That is the curse of uniformity.
Organizations and their management teams often define diversity too narrowly by tolerating, rather than embracing, government guidelines about inclusion of gender, racial, and sexual diversity in the workplace; focusing on the avoidance of legal risks, rather than the benefits of diversity; and doing the minimum necessary, rather than the maximum, to promote diversity. In the end, they promote uniformity rather than diversity, and understand only those customers who are most like their employees.
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