Age Demographics, Executive Summary, and Compile Project

Benefits of Organizational Diversity

Assessment of findings in Miami, FL;

After conducting an environmental assessment in the Miami, Florida office, it is evident that the environment is not suitable for promoting and sustaining diversity. The office is comprised by employees from different cultural backgrounds even though majorities are locals. There are also young employees from local institutions hence promoting diversity in regards to age. There are also employees from other countries hence promoting racial and ethnic diversity. Nevertheless, there is massive internal and external rivalry. Internally, rivalry is at extreme because employees find it hard to extend support and allow collaboration to take place between people from different cultures or age group. The internal rivalry is also being extended to the external environment of the organization. The latter is in the sense that the office has a sports team that takes part in local and international sports but the office team does not demonstrate friendship to other teams as they act hostile.

From the assessment done, it was found out that employees working in Miami, FL branch are not aware of importance of diversity and what it entails to promote a good internal and external environment. From the exceeding levels of hostility and unfriendliness, it was found out that employees in this office are willing to use any tactics and go to any length to achieve personal interests even at the expense of others. It is evident that the employees are not familiar and aware of how they can embrace, accept, and live together as one team despite belonging to different backgrounds and having different interests and opinions about issues and situations. The challenge was identified to having emanated and promoted by organizational culture in place. The latter is in the sense that it has been set to favor and work well for local employees and not foreigners hence making interactions and peaceful coexistence to take place and shape. Looking at the conflict reporting system in place, strategies of promoting creativity, and problem solving techniques are not adequate enough to embrace diversity hence creating an environment that breeds hatred amongst employees.

Assessment of findings in Kansas City, MO

The Kansa City’s office is not different from the Miami, FL office. The reason is that the assessment identified organizational culture in place which is similar to that of Miami, FL as the major cause of diversity issues being faced. According to assessment done, the organizational culture is place favors the locals who are a majority and especially employees who have worked with the company for a long time hence sidelining new recruitees from local universities and foreigners. The assessment found out the organizational culture in place has not promoted creativity dynamism and hence some ideas and opinions can be accepted while others ignored hence creating a healthy breeding ground for malpractices like discrimination.

The culture in place have also failed to point out the specific behavior and attitude that employees should show towards each other and also when addressing each other. It is for this reason that even when employees in this office try to embrace diversity, they bring along their uncultured behaviors hence leading to sharing to unacceptable intimacy talks that should not be part of organizational talks. The culture has also not promoted a good problem solving strategy and it is for this reason that the issues employees are facing cannot be reported so that the management can be aware and seek for ways to address these problems. It is a fact that some employees in this office have noticed and are not comfortable with such behaviors and hence seek for the indulgence of company branch management to ban such talks. Nevertheless, the company’s management hands also seem tied due to inadequate organizational culture in place.

Recommendation for addressing these findings to the Executive Leadership Council (ELC)

Organizational diversity is important as it helps in bringing employees from different cultures, ages, religions, beliefs, and levels of education together and works in collaboration with each other. Lack of organizational diversity hinders an organization from recording the right growth and development. From the assessment done on two Fig Technologies offices, it is evident that the Executive Leadership Council needs to take some action to remedy the situation. It is evident that the employees have the right capacity to perform but the diversity issues facing the company are limiting their abilities and performance.

One of the vital recommendable things the ELC should start with is reviewing the organizational culture. The company is an international company with outlets across different parts of the world. It is important that the company should have a common organizational culture applicable in all outlets. The organizational culture should be set in a manner that it meets international standards to the extent that any employee working at the organization would have to behave and react to issues in a specific way across all the branches (Hillman, A2015). This means that any employee whether local or foreigner would have to address issues, be treated the same, and apply the same attitude regardless of the company office that he/she is working in. Moreover, it is the organizational culture that determines the working environment that an organization would have (Hillman, 2015). Of importance to note in the organizational culture, the ELC should point out the non-recommended behaviors like talks that should not take place within company premises and malpractices like discrimination.

Another vital recommendation is embracing training and development as a routine company practice. Training and development should capture vital lessons like importance of diversity and how employees can take advantage of it to promote personal and career growth (Jansen, Otten, & van der Zee, 2015). ECL should also embrace motivation strategies that would promote a good organizational culture and diversity so that the employees would be motivated to work together as a team.

References

Hillman, A. J. (2015). Board diversity: Beginning to unpeel the onion. Corporate Governance: An International Review, 23(2), 104-107.

Jansen, W. S., Otten, S., & van der Zee, K. I. (2015). Being part of diversity: The effects of an all-inclusive multicultural diversity approach on majority members’ perceived inclusion and support for organizational diversity efforts. Group Processes & Intergroup Relations, 18(6), 817-832.