Final Proposal

This is an outline of the Diversity Management Proposal that is intended to be written later in the course regarding Temple Bottling Company. It bears the purpose of the proposal, the proposed solution to the problem, and an implementation plan of the proposal.

1. Purpose

Diversity Management is one of the most important business aspects that the corporations focus on. It is an issue with great gravity that is not addressed can lead to undesirable consequences for organization. Organizations spend fortunes is in establishing organs for managing diversity. This covers areas such as recruitment, firing, promotions, procurement, and deployment. Costs associated with improperly dealing with diversity include the low productivity due to low motivation, employee walkouts, and customer protests due to reputational assaults due to lacking diversity within an organization thus leading to lost sales (Kubho, 2007).

National, state, or industrial regulation and laws on diversity alone have failed to be insufficient in addressing diversity concerns due to the provision of the freedom of enterprise where the players in the market are supposed to exercise their independence with respect to corporate decision making (Kubho, 2007). This right has been abused especially among family-owned corporations where diversity is partially applied but the management positions are often reserved for close members of the family. It is for this purpose that diversity management becomes not only a desirable thing for management and success of corporations but also a requirement.

2. Solution

This proposal makes a four-point approach to dealing with diversity problems within Temple Bottling Company. First, Temple Bottling Company will need to set up independent offices to be called Office of the Diversity Manager which should be bestowed with powers to revert decisions of the management that may advance the advancement negative issues of diversity. Secondly, Temple Bottling Company should have as part of their operational processes a periodic (preferably quarterly) diversity audit of employment and procurement practices (Alford, 2016). This will expose the attitude of the decision makers of the organizations towards diversity. The third solution to diversity management problems is to call on the stakeholders to be diversity-conscious in the way they deal with organizations. For instance, suppliers and funders, while assessing the credit situation of the corporations, should examine how they observe diversity (Alford, 2016). Lastly, this proposal advances the point that corporations should make public, their adherence to diversity once in a while as they do other corporate briefs. All these four solutions will work jointly to address the diversity problem.

3. Implementation Plan

All these proposed solutions should be implemented simultaneously due to the fact that they have no huge tolls on the financial status of the organization. Apart from carrying out a diversity audit and establishing a diversity management office, the other two are but small directives that the senior management can give to the junior ones. Establishing a diversity management office and providing a diversity audit would require budgeting and carrying out an assessment of the organization’s liquidity position to examine how establishing it would entail some costs but this should not bar the corporation from undertaking them (Kubho, 2007).

4. Conclusion

Diversity management is a can’t-do-without for each and every organization that intends to grow beyond its scope. It is essential that the management gives this aspect attention just as they do to observing employment relation rules and occupational health and safety regulations (Alford, 2016).

References Alford, H. (2016). Investor Relations. Retrieved from http://www.templebot.com/. Kubho, A. (2007). Best Practices of Managing Organizational Diversity. Stanford Linear Accelerator Center, California.