Annotaed Bibliography

This is a diversity management paper focusing on skewed managerial appointments in Temple Bottling Company. It assesses the possible impacts of skewed management appointments on employees of the company and potential ramification of the vice should the management fail to arrest it in good time.

Temple Bottling Company Overview

Temple Bottling Company is a family-owned soft drink producing and distributing company established in 1924 and based in Texas and doing direct deliveries to Burleson, Coryell, Bell, Brazos, and Milam Counties (Temple Bottling Company, 2016). On top of the private labels that it produces, Temple Bottling Company also has a consortium of franchises all over the state. It deals in products such as water, assorted flavors, lemonade, and soft drinks of different varieties (Temple Bottling Company, 2016). The company employs more than 40,000 workers comprising about 2.1 percent in the managerial positions. Of the employee population, females comprise 32 percent against men 68 percent (Temple Bottling Company, 2016).

Management Composition and Diversity Issues and Its Impact on Employees

Temple Bottling Company has about of 40,000 employees with female workers constituting 32 percent against males 68 percent (Temple Bottling Company, 2016). First of all, this is below the Fortune 500 rate which is ranging between 40-44 percent for females and 56-60 for males. Despite this, the composition of the managerial team is alarming. The managerial team comprises 2.1 percent of the entire workforce. This translates to about 840 persons in the management team. Of the team, 720 are males and the remaining about 120 are females. This means that barely 15 percent of the women are in the management position. This is far below the Fortune 500 average of 33 percent and it is a serious diversity issue (Temple Bottling Company, 2016).

The consequence of such a diversity issue on employees is that the female members of the labor force are likely to get demoralized in the face of thin chances of career advancement. While the male members of the workforce have about 85 percent chance of ascending to the managerial positions and thus advance in terms of career, the female workers only have a mere 15 percent chance (Temple Bottling Company, 2016).

Potential ramifications of Skewed Management Appointments on Employees

The potential ramifications of the gender insensitivity of the managerial composition at Temple Bottling Company can be many and uncontainable. First, it can lose capable and skilled female members who may walkout and seek other greener pastures with high chances of career advancements (Kubho, 2007). Man will always want to rise up in career and if the chances to get this seem slimmer, then walkouts are likely consequences. Secondly, they may choose to continue serving the organization but with low attitudes which may impact their overall productivities (Kubho, 2007). When this occurs, the organization suffers because it is not realizing its full potential. Other possible actions by the disgruntled female members of the workforce could be shirking and go-slows both of which can be counter-consequential from the perspective of Temple Bottling Company (Kubho, 2007).

Conclusions

Diversity management is an important aspect of management and should not be overlooked in hiring, managing, and promoting employees. It goes beyond gender and can cover up to race, age, tribes, physical abilities, and other categories that the workforce may assume. It should be observed and managed with utter care and attention (Kubho, 2007).

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