Demographic Factors Research

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Demographic Factors Research � PAGE * MERGEFORMAT �10�

Demographic Factors Research

University of Phoenix





Demographic Factors Research

Demographic factors have a huge effect on management planning. Factors such as social control, race, ethnicity, culture, educational level, social status, prejudice, and discrimination if successfully executed by management can yield great results. However, if unsuccessfully executed, these factors can cause great downfall. Countless companies have been both successful and unsuccessful in management planning in relation to demographics.

The companies that will be discussed are Wal-Mart, Walt Disney World, Publix Supermarket, and Omnicom Group. In addition, each company practices will be thoroughly compared and contrasted to certain demographic factors. To those unfamiliar with the relationship between demographics and management, it could be perceived as an insignificant issue. It is amazing how much this relationship affects everyday living not only for the employees of those companies but also for everyone in the community. For example, one could ask what relation could there possibly be between politics and management planning. The answer is simple; politics and management planning stimulate each other. Among many responsibilities, politicians are also responsible for creating labor laws and compensation regulations. However, it is essential for lawmakers to work with company management to ensure proper, lawful, and effective regulation. Companies sometimes also benefit from close relationships to lawmakers when receiving tax breaks for contributions such as giving back to the community. This relationship is only one example of demographics and management planning at its best.

Key Course Concepts

The research compiled within this body of work, as it relates to socio-economic factors, demographics, and planning has shown underlying consequences when left unaddressed. Creating a multicultural working environment is a task riddled with land mines as companies seek to mirror the changing society and national culture. "People use culture actively to determine what to do and how to do it" (Kottak & Kozaitis, 2003, p. 35). The resulting conflict from Wal-Mart's unfair promotional practices highlights the effects of culture and it is relevance to organizational planning. The concept of cultural relativism holds, "behavior or mannerisms should not be judged by the standards of another" (Kottak & Kozaitis, 2003, p. 97). There is always a dominant culture or traits that extend beyond national boundaries but have no place in multiculturalism which, "recognizes a multiplicity of legitimate cultural cores, or centers, acknowledges cultural criteria as the source of group formation; and promotes democracy and equity among groups" (Kottak & Kozaitis, 2003, p. 52). Before Wal-Mart's commitment to diversity a lawsuit was filed by employees citing unfair practices. The lawsuit forwards the idea of underlying consequences avoided by such companies as Walt-Disney World, Publix Supermarket, and Omnicom Group.

The previously mentioned companies all have different core, market, and planning strategies. However, they all follow the design of pluralism. Pluralism "embraces racial as well as ethnic differences" (Kottak & Kozaitis, 2003, p. 213). Publix Supermarket has segmented and targeted the individual ethnic groups and has recognized success through profits. Walt Disney has been able to capture an audience regardless of age based upon characters and themes that carry generalities "similarities that occur in many but not all cultures" (Kottak & Kozaitis, 2003, p. 112). Lastly Omnicom Group has been able to capitalize on letting the organization reflect the external environment. These findings would follow the ideal that culture is instrumental, adaptive, and maladaptive. That is "culture is used to fulfill basic biological needs (food & shelter) but also adapts when it helps to...
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