Organizational Behavior Module 1 Chapter 1 2
What is the Business case that is driving LeasePlan’s interest in managing diversity?
The business case that is driving LeasePlans interest in managing diversity is that they are treating their employees as unisex. The employees receive training, fair opportunities, and career counseling. LeasePlan is creating a more supportive and collaborative employer through these actions. Through proper management, encouragement and possible bright futures, the employers have seen an increase in productivity and efficiency. By helping LeasePlan helping their own careers, the employers’ attributes and skills increase. There is human capital interest, empowerment, and encouragement that increases company moral. This ensures less problems, constraints, strikes, and negativities around the workforce.
Compare and contrast the extent to which LeasePlan is using Principles from affirmative action and managing diversity?
Affirmative action is a good way to avoid discrimination in the workplace, however this method really hard to brought the maximal performance of the company like LeasePlan that dominated by women employee. The affirmative action mostly suitable to employees that don’t want to get out of the comfort zone. Managing diversity in other hand give the solution to make the employees especially for women to give their maximum potential.
To what extent are LeasePlan’s efforts consistent with recommendations derived from Alice Eagly and Linda Carli? Discuss.
Based on the case LeasePlan success to do what the recommendations that Alice and Linda derived. They keep the consistent by professional they hired Pathbuilders, Inc., an Atlanta human-resources consultancy that focuses on women. The keep running the program that have acknowledge women executives from others companies for example Maria Goldsholl, chief operating officer of Mom Corps, a staffing company specializing in flexible employment for women say “The broader effort to transform the corporate culture
The business case that is driving LeasePlans interest in managing diversity is that they are treating their employees as unisex. The employees receive training, fair opportunities, and career counseling. LeasePlan is creating a more supportive and collaborative employer through these actions. Through proper management, encouragement and possible bright futures, the employers have seen an increase in productivity and efficiency. By helping LeasePlan helping their own careers, the employers’ attributes and skills increase. There is human capital interest, empowerment, and encouragement that increases company moral. This ensures less problems, constraints, strikes, and negativities around the workforce.
Compare and contrast the extent to which LeasePlan is using Principles from affirmative action and managing diversity?
Affirmative action is a good way to avoid discrimination in the workplace, however this method really hard to brought the maximal performance of the company like LeasePlan that dominated by women employee. The affirmative action mostly suitable to employees that don’t want to get out of the comfort zone. Managing diversity in other hand give the solution to make the employees especially for women to give their maximum potential.
To what extent are LeasePlan’s efforts consistent with recommendations derived from Alice Eagly and Linda Carli? Discuss.
Based on the case LeasePlan success to do what the recommendations that Alice and Linda derived. They keep the consistent by professional they hired Pathbuilders, Inc., an Atlanta human-resources consultancy that focuses on women. The keep running the program that have acknowledge women executives from others companies for example Maria Goldsholl, chief operating officer of Mom Corps, a staffing company specializing in flexible employment for women say “The broader effort to transform the corporate culture