Business Case & Moral Case for Diversity-Free-Samples-Myassignment

Question: Explain the linkages between the Business Case and Moral Case for Diversity in Organisations. Answer: There is a need to portray a moral case for diversity that has something to do with the different direction for improvement in the Woolworth organizational bottom line. There is a need for improvement in the profitability measures of the Woolworth organization that is nevertheless to be wrong in their bottomline. The diversity in the business case needs to have several overcoming in the rate of shortage of the skills that has a talent for the wars. There are markets that are eventually diverse in the course of the diversion of the markets. There is a need to create a promotional innovation that helps in the creativity of the team. In this report, the organization that has been chosen to be evaluated through the different business care processes is Woolworth. The Woolworths supermarkets is considered as the Australian supermarket that helps in the grocery and the different supermarket chains that helps in the chains owned (Woolworths.com.au 2017). The organization is a retail one that has its headquarters in the South Wales in Australia and has made some of the brand people like the Brad Banducci that is the Director of the Australian supermarkets, earns revenue upto $42.132 billion (2015), and has the employees until 111000. The Woolworth organization is engaged in mostly selling of the different groceries and sells different stationery items like the DVDs and the magazines (Ashikali and Groeneveld 2015). The current operating stores have different supermarkets like the 968 and have additional convenience in carrying out the same logos in the stores. The store was founded in 1924 in September that lies under the name of the Wallworths bazaar ltd that is internationally known. Later it was internationally known that helps in the name of t he internationally renowned Woolworth market. Initially it had no plan for overseas expansion but later it did expand to different parts of the world (Klopf, et al. 2017). There is a need to accelerate on the growth of the trading events that helps in the growth of the brand that is initially instigated. The shareholders are interested in accepting this accelerated brand growth that are involved in trading at a continuous operational pace. The interest of the consumers started a year back that helps in analyzing the sales of the operations (Dennissen, Benschop and van den Brink 2016). The research on the Woolworth is a retail chain on a high street that has a high street retail chain on the different stores that is nationwide and that has almost 30,000 staffs employed. The organization method needs to be maintained that has a mixture of full time and part time employees (Harvey and Allard 2015). It has been maintained that the top of the hierarchy is the head of the branch and then comes the different employees. The management system of the Woolworth can somewhat be removed by the staffs as an informal hierarchical system that needs to be in an informal structure. The heads hardly interacted with the different employees and hence they were both unaware of each other, which was of great affects. The affects were in the application of the poor motivational methods. There is always a need for motivation for the staffs at the time of the recession that helps in motivating the different staffs (Kulik 2014). The employers has a large budget that is used for the recruitment of the different staffs that eventually wants to be hanged on for. The employees of the organization have to have something in order to bring out the best of their ability. They are often driven by money (Madera, Dawsonand Neal 2017). The salary is often not enough to keep an employee motivated at work but definitively the quality and the productivity of their work will eventually make them deteriorate it. The ultimate employee motivation has to be how to keep someone motivated in work. The use of the number of theories in the will eventually effects the management that has a great deal of the employee motivation that will be applied in the Woolworth. Motivating staffs is the most important responsibility of an organization and is the most difficult thing to be managed (Martn Alc zar, Miguel Romero Fernndez and Snchez Gardey 2013). There were a large number of part time employees in the Woolworth branch in order to make the common young employees view this and make them improved in their work field. Just like other organizations, there is a need for impressing the management that will be the best of their ability to keep their job safe. The key factor of the opinion is to make a low quality in the services so that a key factor becomes the ultimate failure in the Woolworth group of organizations. The staffs when are not motivated it will eventually affect the customers and their feedback will be poor. This will ultimately put a bad reputational mark on the growth of the Company. The emphasis was therefore imposed to change the management on the effected motivations (Olsen and Martins 2016). The moral case in thee Woolworth organization is that they are more aware of their particular reputation in the particular companies that they might will to serve and share as well. The Directorial boards have to be involved with the development of the vision that may be corporated in producing the different statements. These statements will be presented with the form of an image that can be used for the public good for being a caring employer in their caring organization (Olsen and Martins 2016). The best practices that can be used for managing the diversity can diversity that needs to be incorporated in the different appropriate circumstances with the use of the different techniques and the methods that will be formed. The leadership in the top commitment is a visionary demonstration of the different communicative method that has a diversity strategic plan that is based on the development and the alignment (Pauly 2016). All these things need to be incorporated in the strategic plan of the organizations. There is a need to link the diversity with the performance that helps in understanding the diversity and the inclusive work environment that can yield a more great productivity that will help in the improvement in the performance of the Woolworth. The measurement can be a set of the different qualitative and the quantitative mode of the measurement that has an impact on the different aspects of the overall diversity plan (Soulat and Nasir 2017). Accountability ensures that the leaders wide diverse plans that will help them to provide a linkage with their performance level of the assessment. The compensation programs have to have a diversity initiative. The planning has to have a succession that is a based on the strategies and the ongoing process that is identified with the talent pool (Trittin and Schoeneborn 2015). The Woolworth hence produces organizational potential leaders of the future. The Woolworth is a supermarket in Australia and is a food retailer that has a huge annual turnover. The Company trades from different parts of the world and has an employment to thousands of people. There is a need for equal opportunity for the scope of employment (Vidal et al. 2013). Many awards and recognition have been addressed to the organization. Woolworth has now taken up the approach that needs to be formulated in the pen and paper form in the company (Pauly 2016). The organization is also developing on the various factors that needs to bee modified. The result that has been treated in the Woolworth organization is somewhat similar to the policies of the business and the moral case studies. The result will be as same treated with the different organizational interest of the public's that has two different pillars, one is the long term relationship between the company and the employee that needs to be built (Ashikali and Groeneveld 2015) The results that will be derived will e ventually help in the developing approaches in the organization. Examining the role of the Employee Diversity Management and Employee Involvement Variation on Organizational Innovation This study is based on the different role and the diversity in the employment management that will help in the improvement of the Woolworths organization. This study will ultimately reveal the diversity management between the employees and their involvement in the impact of their innovation in their organization. A data was collected from the different 844 respondents who said that there are different large organizations that have applied in the SPSS version to analyze the data. The involvement and the diversity of the employee are to show the negative impact on the organizational employment and their innovation. There is a need to trigger the organizational innovational outcome so that it ultimately enhances the Woolworths organizations. The insight reflects that how the productivity can be increased through the innovational productivity by using the human resources properly. The research practice gap in the diversity management In the field of the HRM management research, an outline may be drawn on the different formal organizational practice programs. The research includes the different methodologies that need to be measured by the employee perceptions in the different diversity management activities. There is a need to demonstrate on the impacts of the diversity management that reflects primarily on the employee reactions and their identification with the different unit levels. A below line research has been made that do not directly answer the HR professionals that is mostly based on the HR activities that is required to be adopted. Eventually, it will explain the impacts of the different formal organizational diversity activities that need to be reported by the documented and the senior managers in the records of the organization. The Woolworth organization can easily be linked with this research paper based on the bottom line theory as per the basics of the HR management The link between Diversity and Equality management Practice bundles and the racial diversity in the managerial ranks: From this research paper it can be concluded that the role of the cultural and the employee diversity has a complete variation on the innovation of the organization. There is a need of the human resource theories and their tenets that is primarily based on the resource based view of the Woolworth firm. There is a need for the influence of the racial diversity that is in the managerial ranks. A conceptualization of the different DEM practices needs to be made on the size of the moderating role in the relationship rank of the Woolworth organization. The theoretical and the practical implications for the different perspectives of the strategy is based on the future diversity management. Just like the other organizations the racial diversity is also practiced in Woolworths and that helps the employees to concentrate on their work more appropriately. Diversity in the Workplace: Benefits, Challenges and the required managerial tools The increasing globalization requires the interaction on the different diverse backgrounds that is present in an organisation. People now work as a part of the global economy, that has become more diversified with time. So, here comes the need of the various non profitable and profitable organisations to become diversified in order to sustain in the global market of competition. The ultimate aim of an organization is to maximize their level of profit in the workplace diversity. This article is effectively designed that helps the managers to understand the effectiveness of the diversified workplace. The different benefits of the challenges of a workplace that also has different effective strategies needs to be well pointed. In the Woolworth organisation these diversity of the workplace is well maintained that has newly evaluated the different challenges and the benefits that will be of some use to the customers. Workforce diversity management The management is a social discipline that needs to be dealt with the different types of the behavior of a person and that also includes the human insights. In this article the workforce management of the diversity is explained and also how it has positive and negative effects on the organisation. Woolworth is such a multi national super market organisation that needs to manage diversity in order to maintain peace and a good pace of the work environment in the organisation. This journal article is all about what are the benefits and the usefulness of the diversity management. Diversity training is required that is often a trigger in the conflict in the workplace area that has its lawsuits as well by making the employees compelled to make them talk to each other even. There are often the misinterpreted concepts that need to be well perceived that is based on the moral case of the different discriminatory intents in the organization. There is a need for prevention of this similar case and a linkage should be enhanced to make it for better works. From the above report, it can be well concluded that an initial linkage between the moral and the business case has been well evaluated. The chosen organization is the Woolworth, which is an Australian based company that is primarily one of the top retail super markets. The role of the human resource management as a part of the integral part of the organization has been introduced but in a small portion. At the end, it can be stated that there is a need for the different types of the diversity that will help in the prosperity of the organization. References Ashikali, T. and Groeneveld, S., 2015. Diversity management in public organizations and its effect on employees affective commitment: The role of transformational leadership and the inclusiveness of the organizational culture.Review of Public Personnel Administration,35(2), pp.146-168. Benschop, Y., Holgersson, C., Van den Brink, M. and Wahl, A., 2015. Future challenges for practices of diversity management in organizations.Handbook for Diversity in Organizations, Oxford University Press, Oxford, pp.553-574. Dennissen, M., Benschop, Y. and van den Brink, M., 2016, January. Diversity Networks: Networking for Equality?. InAcademy of Management Proceedings(Vol. 2016, No. 1, p. 15950). Academy of Management. Harvey, C.P. and Allard, M., 2015.Understanding and managing diversity: Readings, cases, and exercises. Pearson. 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