Research in Motion: Managing Explosive Growth

Introduction

Diversity in itself is a challenge for corporate America, but through challenges, there is a need to prevail. Though many industries have built culturally diverse teams, sustainability of that workforce and their continued growth are the new challenges many companies face today. With companies like Arbor Education and Training, Plymouth Fire Department, Walmart, Toyota Motor Ltd., and Google Inc., their demographic elements extend from across the globe covering nearly every spectrum associated with race, age, religion, and gender.

Imagine trying to understand a new culture to include their traditional standards from afar; the language barrier alone can place a major strain on an organization's ability to attach the two cultures globally. The research conducted herein will allow one to see many cultural differences not dissimilar as once understood. The diverse types of obstacles that through time and education can be learned, accepted, and together a new perspective formed for the organization.

Key Course Concepts

Three key course concepts are presented here for their relevance to the demographic factors found in the organizations researched. The demographic factors are characterized by ethnic diversity either in their workforces or diversity in the markets those organizations serve. The need for thorough management planning for dealing with diversity is established as a requisite for success in this era of globalization.

The first concept identified is the Roots of Ethnic Conflict covered in Chapter five (Kottak & Kozaitis, 2003). Ethnic differences in the workforce or marketplace can lead to organizational conflict if not managed carefully and sensitively. Organizations can find ethnic groups in competition for resources. Prejudice and discrimination can have a damaging effect. Appropriate organization policies are established and enforced to avoid conflict and to ensure the elements of the diverse workforce are appropriately rewarded and recognized for their services.

The second concept identified is The Cultural Construction of Race presented in Chapter six (Kottak & Kozaitis, 2003). Understanding and classifying the racial and cultural makeup of an organization's workforce or target market is important for management. This determines customs, preferences, and cultural norms they will be dealing with.

The third concept selected is Gender Roles, Stratification, and the Economy from Chapter nine (Kottak & Kozaitis, 2003). Gender stratification is important for organizations to understand and to include in management planning. Gender stratification is about the unequal distribution of power and privilege in a society, generally tilting toward men. Recognizing deserving women with a balance of appropriate rewards reduces organizational conflict.

Company Synopses

Hanouf Alsubaye - Arbor Education and Training

Arbor Education and Training (Arbor E&T) is a company with offices throughout the United States. They have a very diverse workforce that demonstrates a unique demographic factor. Arbor E&T is a leading provider of workforce development services to job seekers, workers, employers, and communities nationwide (Arbor E&T, 2009). Arbor E&T employees come from many walks of life, employees of different ages, religions, and other factors. Within the organization, these employees treated equally when come to decisions concerning rewards and performance.

Founded in 1968, Arbor E&T is now the largest single supplier ...