With the increased usage of social media, companies need to be very careful how they handle diversity issues. How a company reacts to diversity issues can make or break their business especially in certain areas of the world. Denny’s is not an exception to the issues that may occur with diversity. However, the way they reacted has had some issues along the way and they did not try to correct the overall problem effectively. Even though Denny’s tried to correct the problem each time they did not handle the underlying problem of a lack of diversity training in the company. History Denny’s started as Danny’s Donuts in 1953 and was opened by Harold Butler and Richard Jezak (Denny's, n.d.). The Donut stand changed into a restaurant chain that now …show more content…
James was hired to clean up the company’s image (Londner, 2001). Known for turning around troubled companies, James is credited with helping the struggling Burger King franchise. Adamson stated at his first meeting with employees that he was, “going to do everything possible to provide better jobs for women and minorities. And I will fire you...If you discriminate…” As a result, eight of Denny’s top officers left (Rice, 1996). He required all 45,000 employees to undergo diversity training which included reading the Civil Rights Act (Londner, 2001). For employment consideration, prospective employees had to answer a timed series of questions regarding working with different races (Rice, 1996). Adamson also hired more minority vendors and suppliers. They buy their supplies from diverse companies whenever possible. Denny’s received the “Best of the Best Top Supplier Diversity Program” in 2013 from Professional Women’s Multicultural magazine (Denny's, n.d.). This is among many awards and recognitions Denny’s has received from diverse …show more content…
With the backing of Ron Perry, Adamson immediately expanded re-education efforts across all of Denny’s, El Pollo Loco, Quincy’s steak houses, and Hardee’s restaurants (Rice, 1996). James then puts initiatives in place that included diversity training, community involvement and increased the hiring of minorities. Adamson’s four-part strategy to put cultural diversity in place; loosen up the hierarchical environment; make diversity performance criteria; require entire staff to attend workshops; and never miss an opportunity to preach the gospel of diversity (Rice, 1996). He also hired Rachelle Hood Phillips, the first female officer of diversity to report directly to
Diversity in the retail marketplace is something that is significant to the company’s success. Retailers are comprised of people selling things to people. Thus, the people that do the selling must be a good representation of the people that are doing the buying. Companies that are well diversified in their hiring practices, as well as organizational goals, are well recognized by the public. Likewise, companies that are unjust in the functioning of their company will be viewed in a negative light, which could lead to decreased sales and company accountability. Taking this into consideration, observing the diversity profiles for two major retail companies can lead to a firm understanding behind their success and company values.
On the other hand, Denny's made a miraculous turnaround when they focused on key points such as taking ""a holistic approach to diversity" Ray Hood-Phillips, making both cultural and structural changes"(Thorpe Brathwaite). Denny's parent company Advantica decided to make major changes by providing intensive diversity training. Everyone in the company from the board of directors to the cooks and servers received mandatory training to learn about diversity. The company also let go of the 20 year contracts it had with recruiters who were not able to hire diverse employees. Next, the company turned its attention to the structure of the company."The "people
1. Diversity should provide greater alternatives and inputs into the decision process, but if diversity is blocked due to organizational infrastructures that do not allow the free flow of information, than the diversity goes unutilized. Johnson & Johnson (J&J) structured its company to insure the positive impact of diversity in regards to decision making through its creation of FrameworkS. Through Frameworks, the executive committee is partnered with a variety of managers from around the organization that concentrate on specific, unprogrammed organizational decisions. FrameworkS matches the problem with appropriate decision making method. In this approach, managers share the problem with others and engage the group in consensus to arrive at a final decision.
In many companies, employees feel diversity ix not an organizational priority. Diversity has to be apart of...
Merriam-Webster defines diversity as “the condition of having or being composed of differing elements; especially the inclusion of different types of people (as people of different races or cultures) in a group or organization” (Merriam-Webster, 2016). With diversity including many different elements, the concept of workplace diversity also covers a broad spectrum of topics, and continues to evolve as many companies look to expand globally. This subject has become increasingly important among managers over the last couple of decades, and has helped to reinforce other concepts such as affirmative action and equal opportunity employment. While most people believe that everyone should have the same opportunities available to them, and that we
Gender, racial, and ethnic diversity means different things to different people. Some believe that diversity is about quotas, and affirmative action. Others believe that diversity is something that will happen on its own with out intervention. Some experts who study diversity, however, believe that diversity is not something that should be left up to chance. It is important, therefore, for organizations to take action to encourage and foster diversity in the workplace (Clarke, 1995, p. 13).
This document will explore what a company can do to foster diversity in the workplace. The business case highlights the development and implementation of organizational initiatives that could:
The foundation for developing an effective diversity management program relies on leadership commitment and the CEO should communicate the organization’s position on diversity management and his or her sincere belief in the importance of diversity (Cañas & Sondak, 2010). Indra Nooyi, the current Chairman and CEO of PepsiCo, is a leader who demonstrates a strong passion for managing diversity. In this paper I will be discussing Indra Nooyi’s personal and professional background, the status of diversity within PepsiCo before her role as CEO, the leadership philosophy on managing diversity Indra Nooyi has taken, the strategies she has used to implement diversity management, and her diversity related goals. I will conclude with a discussion on the current status of PepsiCo in terms of diversity, their future diversity goals and how Nooyi’s diversity management efforts have affected the overall success of the company as a whole.
Diversity is a highly important issue in today’s business, especially in a globalized company. Workplace diversity helps to get better solutions to business problems (Schawbel, 2012). When you have a group of individ...
The purpose of this research is to provide a substantial assessment/explanation/analysis of the degree to which the McDonald’s operates based on a universal cultural or whether it is most strongly influenced by the national culture of that country. The researcher will explain how McDonald’s uses diversity and organizational initiatives to contribute to the corporate bottom line. Finally, the researcher will evaluate the company’s bottom-line rationale for diversity initiatives.
In a world that has grown increasingly smaller due to mass media, world travel, and readily available information, the workplace has grown increasingly diverse in both gender and cultural aspects. Individuals no longer live and work within the confines of their geographic locations. At almost any position with any company the individual employee is a part of a larger world economy that harvests assets from the ends of the earth. Because of this, companies seek to capitalize on diversity to become more creative and flexible in their business models.
The emergence of diversity in organizations can be traced to the 1960s when legislation was enacted to prohibit discrimination against ethnicity, gender, national origin, race, and religion. Even though workplace diversity origins began in the aftermath of World War I, it was not until 1961, when President John F Kennedy established the President’s Committee on Equal Employment Opportunity (EEO), which was to end discrimination in employment by the government and its contractors (Cañas & Sondak, 2011). Workplace diversity continued to be advanced through the years by Presidents Johnson and Nixon administrations.
Living in a country where it was founded by immigrants, diversity is everywhere you go especially in the workplace. There are many types of diversity; ethnicity, gender, religion and age just to name a few. Working in a diverse organization it can give you a taste of the real world, and what you will deal with wherever you go. There is so much diversity in the world today so it is a benefit to experience it in the workplace as well. You are given the chance to learn so many things from different cultures, why wouldn't you want to work in a diverse organization?
With the same spirited investment as the world's premier marketer and beverage industry leader for more than 118 years, Coca-Cola are focused on strategic workplace programs that help assure the success of our commitment to embracing the similarities and differences of people, cultures and ideas. Diversity Advisory Council - the Company’s corporate Diversity Advisory Council consists of a representative group of employees from all levels, functions and business units of the organization. The Council develops recommendations for senior management on advancing the company's efforts towards achieving our diversity objectives. Employee Forums – Coca-Cola believe that a sense of community enhances their ability to attract, retain, and develop diverse talent and ideas as a source of competitive business advantage In the United States, through employee forums, employees can connect with colleagues who share similar interests and backgrounds. In those forums and elsewhere, employees support each other's personal and professional growth and enhance their individual and collective ability to contribute to the company.
In the future diversity in the workplace may be required for companies that want to be competitive, because diverse ideas help create new solutions to help overcome obstacles. To take advantage of the synergy that diversity brings to the workplace, companies must develop long term goals and strategies. A long term strategy acknowledges differences and embraces them to encourage free thinking among employees. By incorporating diversity as an asset, companies can better prepare themselves to face the future. As their customers become more diverse, so should their workforce.