Background
The most critical thing a leader must understand is that diversity is about being different. Indra Nooyi, CEO of PepsiCo, understands what it means to be different. Reinemund and Paige explained that Indra Nooyi understands differences. Indra Nooyi dealt with the differences of being a woman, minority, and ethnic origin and still managed to climb her way to the top of the corporate ladder. Mrs. Nooyi holds a Bachelor of Science from Madras Christian College, an Master of Business Administration from the Indian Institute of Management in Calcutta, and a Master of Public and Private Management from Yale University (PepsiCo, n.d.). Indra spent many years as a Vice President in different capacities before starting at PepsiCo in 1994 as Senior Vice President of Strategy and Strategic Marketing. Mrs. Nooyi worked her way up the corporate ladder at PepsiCo and in 2006; took over leadership as President and CEO. Indra Nooyi lives diversity each day and understand what Richardson (2005) referred to as an organization of people from different backgrounds that consists of race, ethnicity, gender, and beliefs. This paper will focus on how Indra Nooyi influences diversity at PepsiCo based on her ethnicity, gender, and policies. A key element in implementing successful diversity policy is the ability to lead and manage ethnic diversity.
Ethnicity
Diversity has been and continues to be good for the economic growth and prosperity of this country (Herrerra, 2001). According to Moore (2007), Indra Nooyi is a native of India and one of only a handful of women to run a Fortune 500 company. PepsiCo is a proponent of diversity and in the 1940’s had minority-owned franchises and employees of color. Moore stated that Peps...
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...Executive Officer, PepsiCo).
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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.
Barsh, Joanna and Yee, Lareina. Unlocking the Full Potential of Women in the US Economy. McKinsey & Company. Accessed April 4, 2014.
Since the 1970s, the percentage of women making up the United States labor force has increased dramatically, peaking in 1999 at 60%. According to the U.S. Bureau of Lab...
Jefferson P. Marquis, Nelson Lim, Lynn M. Scott, Margaret C. Harrell, Jennifer Kavanagh "Managing Diversity in Corporate America, An Exploratory Analysis" Rand Corporation. Web. 29 June 2015.
United States. Bureau of Labor. Women in the Labor Force: A Databook. Washington: GPO. 2013. PDF file.
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.
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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.
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Consequently, the policies of companies that employ women can have a positive or negative effect on their households, career advancement and earning potential, as well as the lives of those that depend on them. Mary Van der Boon (2003) in her article titled, “Women in international management: An international perspective on women’s ways of leadership”, descri...
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