Mgt 331 - Workplace Observation Paper

Workplace Observation paper

MGT 331

Organizational diversity in my workplace is moving in a more positive direction that ever before in my seven years with the company. In an industry dominated by males, and generally younger males, our company will be hiring it’s first female technician. The company already had a history of hiring experienced older Service Advisors, and has had great success with female Service Advisors.

Diversity in our workplace in a confusing issue. Observed from the outside the company appears to be very open and progressive. Internally, as a manager, the fights I’ve had with the President of the company regarding increasing diversity within our company have been nothing short of potential career suicide.

While my job has been told to me that I am to let him (the President) know if he is “cutting off his nose to spite his face”, I have been reprimanded for speaking out. It is unfortunate that this situation is becoming more common not only with me, but now with all other key managers.

My belief is that diversity an offer opportunity. Opportunity for growth as a company and opportunity for growth for the employee. We have yet to hire any handicapped individuals. I believe there is an applicant, while handicapped, may be a great asset to the company.

Developing employees for success, teaching them the expectations of the company, seems to have gone away. Focus now is continuously on what is not being done, or done incorrectly. Training is now viewed as a questionable investment. Only my persistence has resulted in the hiring of the female technician, and the continued training of employees.

The utilization of diversity within our workplace, or the lack of in our case, I believe is costing us opportunity. We are losing

opportunity for new ideas, and losing

opportunity for revenue. Eventually, like the other managers and employees, when opportunity decreases, you begin to question why you stay with the company.

Additionally, consistent and clear communication has deteriorated to the point that many employees and managers have no clear understanding of what is expected of them. When there is not direction the employees can not be held accountable for doing what they believe is correct productive work.

Reprimanding of actions perceived by management as unproductive only seems to add reason for resentment. The resultant decrease in productivity then becomes the topic of discussion with upper management. The President of the company, and his insistence to have the ability to change policy as he feels necessary, in serving to destroy the very company he and his initially devoted employees spent years building.

When confronted about his inconsistent enforcement of former rules, the managers are put through rigorous meetings and explanations