Compare And Contrast Different Organisational Structures Commerce Essay

Compare And Contrast Different Organisational Structures Commerce Essay Organisation can be identified through their responsibilities, authorities and relationships in the market. There are ways to organise companies to get effectiveness in market. The structures of organisation play important role in development of company. These structures are based on cultural identity of organisation the way its structures behave. (Botha, 2008)These structures are to keep work flow and bring profits and the way they work they create culture. The degree of influence within organisation and the systematic approach to organise the activities forms culture. There are following types of structures in companies depending on their composition. Bureaucratic and Administrative structure Functional Structure Divisional structure Structure Matrix These structures form a way of functioning and behaviour of the company. These can be divided into following groups based on company culture. Circle organization Team Network Virtual This depends on the facilities, policies and aims of the organisation how they use structure and culture in their favour. (Brooks, 2010) Companies in past remain under bureaucratic structure but with passage of time and learning now they have adopted a liberal form of structure which created liberal and devolvement culture with in origination where team work is more important that control from top to bottom. Explain how relationship between an organisations structure and culture can impact on the performance of the business The performance of business can be affected by the relationship of structure and culture if the structures are not leading to a healthy sympathetic culture of work then company cannot meet its targets and cannot survive in the market. Company structure should be accommodative to espouse new good culture and cultural outlook should be in way to strengthen the structure and support the outcome of the activities in positive and profit oriented way. If we see the corporate culture is kind of approach that companys top management tries to project for their company as it portrays the systematic and organised business culture. Companies with better and organised culture try to keep the distance between the top management and junior ranks though in 21st century its all about the team work. (Harrison, 2002) Companies should promote harmonic and team work based culture. This systematic organisation of company culture and the structures to support the culture have visible impact on the performa nce of company business and it also presents the picture which helps investor and customers to decide the purchase activity related to company. This is factor behind the company management organising such events where they can introduce the structures and culture in their company through different mediums. Sometime they are using commercial media and some time the main stream media to give the introduction of their structures and culture. On business media companies tries to occupy more time in discussions that gives them advantage in marketing. (Ries, 2005) Similarly the workers and employees also get inspiration from structures and culture of company and they feel proud and loyal to a good organised structure and developmental culture in their company while they are with friends and family or in general public and they also try to promote the values of company. Discus the factors which influence individual behaviour at work There are many factors which influence the staff while they are at work. These factors are included company structures, hierarchy, culture, values, aims, objectives, benefits and punishment system. The staffs try to get support from existing company system. If there is not well established structure staff can not feel good and supportive attitude from top management towards their work so they loos the work interest after time. Similarly if there is not well define and developmental culture in company staff try to escape the work and lazy attitude is developed over time. If there is no well defined hierarchy in company there can be time and resources loss due to delays confusions and overlapping of work. (Cardy, 2003) If company holds good corporate values staff also feels secure and proud about company and they try to fulfil company goals and aims. The benefit are key to individuals at work as every human have basic life necessities and major motive behind any job or work is to fulfi l those needs if company is not providing enough financial and other supportive benefits to staff they will try to slip from company as soon as they will find better opportunity so it is necessary to keep staff loyal to company through providing them better financial and other benefits like health benefits and pensions. (Forster, 2005) Last but not least thing is punishment and reward system in absence of such punishment and reward system company management cannot get maximum effort from staff. It is necessary to use stick and carrot strategy with in company to get individuals work properly according to set targets of growth and development in business. Task Two Compare the effectiveness of different leadership styles in different organisations There are many leadership theories which define different leadership styles in business. Mostly the leadership style in companies is based on the approach of top management or owners of the company. Here is analysis about some of leadership styles and strategies along with their effectiveness for organisations. 1. Autocratic leadership This form of leadership is example of extreme transactional leadership, in which leader of company or top managers use power tool to deal the work and workers. Staff members have little chance to give suggestions and decide according to their. (Forster, 2005) This type of leadership cannot work with large organisations but it is good for small organisation especially where there is untrained labour or staff and unskilled jobs. But in large organisation it can lead to lazy attitudes, higher level of absenteeism and turnover 2. Bureaucratic leadership Bureaucratic leadership is way in which rules are followed strictly and work is done in the bases of book. It is very popular leadership style even with modification and modern approach in all companies this type of leadership is found at any level. This is good for work where there is serious work involve human life risk and handling of machinery, but in service sector it can lead to disaster where staff will try to implement and follow book and situation will required the diversity of action and response. 3. Charismatic leadership It is form of leadership which emerges with strength of personality and it creates higher level of acceptance among staff. It carries enthusiasm, charm and quality and creates an energetic atmosphere. The drawback of this leadership style is leader can turn authoritative and can make blenders for business without any one there to challenge him or her. Similarly the dependence on the leader can crate collapse after they leave. 4. Democratic leadership It is also called participative leadership in which there is room for every worker and manger to give their feedback and make contribution in the work development. It supports with decision which have full backing and involvement from staff. (Laeven, 2004) But sometimes it can lead to lake of responsibility and a competition based on contribution instead of quality. 5. Laissez-faire leadership The French word which means leave it be, it is way in which team member are given chance to work their own and take charge of decision making and responsibility as it is focused on productivity instead ways and means. It is effective in well groomed professional environment but can lead to collapse where staff is not fully trained and skilful. 6. Relations-oriented leadership This is also called as people oriented leadership in business which tries to accommodate the version of other people rather than top management. This type of leadership is aiming at the results for general welfare and benefits for maximum people. It tries to accommodate interests of as many as it can. But it have drawback of expansion of work to unnecessary boundaries and unnecessary participation and involvement level. Explain how organizational theory underpins the practice of management This theory tries to explain the understanding and appreciation for criticize or postmodernist segment of business world. This theory helps to develop a purpose oriented approach in which it serves depends on the advancement by the business. Theory focuses on the business environment and its effects on the working capacity of the business. Company have major aim of settling its interests and achieve its growth. It derives the relationship between different phenomenons which affect the business activities. The use of theory helps businesses in developing understating about modernity of technology, knowledge, skill development, diversity, development of structures and positive approach for profit seeking strategy. Through a good analysis of the situation company tries to look for success opportunities under this theory. The modernist view of theory helps in adaptation of new technology with better approach and understanding. (Lall, 2005)It helps the organisations to find way for increase efficiency and effectiveness to control performance indicators. Evaluate the different approaches to management used in different organisations There are many fundamental approaches in business management which are used and followed by the management in different sectors according to their needs. Based on different approaches we can categorize these managerial approaches based on implementation and management in three groups. These are used on the bases of following qualities:- The diversity of technology degree of complexity in delivery objectives of the business and Process used within a timeframe. These approaches are characterised as following:- Active Listening It states that some organisations need their management to used active listening approach to accommodate the needs of customers and workers in effective way for improvement in acceptance level and growth. This helps companies to win confidence from their customers and brings loyalty to brand names. Cultivating It is like listening approach it is a facilitative management approach which is supported by utilisation of existing skills in the environment to get advantage. It is based on active participation and involvement of staff and customers to bring fundamental results in favour of business. Steering This is different management approach which is based on instrumental project management to fulfil the delivery needs. It is mostly sued in developing projects where there is need for controlled activities to bring certain level of success. It is mostly short term strategy and approach of management as with development in business it cannot be used for long. Task Three Discus the impact that different leadership styles may have on motivations in organisations in period of change Leadership is way to give direction, implementation, planning and motivation to people in business for achievement of better results. There are certain leadership styles like authoritarian or autocratic, participative or democratic and delegative or free reign these styles are followed widely in business world to achieve set business targets. Here is summery of effects of different leadership styles on the motivations in organisation. Authoritarian or autocratic This is way in which leader shares the team that what company want and how it wants to be done without getting any feedback from juniors and team. Sometime leaders get all information from bottom level of management but they decide their own about actions. (Cardy, 2003) This style need lot of involvement from top management in company to be present physically to control things once manager is away staff tries to get escape from work and absenteeism is common in this type of leadership style. It also creates lake of responsibility and secrecy of information from one channel to other as everyone tries to avoid any bad situation. It also called bossing people this style is on decline in major organisations and is being replace by other leadership styles. Participative or democratic The slogan of this type of leadership is lets work together, it is way in which leader involves everyone to give their feedback and take responsibility for doing things on business. Though leader maintains the final decision yet still its room for more participation and every opinion is welcomes. This style have drawback for waste of time and unnecessary and unskilled involvement in business decisions which can lead to losses and weakness. Delegative or free reign In this leadership style responsibility is shifted to lower ranks of management, thus employees are allowed to make decision about work with freedom. Yet this required highly skilled and trained professionals at all levels which is expensive for human resource management and required lots of revenue and without grooming all staff to that level it can bring disaster to company business. This is also known as laissez faire. It is observed by the business exerts that a good leader tries to hold combination of all three leadership styles according to needs of time and management activity. Compare application of different motivational theories with in workplace There are different motivational theories for workplace performance management which are discussed in coming discussion. Incentive Theory of Motivation This theory states that staff and employee can be motivated to perform well through external rewards. For example, if there are some financial gains for staff for doing a certain level of work or keeping time management effectively they will try their best to achieve the land mark to gain that financial benefit. Drive Theory of Motivation This theory states that people are getting motivation from certain actions that are taken by management to get maximum outcome in performance. For example, someone can be motivated for drinking water to reduce internal thirst. This theory tries to base performance control on biological and physical needs of humans. Arousal Theory of Motivation These theory states that human are motivated to act to satisfy or decrease their stimulation or arousal level. For example, one person can like to go to movie while other can like to read book to satisfy certain arousal level. Humanistic Theory of Motivation Humanistic theory of motivation is a set of motivational theories which are based on fact that human have immense cognitive reason to act in certain way and do certain things. Abraham Maslows put this in his hierarchy of needs that is based on different motivations behind human actions and those motivations are biological, social and spiritual. Like hunger and self actualisation. Evaluate the usefulness of motivation theory for managers Motivation can be a very important factor for an organizational success and achievements of set targets by the organisation. Here are facts that help managers to get benefit from these motivational theories, these are following:- Motivation makes human resources available for action as every action required physical, financial and individual involvement. Through use of motivation managers can turn resources into action thus they can utilise those resources for development and growth. Motivation improves the level of efficiency in company as staffs puts full efforts neglecting their qualifications and learning they are involved to gain the benefits of motivational factor. Thus motivation in organisation improves performance level for managers. It helps in increase in productivity, improves the efficiency of staff and reduces the cost for operations. It leads organisations and managers to achieve the set organizational goals by the utilisation of available resources effectively and in better way. Increases cooperation at work, creates better work environment and works as stimulate for higher performance level. Motivation builds very friendly relationship among managers and staff as staff meets some benefits for their performance. It increases the staff satisfaction level at work and develops trust and confidence at workplace due to monetary and non-monetary incentives. Similarly, motivation becomes very important for business because it motivated staff, empowers manager and teams, creates team work environment, creates sense of belonging and responsibility among staff, decreases operational costs and makes work time effective activity. Task Four Explain the nature of groups and group behaviour within organisations Groups or teams are important and major feature of business organizations. Work At organizations is divided into sub-units that are consists of departments of groups. These groups shape the behaviour of organisations and are responsible for activities at organisation. It is very important for managers to develop understanding about the nature of groups inside organisations. (Forster, 2005) The cooperation level among groups and within teams is vital for company activities. This way people with different skills and behaviour patterns with in groups affect the level of group performance. The leadership style of managers is having important effect over these groups and leads to success or failure of group efforts. The composition of groups promotes team work, coordination, cooperation, experience sharing, guidance availability for new staff and collective outcome of business activity. These groups have following features:- They interact with each other They build teamwork They can involve into a psychological warfare They are define unit They share common skills and interests There are ways through groups are formed one of such explanation is given by the Tuckman in 1965 as he define the process of group formation which is based on Stage 1 Forming Stage 2 Storming Stage 3 Norming Stage 4 Performing Stage 5 Adjourning There are many formal and informal groups within organisation which work according to their set purposes and try to achieve those purposes. Discuss factors that may promote or inhibit the development of effective teamwork in organisations There are many factors which affect the development of teams at business organisations. These factors are internal and external it nature. These factors include, high standard of performance, creating quality work, experience sharing, collective efforts, minimising cost, minimising work effort and to promote collective benefits as team. These factors affect the composition and working ability of groups and teams in absence of some important factors team cannot be building and there can be no increase in performance level which is brought by the team work. In 21st century the new business dimensions insist on the development of team under the affect of these factors to get maximum output from staff performance. Evaluate the impact of technology on team functioning within a given organisation In 21st century media and communication are very important tools for business performance and business development. There is continuous increase in technological advancement in creation and working of teams with in business. Here are some technological tools and their impacts on performance of team in business environment:- e-mail is based on internet which is most rapidly spreading form of communication which businesses are adopting rapidly to support their teams. The use of email helps teams to share and retain information for best performance. Mobile phones also have their huge impact on business and teams within businesses as it is quickest and reliable way to communicate between teams and get support on time. Groupware are new technological tool help teams in planning meetings, increase collaboration and work in a virtual environment with better results than emails and phones. Personal computers are popular in business as tool for management, communication and record keeping. The use of laptop is very popular in business community and helps the continuous connection among team members through use of internet and its capacity is bigger and better than previously mentioned tools.

Book: Kindergarten and Bibliographic Citation Essay

Annotated Bibliographic Citation: Blackstone, Stella. (2010) Octopus Opposites. Cambridge, MA: Barefoot Books Title: Octopus Opposites Author: Stella Blackstone Illustrator: Stephanie Bauer Year Published: 2010 Genre: Concept Brief Synopsis: This book discusses animals and their opposites. Suggested Developmental Level: This book would be appropriate for children birth to first grade based on the children’s reading levels. It will help in teaching the concept of opposites. Annotated Bibliographic Citation: Matzke Ann, H. (2011) Can you guess? Vero Beach, FL: Rourke Publishing Title: Can You Guess? Author: Ann H. Matzke Illustrator: Tara Raymo Year Published: 2011 Genre: Interaction Brief Synopsis: This book is based on the math concept of more or less. It gives young children the opportunity to test their math skills with answering the questions in the book. Suggested Developmental Level: I think this book would be appropriate for young children in grades in kindergarten to first grade. Annotated Bibliographic Citation: Lyon, George, Ella. (2010) The pirate of kindergarten. New York, NY: Antheneum Books For Young Readers Title: The Pirate of Kindergarten Author: George Ella Lyon. Illustrator: Lynne Avril Year Published: 2010 Genre: Storybook Brief Synopsis: Ginny is a kindergartner who has double vision making it harder for her to successfully participate in her class’s activities. She sees two of everything so Ginny has trouble reading, coloring, and cutting. One day, her class has participates in vision screening day where Ginny learns she has to visit and eye doctor to get glasses. Ginny’s eye doctor tells her she will be wearing a patch until her glasses come in. Once Ginny’s glasses are in, she can see everything in her classroom and this makes her very happy. Suggested Developmental Level: The appropriate age level for this book would be children in pre-school to second-grade. Annotated Bibliographic Citation: Gibbs, Edward. (2011) I spy with my little eye. Templar Books Title: I spy With My Little Eye Author: Edward Gibbs Illustrator: N/A Year Published: 2011 Genre: Interaction, Predictable Brief Synopsis: This book is a predictable I spy book. On the pages a small circle is cut out leading to what’s on the next page. Clues are read to help the children guess what animal may be on the following page. Suggested Developmental Level: This book would be appropriate for children in pre-school to first grade. Because some of the clues are colors, this book will aide in helping children learn colors as well as taking educated guesses. Annotated Bibliographic Citation: Sierra, Judy. (2012) Wild about you. NY: Alfred A. Knopf Title: Wild about You Author: Judy Sierra Illustrator: Marc Brown Year Published: 2012 Genre: Storybook Brief Synopsis: A new egg has arrived at the zoo but the zookeeper doesn’t know what animal may be inside. All of the zoo animals debate on who will hatch the egg and take care of the baby. The kangaroo decides to take care of the egg and soon to her surprise; it turns out to be a baby penguin. All of the zoo animals all help the kangaroo with the baby penguin. Soon after, a panda finds a baby kitten and soon falls in love with him just like the kangaroo and baby penguin. Suggested Developmental Level: This book would be appropriate for children in pre-school to second grade. The rhyming repetition in this book will help young children in learning new concepts of speech. Annotated Bibliographic Citation: Whybrow, Ian. (2006) What’s the time little wolf? Minneapolis, MN: Carolrhoda Books, Inc. Title: What’s the Time Little Wolf? Author: Ian Whybrow Illustrator: Tony Ross Year Published: 2006 Genre: Interactive, Storybook Brief Synopsis: The Wolf family consists of mom, dad, Little Wolf, and Smells. Little Wolf and Smells are sent out by their parents to catch dinner for the family. Throughout the story Little Wolf and Smells try to catch dinner and have no luck. Finally, they come across mice who want to play â€Å"what’s the time Little Wolf? † Little Wolf and Smells use this opportunity to their advantage and trick the mice into playing the game to capture them for dinner. Soon, Little Wolf and Smells return home with a sack full of mice for their mom and dad where they all have mice pies and rolls. Suggested Developmental Level: The appropriate age level for this book and activity would be preschoolers to first graders. Extension Activity: After reading the book, play the game, What’s the Time, Mr. Wolf? One player is Mr. Wolf. This player stands far away from the others facing away from them. The other players call out, â€Å"What’s the time, Mr. Wolf? â€Å" If Mr. Wolf answers, â€Å"Five o’ clock! † the players must take five steps toward Mr. Wolf and so on. When everyone is close, Mr. Wolf, answers, â€Å"Dinnertime! † The other players turn back to the start while Mr. Wolf chases them. Whoever is caught first is the next Mr. Wolf. But if everyone makes it back to the start, the same player must be Mr. Wolf again. Annotated Bibliographic Citation: Koelsch, Michael. (2001) Discover and explore. Penguin Putnam Inc. Title: Discover and Explore Author: Rosemary Wells Illustrator: Michael Koelsch Year Published: 2001 Genre: Storybook, Interactive Brief Synopsis: Timothy and his friends are kindergartners who learn about many different subjects throughout the school day. Timothy and his friends learn about the food pyramid, the seasons, the Earth, planting seeds, and many other subjects. Suggested Developmental Level: This book is appropriate for children ages three and up who are about to enter kindergarten. The concepts that can be learned in this book are the five senses, planting seeds, and the seasons. Annotated Bibliographic Citation: Browne, Anthony. (2011) How do you feel? Somerville, MA: Candlewick Press Title: How Do You Feel? Author: Anthony Browne Illustrator: Year Published: 2011 Genre: Concept Brief Synopsis: This book discusses different emotions that many of us sometimes feel. Suggested Developmental Level: I think the appropriate level of this book would be for preschoolers to kindergartners who are just beginning to learn and understand the different emotions we have. Annotated Bibliographic Citation: Cabrera, Jane. (2007) Old MacDonald had a farm. Great Britain: Gullane Children’s Books Title: Old MacDonald Had a Farm Author: Jane Cabrera Illustrator: Jane Cabrera Year Published: 2007 Genre: Interaction, Audiovisual (read-along), Storybook Brief Synopsis: Old MacDonald had a farm is a sing-along storybook that discusses all of the different things found on the farm like animals and Mr. MacDonald’s wife. Suggested Developmental Level: The appropriate level of this book is for young children in kindergarten who are can follow and sing along with the reader. Annotated Bibliographic Citation: Fraiser, Debra. (2010) A fabulous fair alphabet. New York, NY: Beachlane Books Title: A Fabulous Fair Alphabet Author: Debra Fraiser Illustrator: Jim Henkel Year Published: 2010 Genre: Alphabet Brief Synopsis: A Fabulous Fair Alphabet gives is about all things found at a fair that correspond with a certain letter in the alphabet. Suggested Developmental Level: The lever appropriate for this book would be preschoolers to kindergartners who are still or just learning their ABC’s. Annotated Bibliographic Citation: Adams, Diane. (2009) I can do it myself. Atlanta, GA: Peachtree Publishers Title: I Can Do It Myself Author: Diane Adams Illustrator: Nancy Hayashi Year Published: 2009 Genre: Storybook Brief Synopsis: Emily Pearl is a big girl who can do many things such as putting peanut butter on her bread or blowing her nose all by herself. Her mother always asks Emily and if she needs any help and Emily will respond, â€Å"I can do it myself. † Once it is time for bed, Emily finds herself needing her mom’s help with reading a bedtime story and finding Emily’s bear. Emily learns sometimes it’s nice to let someone else help. Suggested Developmental Level: Kindergartners through second graders will enjoy this book because it is teaching that although they can do many things on their own, sometimes they need help from someone else. Annotated Bibliographic Citation: Reiss, Mike. (2008) The boy who wouldn’t share. New York, NY: HarperCollins Children’s Books Title: The Boy Who Wouldn’t Share Author: Mike Reiss Illustrator: David Catrow Year Published: 2008 Genre: Storybook, Concept Brief Synopsis: Edward is being a selfish boy and not sharing his toys with his younger sister Claire. All day Edward keeps his toys in a huger pile away from Claire and finds himself stuck inside of the pile. When Edward and Claire’s mother comes in with a plate of fudge, she gives it all to Claire because Edward is nowhere to be found. Claire shares with her brother and teaches him that sharing is good. Edward then begins to let Claire play with his toys and they turns out fine, Suggested Developmental Level: Children who are in pre-school or kindergarten who may be new to sharing toys with other children will learn that sharing toys is the nice thing to do. It may help them to understand that sharing with result in having a better time. Annotated Bibliographic Citation: McPhail, David. (2002) The teddy bear. New York, NY: Henry Holt and Company Title: The Teddy Bear Author: David McPhail Illustrator: David McPhail Year Published: 2002 Genre: Storybook, Concept Brief Synopsis: A young boy carries his teddy bear everywhere with him. One day, the boy and his parents decided to stop for lunch. The little boy’s teddy bear was accidentally left behind and thrown out into a garbage can. A homeless man found the teddy bear and soon started calling it his own. Months had passed, and the little boy had almost forgotten about the bear until one day as him and his parents walked through park. The man had left the teddy bear sitting on the bench as he looked for something. The little boy grabbed the teddy bear and went on his way when he heard the man upset, looking for his bear. The little boy decided to let the man keep the teddy bear saying that he used to have a similar one. Suggested Developmental Level: This book would be appropriate for young children in first through second grade. Annotated Bibliographic Citation: Wheeler, Cindy. (1995) Simple Signs. New York, NY: Penhuin Group Title: Simple Signs Author: Cindy Wheeler Illustrator: Cindy Wheeler Year Published: 1995 Genre: Nonfiction, Interaction, Concept Brief Synopsis: Simple Signs illustrates the signs of American Sign Language for simple words such as cat and ball. Suggested Developmental Level: This book should be read to children who are in both kindergarten and first grade. This in an interactive book that promotes the use of sign language as another form of communication. Annotated Bibliographic Citation: Brimmer, Larry. (2006) Bigger and Smaller. Chanhassen, MN: The Child’s World Title: Bigger and Smaller Author: Larry Dane Brimner Illustrator: Patrick Girouard Year Published: 2006 Genre: Storybook Brief Synopsis: A brother and sister learn the concept of bigger and smaller by taking a trip to the zoo and comparing themselves to all the different sized animals. Suggested Developmental Level: This book should be read to children birth to first grade. Annotated Bibliographic Citation: Schaefer, Lola. (2000) A Rainy Day. Mankata, MN: Capstone Press Title: A Rainy Day Author: Lola M. Schaefer Illustrator: Lola M. Schaefer Year Published: 2000 Genre: Nonfiction, Storybook Brief Synopsis: This book is about the importance of rain and offers other information about rain such as rain forms in clouds. Suggested Developmental Level: The developmental level for this book is for children birth to first grade. Annotated Bibliographic Citation: Gordan, Sharon. (2006) We follow the Rules. Tarrytown, NY: Matshall Cavendish Corporation Title: We Follow the Rules Author: Sharon Gordon.

Diversity at Deloitte – Plans and Policies

When talking about equality opportunities implemented by companies, we can make a differentiation between two different models, the liberal and the radical one. The liberal model, described by Jewson and Mason, is emphasized on a philosophy of â€Å"sameness†, where people should have access to and be assessed within the workplace as individuals, regardless of social category. In the other hand, the radical approach is focused on a â€Å"positive discrimination† where employment practices are deliberately manipulated in order to obtain a fair distribution of those disadvantaged groups in the workplace, and it is also focused in achieving not only equality of opportunity but also equality of outcome. Considering this differentiation referring to the equalities of opportunities implemented by companies, we can see that Deloitte have a liberal approach in their policies, as they have created different programmes to make possible a equal treatment within the company instead of creating discriminatory policies, and, as for the outcome aspect, we haven't been able to find information about what is Deloitte's policy in that matter. Gender and Diversity management at Deloitte addresses the needs of a diverse workforce in regards to gender, sexual orientation, physical ability, ethnicity and national origin by offering programs to that specifically support these groups both internally and externally. The importance of diversity management at the firm is seen through the commitment placed on creating organizational structure, practices, policies, management and financial investment or partnerships that supports diversity. Deloitte’s annual diversity plan and the commitment to place diversity as the top priority on board meeting agenda’s is allowing the company to live and breathe its vision statement, which is: â€Å" to be recognized internally and externally as a diversity leader, to have leadership that represents the overall labour market, diversity management will be a core leadership competency and a business imperative, talent process will reflect ‘best-in-class’ diversity sensitive processes† (Deloitte, Diversity annual report). To achieve this vision, Deloitte has created a national Diversity council comprised of senior management across Canada which meets ten times per year to set goals and assess the progress of current policies and practices at the firm (Deloitte, Valuing Differences). To ensure the success of these initiatives they have created a diversity accountability framework to guide and incent progress. One of Deloitte’s most recognized and progressive steps towards diversity management have been the appointment of their Chief Diversity Officer, Jane Allen. Some key diversity practices within the firm includes; the creation of people networks, diversity calendar, the Diversity Matters blog, their Diversity Round table, a bias awareness toolkit as well as corporate sponsorship and partnerships. Deloitte’s people networks aim to connect like-minded people within the firm to act as mentors and support networks. The creation of the Diversity Calendar was a part of a firm wide communications campaign to communicate the diversity visions and goals for the year. Read also Analyze the Ways in Which British Imperial Policies The calendar was a huge success, receiving over 4000 downloads (Deloitte, Valuing Differences). The firm has also leveraged social networking tools with the creation of a Diversity Matters blog where employees can speak with the Chief Diversity Officer directly. Moreover, the Diversity Round table was created as an initiative to discuss the issues affecting people with disabilities an addition to Deloitte’s corporate sponsorship of the Vancouver 2010 Olympic and Paralympic Winter games. The bias awareness toolkit is used to educate managers on a range of topics including common stereotypes. It is used in conjunction with mid-year and year end reviews in addition to the policy of employees and partners setting a personal diversity goal for their year plan. Finally, Deloitte sponsors a number of organizations that share their interest and commitment to strengthening an inclusive workplace through programs, and research. These activities give their professionals opportunities to gain knowledge and expand their networks and also provide them with another way to attract new talent. As part of these relationships, they help fund research and programs that build community and support career development for people of diverse backgrounds. Some examples of current sponsorships include: DiversityInc DiversityInc is a prime source for best practices and solutions to workplace diversity related challenges. The sponsorship makes it possible to expand the recruiting efforts as well as demonstrate the commitment to diversity in the marketplace. In addition, Deloitte leverages DiversityInc’s benchmarking data and analysis to increase awareness of the most progressive strategies companies and firms are employing, so that it can continue to be a true diversity leader. Working Mother Media Working Mother Media is solely focused on the challenges and tradeoffs that can impact working mothers and women of color. From their magazine to their robust website and inspiring conferences, Working Mother is a key resource for Deloitte to better understand these challenges and provide opportunities for people to leverage these resources. Deloitte is also an ongoing, premiere sponsor of the Working Mother Multicultural Women’s conference, as well as a sponsor of the Working Mother 100 Best Work Life Congress. | | These policies and practices are just the beginning of a web of more specific gender and diversity policies targeted to specific minority groups. Overview of Policies & Practices: For Women: Deloitte supports female employees through Canadian Women's Initiative Network (canWin), which offers mentoring and networking sessions, awards to recognize women in leadership roles, support for Career Moms, the Step Up program to support female senior management leadership development, as well as a Women of Influence Luncheon Series. For Parents: Deloitte’s parental leave guide offers a generous adoption subsidy for new parents and provides maternity top-up payments for new mothers (to 100% of salary for 17 weeks). It also provides a variety of alternative work arrangements that help women gradually return to work after maternity leave (Mediacorp). For LBGT: Deloitte`s Lesbian Bisexual Gay and Transgendered people network is a sponsor and participant in the â€Å"Out on Bay St. † career fair and conference for LGBT professionals. They also work to raise awareness facing Lesbian Bisexual Gay and Transgendered people in the workforce. For those with Disabilities: Deloitte is partnered with the Progress Place community organization which provides temporary, six-month transitional positions for persons recovering from mental illness to help them gain the confidence to reintegrate into the workforce (Mediacorp). For Aboriginals: Deloitte is a member of the Canadian Aboriginal and Minority Supplier Council, which connects Aboriginal owned businesses to corporate supply chains. The company also hosted an Indigenous Youth Gathering, leading sessions focused on leadership and career counselling. For Immigrants and new Canadians: Deloitte is a corporate sponsor of Assisting Local Leaders with Immigrant Employment Strategies and a partner with Toronto Regional Immigrant Employment Council that helps new immigrants navigate job search. Deloitte has created a guidebook for employers on hiring immigrants and has created an in-house mentorship program that pairs new Canadian employees with over 100 firm mentors. Part of Deloitte`s success in achieving their successful diversity management strategy is in part, due to their ability to define a business care for diversity. Their view is that diversity will lead to better work results, greater innovation as well as opportunities to work with a variety of clients. As their clients globalize they will expect Deloitte`s teams to have a global perspective. Teams that reflect this growing diversity will enhance their reputation in the business community (Deloitte, Valuing Differences). In addition to the ability to use diversity to attract the top talent, Deloitte has also founded a Women as Buyers pilot program which examines the difference in women`s buying approach when it comes to professional services. Understanding the differences in why women choose certain professional service providers over others, especially as more women take on leadership roles, will be essential to the success of the company in the future. Not only has Deloitte set outstanding policies and practices on diversity management, but they are also committed to continually measuring and monitoring the success of the policies. They currently use a scorecard to track the company`s progress in areas of recruitment, partner admissions, promotions and turnover (Deloitte, Diversity annual report). In the future, Deloitte`s Strategic Plan for 2014 will focus on providing more development opportunities, increasing their knowledge on diversity, tracking progress toward achieving their vision and keeping diversity top of mind and leading their agenda.

The American And French Revolutions - 1549 Words

The Enlightenment was a period of great thinkers trying to solve the world’s mistakes with logic. Their ideas eventually affected later Revolutions. The American and French Revolutions were very inspiring around the world. Enlightenment had an impact on the American and French Revolution in many ways. There were 3 main Enlightenment thinkers who affected the revolutions the most. John Locke believed people were reasonable and moral. He also thought we should have natural rights instead of a powerful government. This idea would eventually lead to the creation of a democratic government instead of a monarchy. The best way to protect liberty, Montesquieu believed, was to divide the power and jobs of government to 3 areas or branches: the†¦show more content†¦Thomas Jefferson, the head author of the Declaration of Independence, wrote a document that expressed John Locke’s ideas of government’s commitment to protect the people’s natural rights to †Å"life, liberty, and property.† Some other ideas reflected in the Declaration of Independence were individual freedom and a government by the people, which were both ideas that came from the Enlightenment era. The Bill of Rights, like the Constitution, put the philosophes’ Enlightenment ideas into practice. When the Articles of Confederation had proven to be weak, the American leaders gathered together to fix the weaknesses. The leaders had studied history including the ideas of Locke, Montesquieu, and Rousseau. The Constitution created a federal republic which separated the ruler from having all the power and creating a monarchy. The main feature of the new federal government was the power being separated into the legislative, executive, and judicial branches which were taken from the ideas of Montesquieu. The Bill of Rights recognized the idea that people had rights the government must protect such as freedom, speech, and press, suggesting the ideas of natural rights from Locke. Since the French were involved in the American Revolution by fighting against their old enemy, Britain, along side the Americans, they picked up some ideas that were eventually taken back to France. The people liked the ideas of a new government where the people ruled