IBM has four pillars of change, and they include tapping into markets of high growth, cloud computing, next-generation data centers, analytics application for decision-making, that is, smarter and a smarter planet. This organization (IBM) has embraced the four pillars as part of its growth strategy, and necessary investments are made around the four pillars. IBM Is capitalizing on the analytics of growth and this is really assisting in helping of smarter decision making with a premier practice of analytics in the industry. Its acquisition of Cognos and SPSS has positively enabled IBM to create seven solution centers of analytics. The four pillars have ensured that IBM has heavily invested in billions of dollars in order to drive key dimensions of the next data centers in the next generations. Cloud infrastructure and services of integrated management are optimized in software. This paper will further explore the workplace diversity issues.
How the Four Pillars of Change Have Affected IBM and its Diverse Employees
The four pillars of change have made IBM include smarter initiatives in its operations and more partnerships so that there can be the best money value for its solutions. Technology partners bet, and IBM get to win all the bets based on selling its portfolio. IBM has had a clear indication of growth on its power 7, XIV storage and Ex5. Diverse employees have demanded cloud-based offerings that are used to impart necessary skills in the market. Both the company and employees have wanted to impart the necessary skills to other clients and business partners (Kathryn et al., 73). Employees and consumers are looking for moves that are cost consolidated, more efficient solutions and technologies that can go beyond the sharper and information technology.
There have been more branding moves at the IBM since it enabled its four pillars of change, and a good share of the market is in the hands of the organization and its workers. Marketing and demand have generated activities that make employees and other affiliated shareholders to become more aggressive. Association with business partners has been established to launch the changes required by the four pillars. IBM has therefore launched a Blade Center Express Bus that should assist in displaying benefits of real time in blade technology.
Chapter Five Assignment
Employers on Women to Catch up On Return after Leaving Jobs
Women leave their jobs for some time and get back with reasons including procreation, and this is natural. It is proper to allow such women to have their leaves and get back to work without penalties. Employers should take scenic routes and allow such women to have their promotions even when they take the breaks because once they qualify for certain positions then it is a right to have the same opportunities like the males. When these women get to work even in better and higher positions then it is good because they catch up very fast. Employers should also maintain management consulting as part of the women’s careers so that they are always on toes with more knowledge even if they leave and get back to work. Manageable schedules including reducing and adding depending with the situation will also keep the women to get back to gaining what has been lost when they were away.
How Policies Affect Those, Who Do Not Take Time Off From Work
Employees who do not take time off from their work may be affected negatively when women who take time off from work are favored. First, getting back to work without penalties enables those who do not take-offs to be discriminated against indirectly. The time spent working between those who take leaves and those who do not is different. The employees who do not take time off will then require more pays definitely. Giving women promotions when they are away or when they keep on going, and coming makes organizations unstable. Senior positions will want people who are always available and the employees who do not take time off will lose their working morale.
Are Women More Likely to Leave Their Jobs because it is Uninteresting than Men?
Women have jobs that are interesting for them just like men have. If jobs can be boring, then it applies to both men and women because their interests differ. It is therefore not true that women are more likely to leave their jobs as compared to men. Men can as well find jobs boring depending on a person’s interests.
Kathryn A. Canas/Harris Sondak. Opportunities and Challenges of Workplace Diversity, Third Edition. Pearson (ISBN-978-0-13-295351-1)