Even if PepsiCo were not good for business, it would be committed to diversity. This so because embracing diversity would bring a desirable positive outcome to the company. Diversity as a tool in human resource management would help the company to have immediate access to a large pool of knowledge and abilities needed in the achieving organizational goals and objectives. These positive aspects of diversity would help PepsiCo even when the business is not performing well.
The white did not participate in the conversation due to poor communication and lack of affiliation that played a significant role to exit the decisions. They did not understand the push for diversity or the need for different network groups. The Culture, diversity in the PepsiCo would be the reason why white males failed to participate in the conversation. Networking played a significant role with the white men because they were able to recognize that they shared similar values and challenges, and it is vital to embrace diversity.
Creating a parity rate of promotions in the departments would bring challenges for the company. The real opportunity for new potential workers would depend on having access to high-paying and meaningful jobs. There will also be challenge of managing and valuing diversity in these departments. On the other hand, creating a parity rate of promotion would nurture and sustain employees. This will promote multicultural understanding, which is vital in managing employees from diverse background
I call everyone to embrace the parity rate of turnover because it will help to increase the productivity. It will increase the workload that requires the company to embrace diversity, which is very critical to strategy execution. The parity rate of turnover will help to track how well each department will be performing based on the hiring and promoting women and minorities at the managerial and executive levels. Although it will affect the bonus compensation, it will meet diversity related initiatives that will improve the productivity. The parity rate of turnover will call for multicultural diversity in the workforce, which will generate several opportunities for the company. The parity rate of turnover would help the company to have immediate access to a large pool of knowledge needed to achieve organizational goals and objectives.
I think the diversity initiatives would have gotten off the ground without limiting the bonus compensation in 2002. This is so because diversity, inclusion would help the company to diversify products and workforce to meet the demand in the market, which would increase the productivity of the company and avoid limiting the bonus compensation.
The diversity initiative ate PepsiCo became a success because the diversity management programs that target employee bias and network isolation were more effective. Likewise, the organizational structure that strengthens responsibility for diversity were embraced successfully. The company embraced the diversity initiative, serious because they moved away legal approaches and toward a productive and resource maximization.
The overall satisfaction emulates servant leadership because in this style of leadership the leader share power with employees and place the needs of others first which improve the performance of the company. The major focus of the servant leadership is the growth of the company because the managers embrace diversity of opinion. Since servant leadership embraces the culture of trust, the company is in a position to meet the need of everyone, which increases satisfaction.
Carr-Ruffino, N. (2007). Managing diversity: People skills for a multicultural workplace. Boston, MA: Pearson Custom Pub.