ASSIGNMENT HELP | Briefly summarize the articles including each author’s purpose and

Please see the attached two articles on diversity, and the rubric.

Briefly summarize the articles including each author’s purpose and conclusion(s); reasons or evidence offered to support the conclusions, and any assumptions made. | PLACE YOUR ORDER NOW AT |
Analyze similarities and differences between the articles including how each supports, provides a different perspective and/or contradicts the other; and discuss three insights you gained into the topic.


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In the competitive world of business, each industry player seeks to be unique and appealing to the target market. One strategy that has so far worked for most organizations entails embracing diversity. Diversity in most of the companies takes the form of gender, ethnicity, religious orientation and even | PLACE YOUR ORDER NOW AT | proven benefits that come with diversity, there is a notable challenge on how companies implement diversity in their business settings. The debate as to whether to use quota systems or allow competitive recruitment forms the basis of two articles, as explained in this task.

Summary of the Articles

The articles seek to expound on the role that diversity plays in an | PLACE YOUR ORDER NOW AT | article by Thomas, (2004), critically evaluates the value that IBM, through its executives, placed on the need to embrace diversity. The company’s diversity program saw it improve its customer base, especially after Gerstner took over the | PLACE YOUR ORDER NOW AT | its establishment, IBM defined its operations based on civil rights and equal employment, and workforce diversity was not the main point of concern for the company. However, Gerstner understood the value that comes with IBM embracing diversity.

IBM achieved its diversity programs by using eight task forces spread across different areas of concerns as far as diversity is | PLACE YOUR ORDER NOW AT | forces focused on areas such as Asians, gays, the LGBT society and women. The main aim of the program was to uncover the existing differences between the groups and then establish ways that could appeal to both employees and the target | PLACE YOUR ORDER NOW AT | had specific goals targeted at particular populations. For instance, the women’s task force helped the company establish a market development organization that emphasized on growing the women-owned businesses in the US. By focusing on the different strategies of embracing diversity, the company was able to attract a customer base that is also diverse. All the established taskforces recommended that diversity should not be reflected only at the executive level but rather at all levels in the structure of the organization.

Additionally, this article | PLACE YOUR ORDER NOW AT | that for IBM to be more culturally competent, it has to engage employees, identify the key pillars of change and ensure there is s | PLACE YOUR ORDER NOW AT | made in this article was that the findings of the different task forces depicted the needs of the general target population. The company’s investment in diversity saw it tap into new markets and allowed the company also get closer to its markets. Additionally, it needed to emphasize recruiting, retaining and developing new talent for its long-term growth.

The second article is by Davidson (2012), and it also | PLACE YOUR ORDER NOW AT | on the issue of diversity in | PLACE YOUR ORDER NOW AT | of how hard organizations should push diversity reflects on why organizations need to be diverse and whether they should use all possible means to | PLACE YOUR ORDER NOW AT | of ensuring the bank achieves remarkable levels of diversity. He thought of filling the company with women, African Americans, Hispanics and other people of | PLACE YOUR ORDER NOW AT | deputy director went great lengths to recruit a workforce that could reflect this diversity. The issue, however, is that despite the pool of talented employees, some are | PLACE YOUR ORDER NOW AT | remained untapped leading to unsatisfaction and complaints. The assumptions made in this strategy was that diversity at the top management level presents a picture of an organization that fully embraces diversity at all levels. The use of financial incentives to promote workplace diversity was also explored. To this effect, some expert responses were sought and the conclusion made was that achieving diversity in an organization is a process that may take time and leaders must be at the fore…


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