Camperdown Dairy International is an Australian infant formulation company, which serves sells butter, cheese and milk-related product in the different region of Australia and other nations. Headquarter of the company is in Braeside, Victoria and it serves in China and Vietnam too (Camperdowndairy.com.au 2018). The company ran in fully integrated model also deliver their own product for the better formulation in the market. Balance in product nature and organization environment maintenance is the key factor in this process. As the company, started its journey in 2014, so employees are not good in numbers and I am the consultant of Camperdown Dairy International and I will deliver the professional development workshop for the team leaders of Camperdown Dairy International Company on diversity (Camperdowndairy.com.au 2018). The target company has supplier, operational, process management, tasting department and whole selling market head also so the target audiences of the workshop attendees are the leader of these sections.
Diversity: Challenges and Opportunity
Diversity is the cultural, political and understandable mismatch the employees faced in an organization as they are from different backgrounds and they do not have that patient in most of the cases to adjust the situation. Diversity can be demarcated as admitting, accepting, accepting, and valuing alterations among people with reverence to age, class, race, society, sex, and incapacities. The employees are in a good position having taken most of the opportunities on this and that impacted on the lower generated employees (Stone and Deadrick 2015). Effective managers are alert that convinced services are essential for making a fruitful, assorted workforce and that is the reason knowledge of effective handling of diversity need to be presented in that section. The diversity can be found in personal and professional experience, educational backgrounds and socio-economic structures. The people, who already have the good amount of money and doing the job for extra incomes will not easily gel with the people who earn the money for their family. The level of differentiation or the clash of perception is present in the process.
As asserted by Ford and Despeisse (2016) the surface-level diversity is the demographical diverse situation that differentiates perception between race, ethnicity and gender in the same group. This is the most influential and impactful diverseness that segregates the position and power of the employee in the organization and employee will try to justify their power and position in the organization. On another hand, deep-level diversity is not only restricted to the demographic areas but also differentiate employees as per the psychological characteristics (Larrondo et al. 2016). The diversity process based on the experience and thinking style and that is the diverse change that happens in the organization.
There are some global challenges that Camperdown Dairy International Company may face as the company is in the initial stage. The process of workplace challenges in different countries, the process of tough immigration or the issue of gender-based equality is not happening in all the organization, there are some changes that initiated in the organization for the development of market position. As opined by Hunt, Layton and Prince (2015) that is the reason all employees are from different cultures and groups and some workplace mismatch is there also. The aspect of LGBTI, women position in the organization, some issues related to the older employee are the key aspect of diversity and management less-reactiveness is liable for that situation. The impact of soft skill and manage the situation in between the organization and retention of employees is the key aspect that changes the entire organizational structure and motivates employees to work together for the development of the organization.
Practical Activities of the Workshop
The practical activities in form of the workshop will be conducted for 14 days long and each day the session will be for 2 hours. I am planning to conduct the whole process for the 6 team leader that Camperdown Dairy International Company has. The topic of the workshop will be ‘Diversity Challenges and Opportunities in Organization’ and the provided knowledge will help them in future to mitigate this kind of situation in each team. The objectives of the workshop are:
1.To express challenges and opportunities of diversity in the workplace
2.To evaluate the problems created by the issues of diversity
3.To mitigate the process of differentiation so that effective business culture will establish an organization
I have planned some of the activities form team leaders but this is important to analyze that mental directness and own interpretation about anything which is right is the key aspect that can change the scenario in the organization.
This is one of the vital processes to know the perception of leaders about diversity. I will divide them leaders into two groups and each team leader has their own perception of diversity, the rules of the discussion will also be made. One section will stay quiet when other will try to shed light on something. The CEO of Camperdown Dairy International Company will also join the process and he will explain his view over that. Some of the vitals points will come and at last, I will state some issues that organization will face if they entertain the diversity process in the organization. This is the first-day schedule that I decided for now.
Verbal and Non-verbal communication
Verbal communication is important for the mitigation of conflict between employees. In that case, I will interact individually with all the team leaders one by one in front of everyone. The situations will demonstrate the position employees are in and influence of team leader in their process. All processes are different and that is the reason the effective process of verbal communication will be different in each case. I will take care of this and try to explain to all leaders that verbal communication mitigates all the problems or try to alleviate the interpersonal conflict situations so that they impose the situation in employee handling and that may help in the organization development. In case of non-verbal communication, facial expressions and approaches are important in that case to understand the situation of the process. The conflict between employees may happen in the organization; in some cases, mitigation can be possible by the use of non-verbal communication processes.
In case of role-play activity, all the team led will enact some situation that might create through the diverse process. Two leaders will demonstrate or act the situation and one leader will mitigate this. This is a kind of funny game but the learning curve from that game is enormous. This will provide some positive thinking and deliver that level of confidence that leader will gain to control employees.
Soft skill is one of the most important sections that action is needed for the development of organization situation and mitigation of diversity. This is the kind of skill, which is difficult to measure as the mental strength or innovation or diplomacy are the kinds of skill that considered as the soft skill. In case of team building, communication and mentoring are the most influential part of maintaining this and use this for the development of the organization. The process of delegation, providing feedback, presentation skill, interviewing, humour, listening, visual communication, storytelling, strategic planning all these are the soft skill that needs to develop. This is the reason I will tear some papers and write some approaches on that and leaders will ask to choose one and explain a situation first in which they can apply the soft skill process. This will deliver fun but at the same time, it delivers better decision making sense to improve the status of team handling.
I will select some topics related to diversity and that is the main approach of having the debate in the organization. The topics are also highlighting the issue that creates a problem in an organization and each leader has to confront the situation and make some effective and relevant process so that mitigation may happen. The situation in some cases are complex and strategic thinking and the help of CEO or HR department is needed in that case and for that only 10 minutes will be provided for those leaders.
The videos of diversity problem in Sodexo, as there were 40% of overall staffs are female so balance situation in the organization is not created in that process. 43% of management executives are female so an imbalance situation of gender diversity is quite prominent in that case. I will showcase the video and highlight the possible factors that need to be changed for the successful implementation. Johnson & Johnson has another history of a conflict situation that arises with the top level management. The videos of MasterCard, Accenture, Kaiser Permanente, Disney, or Marriot international all these will showcase the situation and that will encourage leaders to not approaches that way.
The use of cultural class will be conducted by me only. The process of mediation and cultural activity like poetry, song, or dance are implemented and every leader has to do that. The funny session will deliver better bondage between leaders also and that is the most important reason to utilize the process.
Games
I channelize some games for leader and in this activity colouring games will possibly change the situation of employees. The aspect of strategic decision making is the key process and choosing a colour and sates the activity of the colour by attempting the situation employees in and then chooses another colour to define them the right process of handling. The effect of games is important as this is the process things are inherited in leaders’ approach.
The Final Outcome
After the 14 days, the workshop will cover and diversity ranges and identification of diverse cases and use positive thinking in the organization is the key process that comes up from the entire scenario. Camperdown Dairy International Company is just started up so effective communication with employees is the crucial matter of business. The diversity process may happen for religion, gender, race, age and sexual orientation and that impacted on the productivity of the organization. The effort will be reduced if all employees are not present and the issue of retention is the crucial aspect in that case. The emotional separation and attitude are the productive approach of incivility and civilized approach to staying in together is the right form of organization development and commitment also.
The outcome of the workshop is very successful as the leaders know the process of retention and also understand engage, motivation and equality process that help them in future. The aspect of the diverse situation in the organization and development of group activity and work with them in an ethical way is the key success of the organization and that will influences the leaders too. The approach to job satisfaction is there and that will highlight employees and leaders evaluation and state the importance of workshop activities. The final outcome of the diverse situation has also stated the awareness and improve the scenario of organization and creates a momentum that needed by the organization to place a good position in this globalized business arena.
References
Camperdowndairy.com.au 2018 CAMPERDOWN Dairy retrieved from: https://www.camperdowndairy.com.au/ [Accessed on 9th June, 2018]
Ford, S. and Despeisse, M., 2016. Additive manufacturing and sustainability: an exploratory study of the advantages and challenges. Journal of Cleaner Production, 137, pp.1573-1587.
Hunt, V., Layton, D. and Prince, S., 2015. Diversity matters. McKinsey & Company, 1, pp.15-29.
Larrondo, A., Domingo, D., Erdal, I.J., Masip, P. and Van den Bulck, H., 2016. Opportunities and limitations of newsroom convergence: A comparative study on European public service broadcasting organisations. Journalism studies, 17(3), pp.277-300.
Stone, D.L. and Deadrick, D.L., 2015. Challenges and opportunities affecting the future of human resource management. Human Resource Management Review, 25(2), pp.139-145.
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