Course Name: Organizational Behavior For full credit, format your paragraph for
ID: 394093 • Letter: C
Question
Course Name: Organizational Behavior
For full credit, format your paragraph for each question in this format:
Topic sentence. First supporting sentence. Second supporting sentence. Third supporting sentence. Concluding sentence.
You graduated with an engineering MS from University of Dayton 5 years ago. You took a job in the industrial engineering department of General Aerospace Corporation and now you've been promoted to be a department head in charge of 25 engineers in the generator design section. In your first days, you read the personnel files for your team and discover they are all male, grew up in central Ohio, and all have mechanical engineering degrees from Wright State University. This concerns you and you decide that more diversity is needed. How are you going to attract and retain diverse workers for your department?
Explanation / Answer
Audit the diversity culture in the company historically:
This is to be done for as many departments so as to get an overall perspective with a larger sample population. This gives a peek into the culture of the organization.
Devise a yardstick which could enable you to measure diversity
This could be something as simple as number of qualified female candidates hired in the last 6 months. This enables us to track whether we are developing any monotony in the hiring of late. If yes, it calls for a change.
Keep an eye on diversity hiring in sourcing
This is done by ensuring right at the very first step of casting the net to the market for hiring. The net could be cast wide to set the diversity ball rolling. This could then apply to screeening and the subsequent processes.
Increase diversity in shortlisting
As a sequel to diversity in screening, there should be a parameter such as a minimum no. of female candidates shortlisted as a percentage of total candidates.
Evaluate and revise the diversity yardstick
This step ensures that the metrics or the yardstick used is yielding results. If not it could be changed in consulation with key stakeholders internally in order to accomodate for factors which enhance diversity.