LYCEUM OF THE PHILIPPINES UNIVERSITY CAVITE

Emerging Through Diversity: A Case Study on How Diversity Drives a Globally

Competitive Company Towards Success

Third Quarter Examination in Organization and Management

Submitted to the International School
Lyceum of the Philippines University Cavite

In Partial Fulfillment
of the requirements of Grade 12 Senior High School

ABOGADIE, Joshua G.
ALARCA, Jheann B.
CADAVEDO, Kenneth I.
DELA CRUZ, Bobby John Matthew C.
MALAMUG, Jan Wilfred P.
PANUELOS, Xena Gwen C.

June 2020

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TABLE OF CONTENTS

Page

I. SUMMARY ........................................................................................................................3
II. TIME CONTENT.................................................................................................................4
III. VIEWPOINT.....................................................................................................................5
IV. MAIN PROBLEM..............................................................................................................6
V. OBJECTIVES......................................................................................................................7
VI. ANALYSIS ………………………………………………………………………………………………………………….8
VII. ALTERNATIVE COURSE OF ACTION …………………………………………………………………………..9
VIII. RECOMMENDATIONS ……………………………………………………………………………………………11
IX. IMPLEMENTING STRATEGIES ………………………………………………………………………………….13

I. SUMMARY

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Hewlett-Packard’s management organization represents as the model of the overall

study of the researchers focus, the management outgoes to the governance on
achieving the key to the development of the company’s growth in better employment
and great outcomes. The result of the Hewlett-Packard or HP’s management has been
an outstanding manner implemented in companies on different countries for it scopes
the globalization that address the culture, economic and political activities of an
employee involved in the company. The significance of the study conducts the behavior
and the importance of the quality performed in a workplace that presents the strengths
and opportunities open and fits the business’ demands. Affiliation of people in a
workplace outgrows the innovation of the organization and widens the credibility of the
company.

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II. TIME CONTENT

This study focuses on the period when the Hewlett-Packard or HP company

starts entering globalization, it operated in an estimated number of 120 countries and
employed over 172,000 employees. With this amount of influence, multinational
workforce was understandably present in the company. Complexity of jobs starts to
emerge as there was lack of diversity management within the company.

III. VIEWPOINT

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Diversity influences the world thus, progresses  in technology and

the appearance of a global economy bring the individuals of the world closer together
than ever before. Given this fact, businesses, instructive frameworks and other entities
are examining ways to way better serve their constituents. It is important for a manager
to incorporate strategies to be able to attract and hold the finest and most qualified
workers. Organizations that possesses a great manager who can create and utilize the
necessary arrangements and methods to do this will maintain a competitive advantage
among their counterparts and increase their effectiveness. Also, in the perspective of
the researchers, to be an efficient and effective manager when it comes to handling a
diverse group of people, he/she must be understanding that the changing
socioeconomics of our country also affect the nation’s businesses and in turn the
nation’s economy. For our government and businesses to continue its viability and
motivate citizens to contribute to building these institutions. Managers must as well,
recognize and capitalize upon the differences of the country. An organization’s success
in handling a diverse workplace must solely depend on the management’s
leaders and supervisors inside organizations for they are fundamentally mindful for
the success of diversity approaches since they must ensure that the approaches are
viable. This idea serves as the key to long term success of the business. Talking about
the effectiveness of the idea helps a lot with every workplace, the culture and the
environment of a workplace leads to a better growth for each member/employee of a
competitive global company which in result, a diverse workplace that helps the
company towards reaching its goals and objectives.

IV. MAIN PROBLEM

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Globalization plays a vital role in our economy for it enables businesses to

connect to different parts of the world resulting in the expansion of international
cultural, economic, and political activities in order to develop its influence on an
international scale. This is where one of the major problems starts to emerge because
According to Joseph, (2020) as a business enters globalization it requires a certain
amount of diverse group of workforces which results to difficulty when it comes to
adjusting. On the other hand, formulating innovative ways of managing your people
with some “out of the box” strategies could prevent the negative impact of diversity.
The primary issue that may contribute to the conflicts happening in the company caused
by diversity is the lack of diversity management. Different views concerning to religion,
lifestyle, and politics is given coming from people in different sets of culture and ethnic
background. Introducing them to a new workplace environment without proper
management may result to tension and conflict between them. These conflicts may
impact the workplace negatively which includes miscommunication, creation of
boundaries, and broken adjustment behaviors. The company ought to center on
prioritizing the lack of diversity management since the workforce is a fundamental
component of a successful business thus having a dysfunctional workforce can hinder an
organization towards reaching its goals and objectives. Above all, with the expanding
lavishness of diversity in the world and within the workforce, one of the main factors
contributing to the main problem of the company is the need to expand the company’s
outlook. In other words, is that diversity needs to be characterized broadly and should
encompass an extend of inventiveness that meet the changing needs of clients and
workers. Leaders and workers ought to take dynamic roles in executing these diversity
processes which, in order to succeed, must be fully aligned with center organizational
goals and objectives.

V. SHORT-TERM AND LONG-TERM OBJECTIVES

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I. Short term / Must Objectives

a. To Formulate a plan for the betterment of the employees’ work culture

b. To increase the employees’ engagement to be able to collaborate and
brainstorm better.
c. To rearrange day-to-day exercises and mechanize workflows
to improve efficiency.
d. Improve fascination and maintenance of diverse applicants/employees,
making beyond any doubt that employees are situated to be competitive.
e. To understand social viewpoints and after that, look for common
adjustment.

II. Long term / Want Objectives

a. To strengthen the company’s relationship with its employees and

stakeholders.
b. To bring concordance and peace to the workplace by diminishing religion,
race, and gender-bias.
c. To educate employees’ when it comes to culture sensitivity since the
workforces are consist of diverse group of people.
d. To draw in and hold gifted employees.
e. To recognize the fetched of being diversity-challenged and acknowledge
individual obligation for diversity administration.
f. To be aware of the need to address diversity mindfulness issues with our
colleagues and partners when essential.

VI. ANALYSIS OF THE AREA OF CONSIDERATION

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STRENGTHS WEAKNESSES

 Great foundation of the company’s  Problems caused by internal control

treatment or equity. issues.

 Effective management of employees  Distress among internal workers due

to pay cuts and lack of "people care".
 Great marketing strategies in
delivering plans and sales  Number of levels detailing in the
hierarchical structure.

OPPORTUNITIES THREATHS

 Arising markets including the BRIC  Emerging of new competition from

(Brazil, Russia, India, and China) other PC manufacturers.
which are countries considered to be
diverse and developing nations at a  Brisk Technological changes.
comparable stage of recently
progressed financial advancement,  Incompatibility to non-hp product.
on their way to becoming developed
nations.

 Rebuilding of the internal and

external diverse workforce structure
for a better productivity.

VII. ALTERNATIVE COURSE OF ACTION (ACA)

In order for diversity planning to be efficient and effective, it first must be aligned
with and impart support for strategic business’ purpose, aim, and operational
decisions such as the following:

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ACA no. 1: Promoting a safe place for associates to communicate.

Advantages Disadvantages
Every member has given the chance to More lines of communication and the
speak and to listen. It’s a good way to possibility of contradictory decision
create a dialogue. making is a disadvantage of the
employee engagement system.

ACA no .2: Include a monitoring system that quantifies diversity representation by

function.
Advantages Disadvantages
Reinforce the organization’s capacity to Aspiring employees of the company
draw in, enlist, retain, and create the might be intimidated and decides not to
foremost exceedingly qualified employees. pursue applying for a position.

ACA no. 3: Construct a concrete internal structure.

Advantages Disadvantages
Provides sets of activities that aims to Several employees might suffer to the
support and educate employees. risk of concrete thinking such as finding
some situations and task hard to
accomplish that may affect their
empathy, creativity, and flexibility.

ACA no. 4: Construct a concrete external structure.

Advantages Disadvantages
Ables the company to imbue diversity to A diverse community might not be
the community. everybody’s cup of tea and employees
might be intimidated by it for the concept

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of diversity is so vast.

ACA no. 5: Creating an organization-wide assessment and evaluation frameworks.

Advantages Disadvantages
Enabling the company to monitor Employees might experience being under
diversity development all over the needless pressure either by themselves,
organization. It also bestows a foundation their manager, or by the company itself.
for all levels of the organization, to
cultivate the accomplishment of diversity
objectives.

VIII. RECOMMENDATION

Recommendation: ACA no. 1 (Promoting a safe place for associates to communicate)

 To prevent the disadvantages, the company should educate its employees in

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limiting their dialogue to give opportunity for others to speak up. So that,
everyone would have a chance to voice out their opinion. To avoid contradictory
decision, the researchers recommend the company to have a voting system on
what best course of action to take.

Recommendation: ACA no. 2 (Include a monitoring system that quantifies diversity

representation by function.)

 Identify the proper procedure of building a successfully working monitoring

system. The first step requires recognizing the company’s program goals and
objectives. Once the program’s objectives and goals are characterized, it is time
to define markers for pursuing advancement towards accomplishing objectives.
After constructing monitoring indicators, it is time to choose on strategies for
gathering information and how frequently different information will be recorded
to track markers.

Recommendation: ACA no. 3 (Construct a concrete internal structure.)

 Be particular and specific as possible. For example, it’s way better to say, “This
must be wrapped up by 7 p.m. on Tuesday” than to say, “I need this to be done
as soon as possible.” Expect contrasts within the capacity to compare,
categorize, and differentiate of every employee. In this way, it would diminish
the negative impacts of concrete thinking.

Recommendation: ACA no. 4 (Construct a concrete external structure.)

 Enhance cultural self-awareness and multicultural competence by recognizing

how the crossing points of race, ethnicity, sex, sexual introduction, religion,
socio-economic status, and being able-bodied affect us independently.

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Recommendation: ACA no. 5 (Creating an organization-wide assessment and

evaluation frameworks.)

 In order to create a successful and working organization-wide assessment and

evaluation frameworks, making an early caution system is an essential so that
employees won’t experience pressure and they would have an enough time
before the organization-wide assessment. It is also important to establish a
foundation of support by including the employee’s discernment which could
enhance the workforce’s loyalty and productivity.

IX. IMPLEMENTING STRATEGIES

In this period of innovation and globalization, numerous companies are
making an exertion to succeed in cultural differences within the working environment.
Think of the human race as an entirety; we are a really different species over the globe,
with numerous distinctive societies, dialects and convictions. Why at that point, in this

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age of globalization, ought to we not center on guaranteeing our workforces

are fair as different? However, to maximize the benefits of diversity, strategic thinking is
a necessity such as formulating strategies that could help every diverse employee
perform their job better.

A diversity strategic plan must act upon its core values: (1) regard for the
dignity of a person, (2) keenness, (3) trust, (4) validity, (5) continuous improvement, and
(6) individual reestablishment. Partnered with these is to set a particular "Global
Performance Desire," which is to build and oversee a diverse workforce. Utilizing
Balanced Workforce Strategy (BWF) could also be an advantage for it is an all-
encompassing strategy. It guides the organization in a variety of circumstances, and it
covers all employee populations.

The last and most importantly, give the connection between the vision for
diversity management and the courses of action required for making it happen. The first
step was to define what diversity and diversity management truly means. The moment
it was done, the definitions will be utilized to construct the foundation of the
organization’s diversity approach, vision articulation, and strategic plan. The center
components of the strategic plan are the key components, key goals and objectives, an
idea for conducting a plan for recognizing diversity-related accomplishments, and
measures of effectiveness.

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