MGT501 VU Assignment No. 1 Spring 2012 Solution

Comment on the termination of Shazia was it right or wrong? Give justified reasons.


In my opinion if I conclude it generally the termination was wrong because she was not the only Air hostess left for that company. Obviously a company has many workers including the Air hostesses. But if conclude it with the opinion of company than the termination is right because it is including in the agreement that they may be assigned the  task unexpectedly and the workers must have to accomplish them. But if we sumup this all than she was not wrong the problem was major and unexpected that’s why she has to leave and the manager must arrange the other worker for that time.

Does the termination of Shazia discourage work force diversity? Why or why not? Give strong reasons.
Yes this will obviously discourage other works as they feel their job unsecured and will be under pressure and this will create more difficulties for them. Generally speaking, the term “Workforce Diversity” refers to policies and practices that seek to include people within a workforce who are considered to be, in some way, different from those in the prevailing
constituency. In this context, here is a quick overview of seven predominant factors that motivate companies, large and small, to diversify their workforces:
As a Social Responsibility
Because many of the beneficiaries of good diversity practices are from groups of people that are
“disadvantaged” in our communities, there is certainly good reason to consider workforce diversity as an
exercise in good corporate responsibility. By diversifying our workforces, we can give individuals the
“break” they need to earn a living and achieve their dreams.
As an Economic Payback
Many groups of people who have been excluded from workplaces are consequently reliant on tax-
supported social service programs. Diversifying the workforce, particularly through initiatives like welfare-
to-work, can effectively turn tax users into tax payers.
As a Resource Imperative
The changing demographics in the workforce, that were heralded a decade ago, are now upon us. Today’s
labor pool is dramatically different than in the past. No longer dominated by a homogenous group of white males, available talent is now overwhelmingly represented by people from a vast array of backgrounds and life experiences. Competitive companies cannot allow discriminatory preferences and practices to impede them from attracting the best available talent within that pool.

As a Legal Requirement
Many companies are under legislative mandates to be non-discriminatory in their employment practices.
Non-compliance with Equal Employment Opportunity or Affirmative Action legislation can result in fines
and/or loss of contracts with government agencies. In the context of such legislation, it makes good
business sense to utilize a diverse workforce.
As a Marketing Strategy
Buying power, particularly in today’s global economy, is represented by people from all walks of life
(ethnicities, races, ages, abilities, genders, sexual orientations, etc.) To ensure that their products andservices are designed to appeal to this diverse customer base, “smart” companies, are hiring people, from
those walks of life – for their specialized insights and knowledge. Similarly, companies who interact
directly with the public are finding increasingly important to have the makeup of their workforces reflect
the makeup of their customer base.
As a Business Communications Strategy
All companies are seeing a growing diversity in the workforces around them – their vendors, partners and
customers. Companies that choose to retain homogenous workforces will likely find themselves
increasingly ineffective in their external interactions and communications.
As a Capacity-building Strategy
Tumultuous change is the norm in the business climate of the 21st century. Companies that prosper have the
capacity to effectively solve problems, rapidly adapt to new situations, readily identify new opportunities
and quickly capitalize on them. This capacity can be measured by the range of talent, experience,
knowledge, insight, and imagination available in their workforces. In recruiting employees, successful
companies recognize conformity to the status quo as a distinct disadvantage. In addition to their job-specific abilities, employees are increasingly valued for the unique qualities and perspectives that they can
also bring to the table. According to Dr. Santiago Rodriguez, Director of Diversity for Microsoft, true
diversity is exemplified by companies that “hire people who are different – knowing and valuing that they
will change the way you do business.”
For whichever of these reasons that motivates them, it is clear that companies that diversify their
workforces will have a distinct competitive advantage over those that don’t. Further, it is clear that the
greatest benefits of workforce diversity will be experienced, not by the companies that that have learned to
employ people in spite of their differences, but by the companies that have learned to employ people
because of them