A Legacy of Diversity Management, Essay Example

Based on the description of the applicants provided, Jyoti would be the most ideal for this position in part due to her prior experience as a manager of a wireless retail store. In this position, Jyoti demonstrated her ability to raise the revenue of her company by 60% last year, which is a relevant goal in the fiber optic sales manager position. Furthermore, since fiber optic technology is related to wireless technology, she already has a sufficient background knowledge of the field. Last, Jytoi’s application demonstrates that she is available to travel between Monday and Friday in addition to occasionally working hours after 5 P.M. if needed. Ultimately, Jyoti is the best option because she seems highly trainable, which will allow the organization to assist the development of her knowledge of the field more quickly and more accurately.

Based on the information provided in Jyoti’s application, she is the most qualified candidate. Of additional interest, Jyoti is an Indian woman, so hiring her will increase the diversity of the workplace (Harvey et al., 2012, Chapter 11). As a consequence, the organization will benefit from a greater contribution of ideas that stem from culturally diverse beliefs and values. Thus, it is more likely that Jyoti’s team will be effective because she will be able to organize her staff in a manner that takes advantage of the unique knowledge of each employee. It is also likely that placing an individual with a unique background will foster the assimilation of other culturally diverse employees into the organization, which will improve the efficiency of work overall (Harvey et al., 2012, Chapter 23). The fact that Jyoti is female will further enhance this phenomenon for women in the organization (Harvey et al., 2012, Chapter 22). Since there are many benefits that Jyoti can reasonably bring to the company, it would be beneficial for her to be selected as the new hire.

References

Harvey CP, Allard JM. (2012). Understanding and Managing Diversity, 5th Edition. Chapter 11: The Pitney Bowes Case: A legacy of diversity management. NY, NY:  Pearson.

Harvey CP, Allard JM. (2012). Understanding and Managing Diversity, 5th Edition. Chapter 22: Women in Leadership positions: Why aren’t they there yet? NY, NY:  Pearson.

Harvey CP, Allard JM. (2012). Understanding and Managing Diversity, 5th Edition. Chapter 23: The paradox of male privilege. NY, NY: Pearson.