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Essay / Research Paper Abstract
Companies face change, this 6 page paper looks at the way Coca-Cola need to face change in order to embrace diversity. The reasons for the need for change are outlined and then the change which is needed is described with reference to relevant theory. The bibliography cites 11 sources.
Page Count:
6 pages (~225 words per page)
File: TS14_TEcocadiscr.rtf
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Unformatted sample text from the term paper:
to the company, in 2001 Coca-Cola agreed to make a record settlement for $156 million in a discrimination suit which made awards to about 2,000 black employees averaging $40,000 cash
settlement per employee, in addition to this there were agreements to make changes including the monitoring of the company by a panel made of people outside the company and other
changes costing a total of $36 million (Risk Managements, 2001). This was not an isolated incident, there had been claims before this, there have also been claims subsequent to this,
despite this large award and measures which were meant to prevent this. In 2008 there was an attempt to bring a case under Section 707 (a) of the Civil Rights
Act of 1964, but have been unable to as it was pursued do to legal technicalities of to the way the case was being brought needing to be a class
action (Lawyer, USA, 2008). There are other incidences and claims of discrimination, not all will be with merit, but the issue is that if the way the company, is,
or is failing, to embrace diversity. Even unsubstantiated claims may be interpreted as indicating underlying problems within the workplace culture and approach to diversity and the way it is managed,
Evidence suggests clearly that were good diversity management can be implemented diverse groups can add more value to an organization when compared
to the management of workgroup treated as homogenous (Rijamampianina and Carmichael, 2005). However, when looking at issues of managing diversity there are a range of difficulties. Firstly there may
be a lack of clarity over exactly what is meant by managing diversity, making the practice difficult to implement (Foster and Harris, 2005). However, it is not only uncertainty that
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