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Essay / Research Paper Abstract
This 9 page paper, based work provided by the student, examines diversity at John Hancock Financial Services. The paper starts by considering it is meant by the adversity and how it may be applied, and then considers the diversity based on an interview with an employee, using results to identify potential areas of improvement. The bibliography cites 10 sources.
Page Count:
9 pages (~225 words per page)
File: TS14_TEjhancock.rtf
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Unformatted sample text from the term paper:
only help an organization realize value, but may also be the source of a competitive advantage. It is for this reason that diversity with this may be utilized in an
organization, in order to identify strengths, weaknesses and potential areas of improvement. In this paper is to consider diversity, undertake a diversity audit of John Hancock Financial Services. The paper
will start with a consideration of the concept of diversity management, what it is and how it is used, and then move on to consider John Hancock, looking at his
general approach to diversity management and adding depth to the examination with information gained from interviews and observations. The first consideration is to look at what a diverse workplace is
and why is it so essential to a companys success? The definition of diversity has changed over the years, it used to refer to race and gender but now also
includes but is not limited to, sexual orientation, people of varying religious groups, people with disabilities and people of different ages. Diversity means recognizing and accepting the differences burden the
employees and adapting employment practices to reflect the differences. However, treating employees differently simple due to a different demographic may also be seen as undermining work-place equality (Rijamampianina and Carmichael,
2005). Therefore, managing diversity has to be undertaken carefully and has additional costs as well as potential benefits. It appears that the concept of diversity management is attractive, but the
complexities if implementing raise fears of the creation of inequality due to different treatment and the potential to breach different pieces of anti discrimination legislation (Foster and Harris, 2005).
Evidence suggests that where there is a culturally diverse workforce, and where the differences are embraced rather than ignored, theres a potential for
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