Description
Individual Case Study 1: Bamboo House India: Effective Project Management?
Weight 10% of the final grade
Due no later than 11:00 p.m. on Sunday of Unit 2
This assignment is subject to the Late Submission penalty policy, namely 5% per day for three days.
- This page will close and will not allow further submissions after this Late Submission period has expired.
In the event of an emergency preventing you from submitting within this time frame, special permission must be obtained from your instructor. Documentation substantiating emergency is required. In such a circumstance, if the extension is granted, the Professor will reopen the submission function for you on an individual basis.
- Please do not email your submissions to your Professor, either before or after the due date; all coursework should be submitted through the online course (Moodle).
For time management purposes, students are strongly advised to submit their assignments by the due date above, relative to their local time zone. Late penalties will not be applied until after 8:00 a.m. Atlantic Time the following day.
- Weight 10% of the final grade
- Students are required to purchase this case using the link below:
- Srinivas, V., Vemulavada, S., & Mora, S. (2010). Bamboo House India: Effective project management? IBS Case Development Center. Retrieved from https://www.thecasecentre.org/students/products/view?id=93634
- Objectives
- Upon successful completion of the case study, students should be able to
- explain the concept of project planning and its significance,
identify the need and importance of project planning,
explore project planning of specific institution - Bamboo House India, and
analyse project planning process.
Description
In the units of case study, there will be a short case study or technical question. The case method of learning requires that each student prepares for the case on his or her own. While there are no right or wrong answers, there are good and bad analyses, as well as hasty and impractical recommendations. The case study provides a realistic framework for the learning process.
For online students, successful response will depend heavily on your preparation and active participation in the class discussions. You will be rewarded by marshalling evidence in the case analysis and applying critical thinking of the course readings. If you actively read and comprehend the assigned readings, you will be able to answer the case study question in a pragmatic manner.
A technical question, such as the development of a scope statement, will require a technical answer that includes the proper industry components and in some cases, a correct answer or conclusion. Value will be given for a proper approach even if the final answer might miss the exact solution.
Instructions on the Case Study Analysis
In your analysis of this case, you must ensure that you include the following:
An introductory paragraph and a brief summary of Bamboo House India case study.
- An explanation of the concept of project planning and its importance to effective project management.
- Critically analyse how project planning was done in Bamboo House India
- Make at least three (3) recommendations for improving Bamboo House India’s planning OR if you believe there planning process was very well executed, describe three (3) instances where planning was done well – making specific references to the case.
- A short paragraph as conclusion.
All submissions must be done through the online Turnitin portal in Moodle. Percentage similarity MUST NOT exceed 15%.
Submission Instructions
Read the Case Study associated with the specific unit carefully, then proceed as follows:
Prepare a response that is 750 words (+/- 75 words, excluding title page and reference page), double-spaced, and follows APA format, and referencing style.
While there is no “formula” for analyzing case studies, the following guidelines are recommended:
Define the goals and objectives for your analysis. What questions are you trying to answer and what issues are you trying to resolve?
Rapidly skim through the case study and get a sense of how the case study has been structured
Read through the case study with paper and pencil and make notes as you go along
Structure the information in the case study: this is the key step.
- Whilst addressing the case questions, think of the information given in the case study as “raw data” that you have gathered to help you answer the questions and resolve the issues in Step 2a above.
You need to structure this information to resolve the issues. Here are some useful dimensions along which you can structure the given information chronologically:
- evolution of the industry in which the enterprise operates (e.g., changes in technology, customer needs, competitive landscape)
evolution of strategy - business, technology, and market - of the enterprise
- evolution of technology (including manufacturing), product platforms, and product lines of the enterprise
- the technology, product, and process development process within the enterprise
- growth (or decline) of the enterprise with respect to market share, revenues, costs, profits, etc.
the organizational structure of the enterprise
key decisions made at different stages in the life of enterprise, and the drivers for these decisions
the interconnections and relationships between all the above factors
Make extensive use of figures, tables, trees, etc. to shape your thinking during the structuring process.
Perform any necessary analysis, for example, revenues or costs associated with different design options
Draw conclusions, answer questions, resolve issues, and make recommendations using the structured information in Step 3.
Explanation & Answer
Please view explanation and answer below.Include your details, including the acknowledgements in the parts that I have highlighted in YELLOW color at the beginning of the paper.
Running Head: DIVERSITY AND INCLUSION
Diversity And Inclusion In Human Resource Development (Hrd): The Implications of
Diversity Training on Organizational Outcomes
by
Jane B. Doe
Bowie State University
A Seminar Paper Submitted To the Graduate Faculty
Human Resource Development Program
Bowie State University
Month Year
1
DIVERSITY AND INCLUSION
2
Diversity And Inclusion In Human Resource Development (Hrd): The Implications of
Diversity Training on Organizational Outcomes
by
Jane B. Doe
Bowie State University
A Seminar Paper Submitted To The Graduate Faculty
Human Resource Development Program
It is recommended that this Seminar Paper be accepted in partial
fulfillment of the requirements for the Masters of Arts Degree.
Bowie State University
Month Year
Marsha E. Jackson, Ed.D
Program Coordinator
Date
Wendy M. Edmonds, Ph.D
Instructor/Committee Chair
Date
Candidate: Student Full Name
DIVERSITY AND INCLUSION
3
Acknowledgement
The acknowledgement is the writer’s opportunity to honor those who have contributed to
his or her completion and or success of writing the research paper. Those who offered assistance
and support in any shape or form.
DIVERSITY AND INCLUSION
4
Abstract
Diversity and inclusion remain heated topics in modern workplace literature as an
organization strives to create a diverse and inclusive workforce in compliance with various
legislations and meeting labor market needs. However, the extent to which diversity and
inclusion are not adequately studied to equip Human Resource Development (HRD) managers
with prerequisite knowledge about how they can maximize the potential of organizational
diversity to create effective and inclusive work teams. This study utilized a critical literature
review methodology to investigate how diversity and inclusion affect organization outcomes and
how managers can design and implement diversity and inclusion programs like employee
diversity training to maximize the positive effects of D&I in organizational settings. The results
show that even though most organizations have their unique stand-alone approaches to diversity
training, holistic and more integrated approaches present the most positive organizational
outcomes if adequately managed. However, there is still inconclusive evidence-based research
supporting or rejecting diversity and inclusion in workplaces. Yet, reaping positive outcomes
from D&I is likely to outweigh its adverse effects on the team and organizational performance.
Keywords: Diversity, Inclusion, Human Resource Development (HRD)
DIVERSITY AND INCLUSION
5
Table of Contents
Acknowledgement ...........................................................................................................................3
Abstract ............................................................................................................................................4
Chapter I: Introduction .....................................................................................................................6
Statement of the Problem .........................................................................................................8
Purpose of the Study ................................................................................................................9
Research Questions ..................................................................................................................9
Need for the Study .................................................................................................................10
Theoretical Framework ..........................................................................................................10
Limitations .............................................................................................................................12
Delimitations ..........................................................................................................................12
Definition of Terms................................................................................................................12
Chapter II: Literature Review ........................................................................................................14
The Impact of Diversity and Inclusion in the Workplace ......................................................14
Diversity Training ..................................................................................................................15
Diversity Training Programs..........................................................................................15
Elements of Diversity Training Programs .....................................................................17
Conditions for Best Diversity Training Outcomes ................................................................19
Thorough and Integrated Approach ...............................................................................19
Focus on Awareness and Skills......................................................................................19
Mandatory vs. Voluntary ...............................................................................................20
Benefits of Diversity Training ...............................................................................................20
More Profitable Workplace............................................................................................20
Enhanced Employee Engagement and Retention ..........................................................20
Enhances Understanding of Diversity and Inclusion .....................................................21
Skill Development for Diversity Management ..............................................................21
Summary ................................................................................................................................21
Chapter III: Critical Analysis/ Discussion .....................................................................................22
Discussion ..............................................................................................................................22
Chapter IV: Summary, Conclusion, and Recommendations .........................................................24
Summary ................................................................................................................................24
Conclusion .............................................................................................................................24
Recommendations ..................................................................................................................25
Chapter Summary ..................................................................................................................25
References ......................................................................................................................................26
DIVERSITY AND INCLUSION
6
Chapter I: Introduction
Technological advancements and globalization continue to play a critical role in how
most businesses operate. Most businesses can now conduct cross-border operations thanks to
these advancements. However, these international operations come with significant operational
challenges, including human resource management and development initiatives like diversity,
equity, and inclusion in the workplace (Ozbilgin et al., 2014). Due to the influence of this
international economic integration, which has turned the globe into a global village, the
workplace is becoming more and more varied than ever. In today's world, globalization is
growing more prevalent and significant in all three domains of life: economic, social, and
political. As a result, globalization has primarily become responsible for the increased diversity
in people's daily lives. Because of this, business managers are increasingly dealing with a varied
workforce, including personnel of varying ethnicities, races, genders, and ages, which necessitate
effective human resource management techniques to maximize the potential of these diverse
groups.
To achieve the intended outcomes, it is integral for HRD managers to understand that
workplace diversity encompasses a wide range of factors, including ethnicity, linguistics,
nationality, economics, and organizational cultures-all of which are fast propelled by
globalization. According to UNSECO (2013), globalization, without a doubt, is an ongoing
process that is bringing individuals, cities, communities, regions, and countries to one another.
Therefore, business entities and corporations must learn to embrace the resultant effects of this
globalization move, including the need to create and maintain diverse workforces in an allinclusive work environment.
DIVERSITY AND INCLUSION
7
Additionally, organizations have become more complex, dealing with enormous work
pressure in the face of fierce competition, which has resulted in the development of a global
culture that can significantly inspire and attract employees from various parts worldwide suitable
for employment in any entity without any fears of being incompatible (Panda, 2010). Research
also shows that the human resource developmen...
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