PAPER 1 Introduction Unfortunately, living in a small town we do not see as much of a diverse workforce as a large metropolitan area does. However, slowly but surely we do see somewhat of a more diverse population. Having been a student at MSU I was exposed to more than being an online student. I have heard many times from my mother how New York is the “melting pot” of the country. Of course, she left New York over 30 years ago and I do believe diversity within communities has spread more and more across the nation. As the population diversifies with cultural, sexual preferences, and even people locating from one part of the country to another, you will have issues that arise on how to manage and balance a diverse workforce. From reading “Managing the Diverse Workforce”, authored by Carol Milano, she even discusses the cultural differences from one part of our country to another (2012). This certainly leads to a very important issue on accommodating all cultures and being compliant for the diversified employees any corporation will face. The Challenge Human Resources are not only about ensuring benefits, vacation, and compensation of all sorts, but ones has to give credence to not only diversifying their employee pool, but to educate and embrace the diversification of their employees. One could say by doing so or accommodating the cultural differences affirmative action takes on a new meaning. Finding the balance with the diverse workforce is a critical component in the HR world. Let’s look at cultural difference on time and deadlines. According to Milano, she notes, “In North America, especially in large cities, a “time is money’ attitude is common, keeping many professionals in a frequent rush.” She also goes on to compare an American worker to an expatriate of another country. Incorporating the “have to have it now” attitude into a culturally diverse environment takes skill and highly favored management skills (2012). It is even more interesting to read further in Milano’s who quotes Vincent Segilor, “Teamwork is an area rich in cultural nuance” (2012). Each culture and within that culture has their way of perceiving teamwork. Bringing together diversified employees to work together is bringing both strengths and weaknesses together, enabling those to learn not only on the project per say, but also to learn about each other. To be a good manager you should also be able to lead the masses within the company in a positive way. Generally speaking, the Human Resource Manager does exactly that! They are trendsetters, policy makers, peacemakers and peacekeepers, problem solvers, solution experts, etc. According to Daft (2011), who authored The Leadership Experience, “As more women and minorities move up the management hierarch, they’re often finding it a lonely road to travel. Even for someone who has experience a degree of racism or sexism. He also goes further in the chapter to note that recognizing diversity brings value and strengths from each person. Further along in the chapter he notes the minority population is roughly 100.7 million people (p. 329333). Management must recognize all of this and more through training and development and pass it on to all employees, not just managers, supervisors, or even certain departments. A cohesive work environment will certainly shine through when the Human Resource Manager let’s this filter down. Diversity does not stop in meeting the quotas as set out before us from the federal mandates. It is as deep and wide as diversity itself. In an article written by Farhad Manjoo for the New York Times and the hidden bias at Google, Manjoo is quoted as having said “Google’s leaders say they are unhappy about the firm’s poor gender diversity, and about the sever underrepresentation of blacks and Hispanics among its work force” (2014). Perhaps, Google and other companies can analyze their techniques for recruitment and increase this gap. Ironically, further in the article it is noted that “The company has no solid evidence that the workshops, or many of its other efforts to improve diversity, are actually working” (2011). Management must step in and get creative to improve the diversity issue. This appears to be it is a broken system and needs to be repaired. “If it ain’t broke don’t fix it” simply is not working when it comes to strengthening the diversity gap. One cannot stop there either. Increasing the status quo simply does not make the diversity issue disappear. Working each and every day in management to analyze this will bring forth many opportunities to both the employer and employee, creating a harmonious environment. Glenn Liopis outlined this so clearly when he conversed with an executive who was quoted as saying, “Diversity has no real value tangible to the growth of our business” (2011). Liopis believes this is common among many executives and shares these derogatory opinions. Are we so narrow minded that we want to exclude diversity within our companies and only meet what we need to through Affirmative Action? Sharing culture can sometimes be a downside to the hiring of a minority and yet more times than not can be viewed as a compliment to any company. It would really be something to see the HRD fire any executive who took this position and stand on diversity in the workplace. Managers at all times should do a self-check list on the matters of diversity. As Chuck Williams (2012) puts it “Diversity actually makes good business sense in several ways: costs savings, attracting and retaining talent, and driving business growth” (p. 252). The saddest part of this statement is many times diversity is considered good business sense to avoid lawsuits and not considered good business to expand the company’s horizons. Surely, with different cultural backgrounds you have to take into consideration the accommodations of different faiths, observances, and the likes, but this can easily be manage through careful planning and a HRD that knows how to think outside of the box! For example, allowing floating holidays rather than always observing federal holidays, or allowing those who observe the Sabbath to work a compressed workweek. These simple solutions can bring a united team with great advantages in learning from others. On page 254 of MGMT5, Williams acknowledges there is a difference of diversity. He speaks of the “Surface-Level Diversity” (2012) with that being the common type of diversity. When thinking about diversity, we need to look more into the “Deep-Level Diversity” (2012) and learn from that. Morals, beliefs, and values are just a few that fall into deep level diversity and each culture has their own set of beliefs, values, and morals. Being sensitive to all cultures across the board without bias is something every HRD must strive for and then they must strive to train all others. Watching the television Blue Bloods that takes place in New York City many of the police officers are Irish-American. Why is this? Dating back to the turn of the 19th century, immigration was what New York City was built on. With that, the newel immigrated Irish did not have job skills or even any type of formal education, if they went past the 8th grade. As the police and fire departments increased their hires the Irish immigrants, along with many of the Italian immigrants joined the departments and in turn it became a legacy that was passed down to each generation. Yes, in New York you have the St. Patrick’s Day Parade and the St. San Gennaro Feast that is celebrated citywide, but the men and women who are culturally bound by these celebrations are permitted to partake in them, and days off are arranged. Cultural diversity has been the backbone of our country and should always be embraced, not only in the work place but in society as well. It should be recognized that the Society for Human Resource Management (SHRM) has their ideas on diversity. According to Reed and Bogardus, they listed several concepts that will ensure tremendous success within the human resource department and within the company. “A diverse workforce is more creative, A diverse workforce reflects the population, A direct workforce increases the candidate pool” (2012). This almost should be considered the Three Commandments for Human Resource Management in diversity. Creativity can only happen through diversity. Imagine if all employees were cut from the same cloth, how would creativity enter beyond the same color of cloth? Therefore, by diversifying the workforce you are encouraging new ideas, new visions, and new ways to accomplish a task. Conclusion Simply hiring employees or retaining employees from different backgrounds, cultures, and beliefs is no longer just enough. A good Human Resource Manager will ensure education for all employees to learn how to benefit from differences. Most importantly, there will be times where there are cultural conflicts and this must be addressed in a positive manner. Holding seminars within the company to educate is a very good way to incorporate the diverse workforce. Communication can be an issue at times with certain employees and working through this can open opportunities and enrich all involved. There will come a day when I will relocate and look forward to culturally diverse work environment and community. References Daft, R. L., & Lane, P. G. (2011). 11/Developing Leadership Diversity. In The Leadership experience (pp. 329-333). Mason, OH: South-Western Cengage Learning. Liopis, G. (2011, June 13). Managing the Diverse Workforce. Retrieved from https://www.asme.org/engineering-topics/articles/diversity/managing-the-diverseworkforce Manjoo, F. (2014, September 24). Exposing Hidden Bias at Google. Retrieved from http://www.nytimes.com/2014/09/25/technology/exposing-hidden-biases-at-google-toimprove-diversity.html?_r=0 Milano, C. (2012, October). Managing the Diverse Workforce. Retrieved from https://www.asme.org/engineering-topics/articles/diversity/managing-the-diverseworkforce Reed, S. M., SPHR, & Bogardus, A. M., SPHR. (2012). Chapter 2/Diversity Concepts/Core Knowledge Requirements for HR Professionals. In PHR/SPHR: Professional in Human Resources certification study guide (pp. 44-45). Indianapolis, IN: Wiley Pub. Williams, C. (2012). Managing Individuals and a Diverse Work Force. In MGMT: What's inside: A student tested, faculty-approved approach to learning principles of management (pp. 248-267). Mason, OH: South-Western, Cengage Learning. PAPER 2 USE ONE OF THESE REFERENCES FOR THE FIRST PARAGRAPH TO REWRITE. ALSO MUST INCLUDE A LINK TO THIS ARTICLE SO I CAN CITE IT CORRECTLY. Fortune 500 Companies, 2014 http://fortune.com/fortune500/ World's Most Admired Companies Ranked By Key Attributes (February 19, 2015) http://fortune.com/2015/02/19/wmac-ranked-by-key-attribute/ America’s Most Reputable Companies, 2014 http://www.forbes.com/sites/susanadams/2014/05/13/americasmost-reputable-companies-2014/ Best Companies to Work for http://fortune.com/best-companies/ Introduction “For a farm boy who never had much of an education, providing opportunities for others was a top priority” is Milton Hershey’s legacy and still holds true today (Hershey’s, 2015). Milton Hershey had a vision and a mission statement for all areas of business. The mission statements included environment, marketplace, community, and workplace (Hershey’s, 2015). I was overly impressed with my research in determining the company I wanted to write about. Choosing to do this assignment on The Hershey Company is simply due to the fact that through research, it appears the core values from the 1900’s are still present in the 2000’s. The core values are the foundation of The Hershey Company’s success and have not veered from when Milton Hershey first placed his commitment and values to all he came into contact from this very enchanting business. Milton Hershey never gave up. In fact he had several failures before finding the perfect combination of equipment, ingredients, and distribution. One could say his major failures propelled him to becoming a success. According to Entrepreneur’s article, Milton Hershey had many believer’s, including his aunt (2008). Hershey began his chocolate journey when the “Robber Barons” were also gearing up. He followed his own path to success with one major reason for his success, and that was his beliefs and values he had. Throughout the years The Hershey Company has grown into a household name, along with being one of the largest chocolatiers in the world, recognized on every continent. Hershey’s values, ethics, and morals are what carried this company to the success it knows today. We have all heard the expression “getting ahead of yourself” and that was exactly what Milton Hershey did when it came to management style and corporate social responsibility. Corporate Social Responsibility Hershey was a man who saw vision before others through giving back to his community, employees, and country. Those visions are still alive today. When the depression hit and businesses were failing, workers were laid off, and the economy came to a screeching halt, “Hershey embarked on an ambitious building plan devised solely to keep his workers employed (Entrepreneur, 2008). This was an amazing feat Hershey took on. It showed his care and concern for his employees, their families, and the community. In doing so, one can only imagine the loyalty and dedication received in return from these men and women. In addition to providing work for his employees, Hershey also went on to build an entire community. The community consisted of “schools, parks, churches, recreational facilities, and housing for his employees (Biography, 2015). Some people might think this was a similar attempt from the “Gold Rush” towns that cropped up, but the ulterior motivates for Hershey was simple not there. The love for his community and people was his driving force. Treating all with respect and dignity made the management style of the corporation what it is today. One can only imagine the tremendous impact this had for employee to employer loyalty. Additionally, The Milton Hershey School was formed and is still in existence to this day. The school reaches out to impoverished children, without care or concern on ability to pay, race, gender, or any type of demographics. Incredible as it may seem Pennsylvania is one of the few states that does not have any protection for same sex partner’s. According to Ivey DeJesus’ blog, although one can legally enter into a same sex marriage you can still be fired for that very same reason (2014). Diversification is another attribute to the success style of quality management within The Hershey Company. They have been voted one of the best places to work for LGBT and have even moved up the ranks from 2013 to 2014. Imagine an employer where regardless of your gender you have a safe work environment. A place you can go to everyday and make an honest living without fear of retribution due to your sexual orientation. The Hershey Company sees each person as an individual without bias to their race, religion or gender. Although we have laws to protect anyone against discrimination it doesn’t always work and I believe there is zero tolerance at The Hershey Company for standards less than the law requires, and in fact above board regarding the laws that are in place. The Code of Ethical Conduct found at the Hershey website clearly states all that this company stands for (2013). It enforces fair treatment, fair market trade, global commitments, and the list goes on. Particularly interesting is the section detailing the commitment to employees. From mock questions and answers to policy and procedure any employee would know what to do and who to turn to in the event of any type of ethical violation. Protecting employees and their rights, without favoritism or bias, certainly creates an environment for a positive work environment. Customers, Vendors, Stockholders, and the World Of course to be a profitable company as long as The Hershey Company has been and to be a household name does not come without including your customers, vendors, and your global partners. Without these components, any company will surely fail over an extended period of time. Juggling the obligations Hershey has to their stockholders can sometimes become a daunting task, if Hershey puts customer, vendors, and the world first. The Hershey Company faced many external challenges. As noted by Kash in an article from the Ivey Business Journal, “These external challenges could not be ignored. But they could be identified, understood, and then managed as part of Hershey’s overall strategic re-orientation (2012)”. One major issue within the management is change was not happening over the decades. In fact technology was exploding, but the vision of taking the company to areas of the unknown had not been explored. The marketplace became very competitive in the brick and mortar locations. Add to that e-commerce and more product/packaging choices offer to the consumer, put Hershey at a disadvantage. Hershey’s management recognized this, came together as a united front, keeping the core values intact, but taking a more aggressive approach toward their marketing mix. Leadership had to lead Hershey into the 21st century. When a company as large as Hershey’s recognizes their weaknesses and revamp their strategies it could only mean one thing……continued success! A new era was born and with that game the “demand landscape” according to Kash (2012). This meant listening to the consumer, the vendor’s, and supplies, all the while being globally aware of the needs of all. What an exemplary example of realizing your shortfalls and creating new goals, without sacrificing any one department, product, or employee. Summary The Hershey Company exemplifies all the qualities of being responsible to their stockholders, employees, community, and country, but they also are concerned with the global picture. To be a Fortune 500 company is not an easily achieved goal. To be The Hershey Corporation and obtain Fortune 500 status while giving back is an even more challenging feat. Conclusion It is quite evident The Hershey Company stands apart from many corporations from their actions. If the phrase “actions speak louder than words” is true then this company certainly put their actions to good use. You cannot have poor management or even bad management when you follow Hershey’s core values, ethical beliefs, and Milton Hershey’s visions dating back over 100 years! Finally, The Hershey Company seems to always find a balance that equates to large profits year after year. This could not be done without proper leadership and management. Visions never change but sometimes you need to remove the rose colored glasses to see what is right before your eyes. References (2015). Retrieved from http://www.biography.com/people/milton-hershey-9337133#thechocolate-king DeJesus, I. (2014, November 14). For LGBT employees, Hershey Co. among best places to work in Pa., survery shows [Web log post]. Retrieved from http://www.pennlive.com/midstate/index.ssf/2014/11/gay_rights_corporate_hershey_r. html Hershey's. (n.d.). Retrieved February 19, 2015, from http://www.thehersheycompany.com/investors/corporate-governance.aspx Kash, R. (2012). Ivey Business Journal. The Hershey Company: Aligning inside to Win on the outside. doi:The Hershey Company: Aligning inside to win on the outside Milton S. Hershey. (2008, October 07). Retrieved from http://www.entrepreneur.com/article/197530 PAPER 3 – THERE ARE MANY COMMENTS IN THE MARGINS PLEASE MAKE THOSE ADJUSTMENTS AND PLACE ANY OTHER CORRECTIONS WITHIN THE PAPER. Introduction As technology advances each and every day, the job application and interview process also advances with technology. There are many laws that protect applicants which were in put place in the 1960’s and are ever changing with amendments. We will continue seeing revision after revision, as the beginning of the hiring process usually takes place on the internet. Laws that are prevalent protect both the employer and the applicant. This occurs from the time a job description is formed, to posting the position, taking applications, interviewing, hiring, and finally throughout the employees career. Employers and employees must share the knowledge of the law to ensure that federal, state and local laws are being followed. A human resource manager cannot assume the laws are applicable from one state to another. They must be well versed on all federal mandates, laws, regulations, and above all they need to stay up-to-date on changes that are made both federally and locally. For instance, there is a federal minimum wage, which is exactly that, a minimum wage! However, California has a higher minimum wage. This state law must be followed and the HRD should ensure he or she is following that state’s law, not the federal law, or even the state law from a previous position held in another state. Following the Golden Rules of hiring The trend for human resources to recruit applicants is increasing daily through online methods. These methods simplify many aspects for any person posting a position, but without careful thought and consideration these methods can lead to disaster for the company. According to Flynn, “You are excluding large portions of the population” and with that can come legal ramifications (2002). The argument here lies with who uses the internet and what age bracket is more inclined to utilize this new trend. Unfortunately though for people with low incomes or older adults who do not have internet access, this method of online recruiting simply pushes them aside. As we have all heard, many municipalities are striving to have internet available to all within that community, but this is an overly slow process that does in fact eliminate certain demographics from the application process. Discrimination is another large issue and one I feel strongly about. Although there are both federal and state laws in place to protect an applicant, I am a “doubting Thomas” on this to be a perfect world. In reading a post from the Idaho Commission on Human Rights, it was interesting to learn “Complaints alleging that an employer failed to hire a person due to discrimination account for about 10% of the cases filed with IHRC each year (2015). There are so many ways the ideal applicant can be easily discriminated against, at times unbeknownst to them. This can happen even at the interview level when someone is asked in conversation “How many children do you have” or “I see you graduated college in 1985”. These questions might appear to be innocent, but they can also be a way for the employer to weed out employees who are not young enough or would have potential child care issues. With the continuance of submitting a resume and completing an application through the internet, the online application pool will increase. Is this a good thing or a bad thing? Depending on how you view the process it can be either or both of these. For example, sitting in front of the computer in the comfort of your home gives you more opportunities to submit online applications. Some application processes are quicker than others, and some take hours upon hours to complete. The convenience of this is tremendous but the ugly side to this type of submission is you do not always know the company you are submitting to, or if the company has received and reviewed your application. Did they have a software program in place that immediately took the application out of the application pool? Gillian Flynn believes “Depending on how it sorts, it may exclude groups of people from various protected categories” (2002). We also have to look at what Les McKeown wrote about when he said “And yet I see so many business leaders approach the hiring process with same degree of amateurish clumsiness as a faded D-list celebrity on Dancing with the Stars” (2012). He is speaking in regards to job postings on the internet that are put up there without much thought. Yes, this happens time and time again. I was one of the lucky ones when I stumbled across a job posting very limited on information and somewhat shady, but answered it on a Facebook page. It did turn out that this was a reputable employer wanting to reach out locally but one can only imagine the amount of responses they received with limited job qualifications and a 10 word statement of the position. Looking at the application process on Shell Oil’s website, it tells potential applicants the four-step process they can expect (2015). This does not remove the legality issues Shell might find them in, but it does offer applicants an idea of what to expect and encourages applicants to apply. The beautiful part of Shell’s process is that waiting for the phone to ring has somewhat of a timeframe. “If your application is successful, in most instances we arrange for an interview to take place roughly within two weeks from when we received your application. This usually takes 45 minutes to an hour over the telephone. You'll have the chance to ask us questions about the role, what it’s like working at Shell or any other details relating to the job” (2015). As an applicant, it is reassuring to see an outline and know what to expect. This way applicants can be prepared to ask questions during the initial interview. Every applicant must be determined to set them self apart from the multitude of other applicants and yet continue throughout their career path to continue in setting themselves apart. A very interesting statement from an article called “Hiring Worker: Employment Law Basics. “Having to truly look for the needle in an ever growing haystack” (2015) is quite an understatement. We are beyond dressing to impress. We must make certain our social pages are clean from anything that can turn a potential employer away from us. After all, social networking sites are so easy to hit and click, that the old adage of “A picture is worth a thousand words” certainly is the case many times over. Monster.com listed some practical advice for employers regarding the interview process and one tip the applicant can use to their advantage “Try to ask open ended questions that will require the candidate to discuss his or her qualifications. Questions that only require a “yes” or “no” answer are not nearly as useful” (Berkowitz, 2015). This is some of the most excellent advice either side of the interview desk can be armed with. An applicant should do their homework, research the company, research the position in detail, and most importantly, make that great first impression. Conclusion The job application process and interviewing process are both the responsibility of a potential employer and a potential employee. Laws are set in place to protect both entities as well as afford each applicant a fair process. Either party not being well versed in the laws of our land when it comes to hiring practices can find they have either broken the laws or even become a victim of discrimination without even knowing it. References Application process. (n.d.). Retrieved February 16, 2015, from http://www.shell.com/global/aboutshell/careers/professionals/application-process.html Berkowitz, M., Esq. (n.d.). Think Before You Hire: Maintain a Legal Hiring Process. Retrieved from http://hiring.monster.com/hr/hr-best-practices/recruiting-hiring-advice/acquiringjob-candidates/legal-hiring-process.aspx Flynn, G. (2002, March 29). E-Recruiting Ushers in Legal Dangers. Retrieved from http://www.workforce.com/articles/e-recruiting-ushers-in-legal-dangers Hiring Workers: Employment Law Basics | HR Topics for human resources. (n.d.). Retrieved from http://topics.hrhero.com/hiring-workers-employment-law-basics/# Idaho Commission on Human Rights. (2007). Retrieved from http://humanrights.idaho.gov/discrimination/pre_employment.html McKeown, L. (2012, August 27). Hot to Hire Great People--Every Time. Retrieved from http%3A%2F%2Fwww.inc.com%2Fles-mckeown%2Fhow-to-hire-great-peopleevery-time.html PAPER 4 • • • Use third person when writing a research paper. This means no use of "I, we, me, us, you." Review your grammar. Several subject-verb disagreements were evident. Make sure all the parts of the report are included. While I only reviewed the body of the report, there was not a "report organization" or "summary". NEED A SUMMARY BEFORE CONCLUSION Introduction When we hear the name Disney almost all thoughts go to Mickey Mouse and Disney World. The Walt Disney Company is far more than just a mix of amusement parks, signature movies, and Tinkerbell. In fact, Disney has a marketing mix like no other corporation. An honor bestowed to The Disney Company is being placed on the “World’s Most Admired Companies” (Fortune, 2015). There are 9 attributes any company can be placed in to receive this recognition. Disney was recognized as the top spot in 5 out of the 9 attributes. This simply is not by accident but by good management throughout the company. “Every action has a reaction” and in the case of Disney only positive actions have resulted in the company be highly ranked. Today, Disney is ranked number 61 on the Fortune 500 list (Fortune, 2014). That is quite an accomplishment from the humble beginnings. Throughout the years Disney expanded not only from animation but to amusement parks, full screen productions and Broadway shows, clothing lines, cruise ships, licensing agreements, and the list goes on. One thing is certain and that is their beliefs and values are the same today as it was back when the Disney Boys came together. The core values along with the Disney’s focused principles and management style are the reason they have been and will continue to be a success for all to enjoy. Amazing Principles Creates Amazing Management One of the most incredible aspects of the Disney Company is the principles they came up with. In reading through “The Disney Company 10 Management and Principles, The Disney Way: Harnessing the Management Secrets of Disney in Your Company” (McGinn-Cardwell, 2003) Disney not only believed these 10 management principles but they lived by it. Abiding by these principles and the core values has kept Disney on top. Without quality management beliefs and values a company would not be able to reach as many consumers on a daily, weekly, and yearly basis. A well-known quote and one of the principles they follow is “All for One and One for All”, creating an environment that screams in the softest of voices teamwork. Through encouragement and participation from top management down to the ticket window cashiers, this philosophy is carried out. Disney believes without teamwork there would be more dysfunctional employees. It is also believed that by having a caring team the loyalty and enthusiasm is permeated all the way down to the guests. After all, can you imagine a Disney cruise without teamwork? In an article written by Dennis McCafferty , Mr. McCafferty clearly states “The following 12 best practices promoted at Disney U demonstrates how the organization combines attention to detail, corporate values and the fun factor to develop fully engaged employees who are determined to deliver a superior customer experience” (2013). This reinforces Disney’s management style in which everything matters. The quote in this article “Laughter is no enemy to learning” by Walt himself really resonates when he specifically spoke about the training sessions they provide (2013). If management keeps a light hearted attitude then in return employees will feel at ease through their training process and continue to thrive throughout their employment. What is very interesting to learn is how Disney empowers their leaders to communicate with their team members. “For example, we know case members prefer to hear new information directly from their leaders.” (Jones, 2015) However, it does not end there according to Jones, he also goes on to discuss that all new employees, whether an executive or housekeeper, are given new employee orientation in the same manner (2015). Not distinguishing one level of management to a part-time employee on their new beginnings gives great credence to the value Disney’s holds with each of their employees. This has to make each and every new employee feel part of a team and not intimidated from the onset of their employment. Although many positions within Disney are seasonal, there are many more that are not seasonal. According to Jones, “A key factor in employee retention is making certain employees understand what’s expected of them and why the rules exist” (2015). This philosophy will lead anyone to the conclusion that Disney takes the hiring, training, and management practices quite seriously. They understand retaining employees is not only beneficial to the company, but it is also cost effective to the company. Furthermore, Jones suggests through the Disney Institute’s training there are 4 key components for strategic planning. The essential 4 key components are “Employee Selection, Training, Communication, and Care” (2015). This is not only practiced by Disney but is also an example offered to other corporations. The cultural aspect falls under the employee section and goes into greater detail, to include behavioral questions. One can argue that behavioral questions are not always indicative of an employee being the correct fit and yet so many corporations are taking the lead from Disney. Bruce Jones goes further in his 4 step process by believing the orientation process should include the organizational value and then ties in the communication process. “At the Disney Institute, we encourage our clients and course attendees (newly hired employees) to redefine intentional communication as a two way process, to make active listening integral to their cultural model” (2015). When active listening is promoted from all sides, employer and employee, management can hear and listen to feedback without fear of retribution. Imagine an employee being encouraged to share their thoughts and concerns. This management style is simply a matter of time when all corporations will realize employees are the first line of defense when it comes to deficiencies in any company. The communication process is where it all begins and where it all ends. Management generally spends the majority of their time communicating both within the company and through their associated business channels. Imagine spending approximately 45 minutes or more each hour communicating with others (Daft, 2011). With thousands of employees throughout the globe communication is a critical factor to ensure miscommunication is kept to a minimum. Ongoing training and development The Disney Company certainly has capitalized on this very key element to ensure management can obtain the goals set out before them. Conclusion The Disney Company has so many positive management techniques and skills in place; one can only see why they are a Fortune 500 company. Disney not only follows their beliefs and philosophy, is it widely sought by many other companies through the Disney Institute. After researching this company, I can only say for myself that I will read all I can on their management styles and how they implement to not only make myself a better employee, but to also learn how to exemplify their 10 Management Principles both in my professional and personal worlds. References Daft, R. (2011). Chapter9/Leadership Communication. In Leadership experience. 5th ed (pp. 263-264). Mason, OH: Cengage. Jones, B. (2015, February 17). Make Employee Engagement a Strategic Priority by Focusing on These 4 Things. Retrieved from https://disneyinstitute.com/blog/2015/02/makeemployee-engagement-a-strategic-priority-by-focusing-on-these-4-things-/329 Jones, B. I. (n.d.). People Management Lessons from Disney. People Management Lessons from Disney. Retrieved February 27, 2015, from https://www.trainingindustry.com/media/3532077/disneypeoplemanagementlessons.p df McCafferty, D. (2013, May 6). 12 Management Lessons from Disney U. Retrieved from http://www.cioinsight.com/it-management/leadership/slideshows/12-managementlessons-from-disney-u-02 The Walt Disney Company. (2014, June 02). Retrieved from http://fortune.com/fortune500/thewalt-disney-company-61/ World's Most Admired companies ranked by key attributes. (2015, February 19). Retrieved from http://fortune.com/2015/02/19/wmac-ranked-by-key-attribute/
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