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Dispersed Workplace: A Case Study Your nonprofit organization, one concerned with stimulating and communicating innovation in local government, is headquartered in the western United States. But you have long recognized the importance of having several regional representatives in various parts of the country, people who can help identify innovations, share information about local government practices, and perhaps most important, stimulate new memberships among local governments in their areas. While you communicate with the regional representatives regularly by phone and email and see them in person two or three times a year, for the most part they are out there "on their own." Your board is highly supportive of the idea of having regional representatives but wants to be sure (1) that the regional representatives are getting what they need from the organization in terms of support, encouragement, and a sense of belonging to the organization and (2) that the regional representatives are being properly "managed" and held accountable for their work. What considerations would you take into account in developing a strategy for managing these remote employees? How would you take lessons from the literature on leadership and management, such as the importance of involving employees in organizational decision-making, and apply them in this kind of situation? How, for example, can you incorporate dialogue into your communications and be effective in supportive communications? How would the fact that your organization is multigenerational be likely to affect its operation? Please answer the questions and summarize your answer based on the scenario. Thank you..

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Running head: DIVERSITY PLAN 1 DIVERSITY PLAN 6 Diversity Plan Student’s Name: John Blair Institution Affiliation Rasmussen College Report to CEO Diversity is a common feature that exists in most organizations. It is a characteristic that increases its prevalence as a company grows regarding hiring more members of its human resource workforce. Diversity also increases when a firm grows out of its current geographical scope. It is an unavoidable occurrence in every growing organization and therefore, it is crucial for managers and CEO's to understand the importance of learning how to control the effects of diversity in their companies. When diversity is not managed adequately, it can cause adverse effects which may lead to the failure of an institution. This report offers insight on cultural diversity which one of the most prevalent types of diversity in firms. It also illustrates a plan on how to control the adverse effects of cultural diversity. Cultural diversity in the workplace Culture refers to a person's way of life. It encompasses an individual's heritage based on social patterns, acceptable behavior, beliefs, values, customs, norms, and attitude. All people have different cultures, and therefore cultural diversity is a standard feature. Even though people may come from the same home town, their culture may be different depending on how they were raised (Lambert, 2016). This phenomenon explains the existence of differences in personal cultures. This situation causes challenging situations in the workplace since the human resource managers of growing companies hire individuals from different regions. Cultural background is rarely considered while hiring employees into a company. The recruitment team in a firm considers the skills that a person has and the services that the worker can offer to the organization (Lambert, 2016). Therefore, the employees in most companies are from very diverse cultures. In some cases, this situation leads to conflicts between the workers. Importance of diversity planning Diversity planning refers to organizing ways in which people from different cultural backgrounds in the organization can unite and work to achieve a common organizational goal. It is crucial for a company to develop diversity planning to ensure that their workers are all committed to achieving common objectives of their firm. Diversity planning allows employees to share ideas that are instrumental in enhancing business processes in an organization (Price, & Nelson, 2018). Employees grow significantly when they are exposed to a variety of cultures. Therefore, diversity planning enables employees to gain much personal social growth effectively. Some of the workers can discover untapped talents and make use of .

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Introduction As a reader you will find that my report contains a summary of the arduous work and my journey in the COOP training at Holiday Inn Hotel in Yanbu, which operates under the famous Holiday Inn chain around the world. You will find me talking about the hotel vision and mission as well as the HR department where I trained as hr coordinator and how I contribute to solve the diversity conflict problem. At the end you will find me listing the weaknesses I have experienced, the knowledge and skills that improved in me. Holiday Inn Yanbu is a branch of the famous American brand that is a subsidiary of InterContinental Hotels group. Yanbu's Holiday Inn was established in September 1981 by Hasan Abdulhadi Taher. The hotel vision is to positioning their name in the customer minds as the best 4-star hotels in Yanbu and around the world. Holiday Inn is looking forward to make a difference in the individuals lives they serve every day, by providing personalized service and a superior hospitality product and commit to the hotel strong moral system and actively participating in the community which is the hotel goal. Different services were offered to the customers besides the accommodation in rooms and suites which are the business services including equipped business conference and meeting rooms, health and fitness center with a fully-equipped gym and a trained fitness instructors. Roles and Responsibilities I was trained at HR department in Holiday Inn of Yanbu. This department is same as any HR department that concern about all procedure related to the workforce starting from attracting the employee till evaluating their performance. Also, the HR department is responsible to conduct the staff payroll and absence sheet, coordinating for employees' daily transportation. In addition, the HR is handling the staff relation issues in a confidential manner, including disciplinarians, grievance and capability. Using the (Oasys system), working on governmental and insurance websites (muqeem, GOSI and Bupa website) and organizing the employees files including their contracts are some of the tasks that I have performed as an HR coordinator. Also, I was responsible to collect letters from other departments which need the HR manager approval such as vacations, warning. One of the requirement to complete the COOP training program is to make a contribution in the workplace that I have trained in. So, I chose to improve the diversity management in the hotel as a contribution in order to utilize and manage diversity effectively without difficulties and obstacles in communication between all employees. Diversity in the workplace means having people together from different ethnic backgrounds, religions and exchanging experience and knowledge. Sometimes diversity will also have bad impact on the workplace and make some misunderstand and conflict between employees. After my training weeks at the Holiday Inn Hotel in Yanbu, I observed there is a lot of communicati.

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