Some European countries have been experiencing a string
of protests from immigrants. These immigrants sought to express their
dissatisfaction with their current employment status and lack of consideration
from employers when applying for jobs for which they met the required
qualifications. This has prompted employers to reconsider their past and
current practices in the management of workforce diversity and to reduce the
economic and cultural differences that exist in these types of egalitarian
societal organizational environments. The main problem derives apparently from
a wide range of discriminatory employment practices inherent in European
companies. These practices would set the tone for possible lawsuits from
immigrants rejected as potential employment candidates and opportunities.
Consider this example. Ewe Kikuyu graduated from a
well-known European university with a degree in Architecture in 2007 and spent
a full year sending out her Curriculum Vitae.

Ewe is the daughter of South
African immigrants and did not receive a single chance, call, or interview. At
one point, Ewe attended an architecture job fair, where she witnessed one of
the company recruiters to whom she had submitted her CV glance at her and
immediately dump her CV into a waste receptacle. Ewe commented that, throughout
her entire life of struggles, hard work, and commitment to achieve a good
education, she never thought that her name, race, and nationality would become
an issue in obtaining a decent job for which she would be qualified.
Some of the major obstacles for managing diversity in
European countries derive from the legal system, inherent employment practices,
lack of accountability and existing laws, and regulations. Some of the
requirements currently in place in some European countries when candidates are
seeking employment opportunities are to reflect on and submit their CV
information related to their nationality, religion, race, marital status, and a
picture. These employment requirements and practices have set the tone for many
potential employment discrimination acts. As a result of these discriminatory
acts, complaints, and lawsuits, some European countries and employers have been
mandated to institute and comply with some strict laws and regulations, and to
introduce and manage proactive solutions to attract, recruit, select, and
retain a qualified, diverse workforce to meet the supply and demand of a
globalized, changing workforce.
Consider this: Some European multinationals started to
send managers to high schools in order to train students in writing rsums and
provided proper etiquette and training tools to successfully achieve a job
interview and enhance their employability. In addition, some of these companies
initiated a national campaign to work with colleges and universities to recruit
disadvantaged or minority students for potential internship or /full-time
opportunities. Some major multinationals jumped on the bandwagon and
implemented strict guidelines to eliminate personal and biased information from
the candidates professional profile (CV), such as any racial or ethnic data,
before forwarding them to recruiters or head hunters. These new practices would
make it more difficult for any prospective employer to discriminate on the
basis of nationality, religion, race, or ethnic background.
Case Study Requirements
Back to Top
You will be working as the VP of HR for one of these
major multinationals. Your new tasks will be to (1) analyze and identify major
problems in managing, attracting, recruiting, selecting, and retaining a
diverse workforce; (2) provide recommendations and solutions; and (3) provide a
solid conclusion to this case study. You will be required to provide a minimum
of five references to support your findings when analyzing this case.
Consider the following questions when you conduct your
analysis and findings:
1.
What techniques and training tools are
necessary to change the organizational culture and create a cohesive
environment that manages a diverse workforce and provides opportunities that
would recruit qualified talent?
2.
What measures and mechanisms are necessary to
develop and institute a proactive affirmative action program that would secure
and protect the rights of employees?
3.
What type of training and development,
policies and procedures, compliance regulations, and communication programs are
required to ensure that the organization meets the goals and objectives of
seeking and maintaining a global, diverse workforce to meet the future business
and HR demands of a competitive global sector?
4.
What is the role of the organization,
management, and employees at large to ensure that these employment practices
would cease to ensure compliance of the law?
Students are required to work on, develop, and read the
Case Study “”Workforce Diversity Challenges in European Countries.””
Please consider and answer the above referenced questions 14 as part of your
analysis, recommendations, and conclusions. Please see the case study
guidelines and format instructions in Doc Sharing.
A cover page and references page are excluded from the
three to five page requirements. The written summary must meet the APA style
format.
HRM584: Case Study Grading
Rubric
Back to Top

Category

Points

%

Description

Identification of Problem

15

25%

Describe the problem(s).

Describe the challenges leading the
organization to fail in its attempt to reach a positive outcome.

Identify causes leading to the problem(s)

Recommendations and Solutions

20

33%

Describe and analyze necessary solutions to
improve or correct the existing problem(s).

Use practical methodology and reasoning in
the application of policies and procedures, mechanisms, and management
techniques.

Conclusions

15

25%

Describe the overall mechanism and tools to
use to achieve success and improve efficiency and performance standards of
the organization.

Define words of wisdom to the management
team to learn from past mistakes.

Grammar and Spelling

5

8%

Paper is well-written and is college level
writing

Rules of grammar, usage, and punctuation
are followed

Spelling is correct

Follows APA format

Organization & Cohesiveness

5

8%

Paper was organized, had topical flow, and
used appropriate industry vocabulary, concepts, and theory.

Paragraph transitions are present and
logical, and flow is maintained throughout the paper.

Sentences are complete, clear, and concise.

Sentence transitions are present and
maintain the flow of thought.

Total

60

100%

A quality paper will meet or exceed all of the above
requirements.

Case Study Guidelines

Many students initially find case analyses of
management problems to be difficult and uncomfortable. This is due to the
relative lack of structure of most problems found in management. No correctly
answered list of pre-questions or mechanical process will lead to the
“”right”” answer. In fact, there usually is no single, definitively
right solution to most managerial problems. When analyzing a case, remember
that there are often many possible solutions. The goal is not to find the solution,but to examine the case
and practice analyzing and solving real-world problems from a human resource
perspective.

Please use the following format to
guide your thinking and to frame your written case analysis (if required).

Problem
Identification: Part of your analysis is to define
the problem or problems (often there are multiple, interacting problems). Look
to any case guide questions (if provided) for some conceptual direction, but do
not seek merely to address these questions.

Define the major
problem or problems (not the symptoms in the case).

Problems cause
symptoms (e.g., stress causes the symptom of high blood pressure).

Often, the symptoms
are directly described in the case, whereas the problems usually are not.

If necessary,
indicate how the problems are related to one another.

Situation
Analysis: Another part of the analysis is to
explain the mechanisms that are causing the problem or problems.

Incorporate
specific and relevant human resource concepts.

Avoid
providing general or commonsensical responses that do not incorporate course
concepts, as well as simply summarizing case facts and examples.

Dont
make assumptions that cannot be supported by the facts in the case.

Be
wary of imposing personal opinions on the case that cannot be supported by case
facts and/or relevant management concepts, and try not to place blame.

Avoid
providing viewpoints that are sketchy and/or overlook important course
concepts, case facts, and events.

Recommendation:
Finally, recommendations must be developed that are appropriate for the
situation and for those who must implement them, so develop a structured plan
of action. Who is to do what, when?

Your solutions
should follow logically from your analysis.

Treat the problems,
not the symptoms.

What are the
expected outcomes (both positive and negative) of the solution?

What aspects of the
problem remain unresolved by your solutions?

Make sure that
recommended actions incorporate management concepts and theories. Although
these recommendations are speculative, you still need to be sure to incorporate
relevant management concepts and provide specific, concrete examples to help
demonstrate and support your points.

Some other helpful hints for Case Study Preparation:

1. I
care about student writing. The case analysis needs to be clear, crisp, and
concise. Facts from the case are stated only to make a point, not to retell the
story. Do not rehash the minutia or details in the case. The case analysis
needs to be organized, and spelling, grammar, and word usage must be correct.

2. Make
sure your paper has a logical flow. Make clear links between the identified
problems, the analysis of these problems, and the proposed solutions.

3. Provide
analysis, not description.
Demonstrate your ability to use and apply theories and concepts from the course
material; integrate course material where it is useful. Mine the text for
nuggets of theory that help explain the issues. You must show how it applies.

4. Be
thorough. It is better to give a through, explicit analysis focused on one or
two primary problems than it is to barely touch upon 50 problems.

5. Sometimes
students come up with amazing recommendations (for better and worse) that have
no relationship to their analysis. I want to see that its the analysis that
frames decisions made about the case. A poor analysis that results in good
decisions means that somewhere you have intuitively understood the case, but
you need to backtrack and figure out what you understood. A great analysis that
results in decisions that come from left field signals that are not using your analysis.

Some European countries have been experiencing a string
of protests from immigrants. These immigrants sought to express their
dissatisfaction with their current employment status and lack of consideration
from employers when applying for jobs for which they met the required
qualifications. This has prompted employers to reconsider their past and
current practices in the management of workforce diversity and to reduce the
economic and cultural differences that exist in these types of egalitarian
societal organizational environments. The main problem derives apparently from
a wide range of discriminatory employment practices inherent in European
companies. These practices would set the tone for possible lawsuits from
immigrants rejected as potential employment candidates and opportunities.Consider this example. Ewe Kikuyu graduated from a
well-known European university with a degree in Architecture in 2007 and spent
a full year sending out her Curriculum Vitae. Ewe is the daughter of South
African immigrants and did not receive a single chance, call, or interview. At
one point, Ewe attended an architecture job fair, where she witnessed one of
the company recruiters to whom she had submitted her CV glance at her and
immediately dump her CV into a waste receptacle. Ewe commented that, throughout
her entire life of struggles, hard work, and commitment to achieve a good
education, she never thought that her name, race, and nationality would become
an issue in obtaining a decent job for which she would be qualified.Some of the major obstacles for managing diversity in
European countries derive from the legal system, inherent employment practices,
lack of accountability and existing laws, and regulations. Some of the
requirements currently in place in some European countries when candidates are
seeking employment opportunities are to reflect on and submit their CV
information related to their nationality, religion, race, marital status, and a
picture. These employment requirements and practices have set the tone for many
potential employment discrimination acts. As a result of these discriminatory
acts, complaints, and lawsuits, some European countries and employers have been
mandated to institute and comply with some strict laws and regulations, and to
introduce and manage proactive solutions to attract, recruit, select, and
retain a qualified, diverse workforce to meet the supply and demand of a
globalized, changing workforce.Consider this: Some European multinationals started to
send managers to high schools in order to train students in writing rsums and
provided proper etiquette and training tools to successfully achieve a job
interview and enhance their employability. In addition, some of these companies
initiated a national campaign to work with colleges and universities to recruit
disadvantaged or minority students for potential internship or /full-time
opportunities. Some major multinationals jumped on the bandwagon and
implemented strict guidelines to eliminate personal and biased information from
the candidates professional profile (CV), such as any racial or ethnic data,
before forwarding them to recruiters or head hunters. These new practices would
make it more difficult for any prospective employer to discriminate on the
basis of nationality, religion, race, or ethnic background.Case Study RequirementsBack to TopYou will be working as the VP of HR for one of these
major multinationals. Your new tasks will be to (1) analyze and identify major
problems in managing, attracting, recruiting, selecting, and retaining a
diverse workforce; (2) provide recommendations and solutions; and (3) provide a
solid conclusion to this case study. You will be required to provide a minimum
of five references to support your findings when analyzing this case.Consider the following questions when you conduct your
analysis and findings:1.
What techniques and training tools are
necessary to change the organizational culture and create a cohesive
environment that manages a diverse workforce and provides opportunities that
would recruit qualified talent?2.
What measures and mechanisms are necessary to
develop and institute a proactive affirmative action program that would secure
and protect the rights of employees?3.
What type of training and development,
policies and procedures, compliance regulations, and communication programs are
required to ensure that the organization meets the goals and objectives of
seeking and maintaining a global, diverse workforce to meet the future business
and HR demands of a competitive global sector? 4.
What is the role of the organization,
management, and employees at large to ensure that these employment practices
would cease to ensure compliance of the law?Students are required to work on, develop, and read the
Case Study “”Workforce Diversity Challenges in European Countries.””
Please consider and answer the above referenced questions 14 as part of your
analysis, recommendations, and conclusions. Please see the case study
guidelines and format instructions in Doc Sharing.A cover page and references page are excluded from the
three to five page requirements. The written summary must meet the APA style
format.HRM584: Case Study Grading
RubricBack to TopCategoryPoints%DescriptionIdentification of Problem1525%
Describe the problem(s).
Describe the challenges leading the
organization to fail in its attempt to reach a positive outcome.
Identify causes leading to the problem(s)Recommendations and Solutions2033%
Describe and analyze necessary solutions to
improve or correct the existing problem(s).
Use practical methodology and reasoning in
the application of policies and procedures, mechanisms, and management
techniques.Conclusions1525%
Describe the overall mechanism and tools to
use to achieve success and improve efficiency and performance standards of
the organization.
Define words of wisdom to the management
team to learn from past mistakes.Grammar and Spelling58%
Paper is well-written and is college level
writing
Rules of grammar, usage, and punctuation
are followed
Spelling is correct
Follows APA formatOrganization & Cohesiveness58%
Paper was organized, had topical flow, and
used appropriate industry vocabulary, concepts, and theory.
Paragraph transitions are present and
logical, and flow is maintained throughout the paper.
Sentences are complete, clear, and concise.
Sentence transitions are present and
maintain the flow of thought.Total60100%A quality paper will meet or exceed all of the above
requirements.Case Study GuidelinesMany students initially find case analyses of
management problems to be difficult and uncomfortable. This is due to the
relative lack of structure of most problems found in management. No correctly
answered list of pre-questions or mechanical process will lead to the
“”right”” answer. In fact, there usually is no single, definitively
right solution to most managerial problems. When analyzing a case, remember
that there are often many possible solutions. The goal is not to find the solution,but to examine the case
and practice analyzing and solving real-world problems from a human resource
perspective.Please use the following format to
guide your thinking and to frame your written case analysis (if required).Problem
Identification: Part of your analysis is to define
the problem or problems (often there are multiple, interacting problems). Look
to any case guide questions (if provided) for some conceptual direction, but do
not seek merely to address these questions.
Define the major
problem or problems (not the symptoms in the case).
Problems cause
symptoms (e.g., stress causes the symptom of high blood pressure).
Often, the symptoms
are directly described in the case, whereas the problems usually are not.
If necessary,
indicate how the problems are related to one another.Situation
Analysis: Another part of the analysis is to
explain the mechanisms that are causing the problem or problems.Incorporate
specific and relevant human resource concepts. Avoid
providing general or commonsensical responses that do not incorporate course
concepts, as well as simply summarizing case facts and examples. Dont
make assumptions that cannot be supported by the facts in the case. Be
wary of imposing personal opinions on the case that cannot be supported by case
facts and/or relevant management concepts, and try not to place blame.Avoid
providing viewpoints that are sketchy and/or overlook important course
concepts, case facts, and events.Recommendation:
Finally, recommendations must be developed that are appropriate for the
situation and for those who must implement them, so develop a structured plan
of action. Who is to do what, when?
Your solutions
should follow logically from your analysis.
Treat the problems,
not the symptoms.
What are the
expected outcomes (both positive and negative) of the solution?
What aspects of the
problem remain unresolved by your solutions?
Make sure that
recommended actions incorporate management concepts and theories. Although
these recommendations are speculative, you still need to be sure to incorporate
relevant management concepts and provide specific, concrete examples to help
demonstrate and support your points.Some other helpful hints for Case Study Preparation:1. I
care about student writing. The case analysis needs to be clear, crisp, and
concise. Facts from the case are stated only to make a point, not to retell the
story. Do not rehash the minutia or details in the case. The case analysis
needs to be organized, and spelling, grammar, and word usage must be correct.2. Make
sure your paper has a logical flow. Make clear links between the identified
problems, the analysis of these problems, and the proposed solutions.3. Provide
analysis, not description.
Demonstrate your ability to use and apply theories and concepts from the course
material; integrate course material where it is useful. Mine the text for
nuggets of theory that help explain the issues. You must show how it applies. 4. Be
thorough. It is better to give a through, explicit analysis focused on one or
two primary problems than it is to barely touch upon 50 problems.5. Sometimes
students come up with amazing recommendations (for better and worse) that have
no relationship to their analysis. I want to see that its the analysis that
frames decisions made about the case. A poor analysis that results in good
decisions means that somewhere you have intuitively understood the case, but
you need to backtrack and figure out what you understood. A great analysis that
results in decisions that come from left field signals that are not using your analysis. “