and as for appeling to specific groups, using diversity to appeal to ppl is simply a vehicle. diversity may icebreak to certain groups but it can also alienate. asian markets get few customers outside the asian community but i guarantee you every one of them have shopped at walmart as well.
You completely misunderstand Diversity and the mission it implies in those corporate institutions (IBM, Coke, Oracle), that employ it. They fully understand that Diversity in an increasing global economic environment is critical to market expansion and continued success. It's not diversity when you encounter a Korean store with no English, or seeming air at the front door that implies asians only. Just as executives said at one of our major diversity events ...
we're not going to sweat their ANTI-DIVERSITY mind-set because the simple fact of the matter is if they don't decide to embrace a wider market, then they will simply wither and die. Expanding world markets require catering to DIVERSITY. If you don't change, you die. You may subsist in the short term, in fact you may do quite well, but expansion will be denied you, and yes, you will die.
Over years of contracting, the teams i've hired of mexican decent whip fucking laps around any and all teams of american decent I've hired. those mexican teams would be smart not to be diverse to any group that doesnt perform better than they do. diversity in and of itself is pointless. high performance in and of its self will always turn a profit.
This is a simple example that's not just isolated to construction. You see the same thing in burger joints. This goes beyond our discussion of diversities importance to our particular DIVERSE American culture and our drive towards mediocrity and materialism. Still, through the utilization of critical thinking skills, and the illumination and elevation of good 'ole American work ethics, our lackadaisical trending can be turned around.
Different mindsets and experience definetly add but you can get by very without em. in my construction business, competence of work and being able to get it done in a timely manner comes before all, and my business tends to become diverse anyway when i concentrate only on performance. diversity can help but is NOT necessary to grown your bottomline.
You certainly can get by with them. Each line of business comes with different factors. In construction what you call out definitely applies. Diversity is not necessary to grow your bottom line TODAY. But who's to say tomorrow? Who's to say when you expand your market? Who's to say what impact differing cultures may have on the construction industry in the decades to come. Perspective is critical to ensuring growth. Utilize it and step out of the crowd.
There is some truth to that, and its nice if you have the opportunity to expose your company to different bkgrds, I just hope your not knocking out the essentials or lining diversity up on the same level with competency of work & workethic when it comes to increased bottomline. Cause breaking it down all culture is is different ways at performing a task. and all you need is one way of doing something right to succeed or to attain a profit.
Never said that. The essentials speak to a core work ethic. That's what speak to when defining aggressive teams on high intensity IT projects. I see your perspective and understand it quite clearly. I utilize it. However, you're neglecting to see mine. We call this context filters. I would ask you to remove your filters and consider my perspective for a moment. Culture is more than just different ways of doing things. Culture defines people.
When you understand a culture, you understand what motivates a person, you clarify the incentives that increase production as well as purchasing need. You do yourself a great disservice if you isolate yourself to just one rote way of doing things. Life is to varied and too complex to limit yourself to this understanding. It's pretty common, and is exactly what GM and Detroit did when Demming came out with his rules of Operational Management. The Japanese took his American rules ... and ...?
listening and reading your statements again it seems your saying if any company keeps the cultures and ethnicities of it's employees diverse the bottomline will increase because, it will be exposed to different perspectives and this will help a company in growth and creativity more than employees from the same background and mold.
Valuing diversity is ACCRETIVE to the bottom line. Okay, let me try to clarify here. Skin color as a dimension of diversity is what you see when corporations market to groups. However, as part of our diversity experience and corporate education it is classed as race, which I don't believe in and am working to change. Race is contrived. Culture and ethnicity or more real, which crosses the color line, and is why Caribbean people refuse to be recognized as black.
What have we learned? We've learned that marketing based on how people identify themselves and how they look and sound, or what they as cultural group like means they are more likely to shop at our store. Listen, we do this on a regular basis. The color is but one factor, but the diversity of the cultural (and color) groups is very important to driving foot traffic and increasing sales.
This external aspect is critical to the evolving corporation, and as we learn as individuals to eschew MDC (Media-Driven ConsumerCelebreality), it becomes important for the company to involve itself in outreach to the communities in which they dwell and sell, again valuing diversity externally to increase sales, being accretive to the bottom line.
Internally, you mention character, integrity, loyalty, competent skill. Those are attributes you want in an employee generally, but they by no means encompass the multiple dimensions of a given worker. And I tell you no the day of the worker automaton who doesn't make friends at work and has no interest in who a person is are what drives them are long gone. We cannot make dynamic teams the outperform without taking into account the dimensions of diversity.
I can't begin to tell you how many times I've done this and it has proven out. Associates value diverse thinking styles, diverse approaches to problem solving, diverse cultural differences, differences in age, and generational norms, all these when understood make a team more cohesive, more dynamic, more efficient, more productive, and imminently more accretive .... to the bottom line.
You heard Boortz words, but missed the meaning, I think. Don't think he'd disagree with much you say here.
utoobia 1 year ago
A well stated statement you made.
ThreePalms 2 years ago
sorry dont have experience typing a statement more than one post long youll have to read my statement from bottom up
samrayiii 2 years ago
and as for appeling to specific groups, using diversity to appeal to ppl is simply a vehicle. diversity may icebreak to certain groups but it can also alienate. asian markets get few customers outside the asian community but i guarantee you every one of them have shopped at walmart as well.
samrayiii 2 years ago
You completely misunderstand Diversity and the mission it implies in those corporate institutions (IBM, Coke, Oracle), that employ it. They fully understand that Diversity in an increasing global economic environment is critical to market expansion and continued success. It's not diversity when you encounter a Korean store with no English, or seeming air at the front door that implies asians only. Just as executives said at one of our major diversity events ...
dsbrown3000 2 years ago
we're not going to sweat their ANTI-DIVERSITY mind-set because the simple fact of the matter is if they don't decide to embrace a wider market, then they will simply wither and die. Expanding world markets require catering to DIVERSITY. If you don't change, you die. You may subsist in the short term, in fact you may do quite well, but expansion will be denied you, and yes, you will die.
dsbrown3000 2 years ago
Over years of contracting, the teams i've hired of mexican decent whip fucking laps around any and all teams of american decent I've hired. those mexican teams would be smart not to be diverse to any group that doesnt perform better than they do. diversity in and of itself is pointless. high performance in and of its self will always turn a profit.
samrayiii 2 years ago
This is a simple example that's not just isolated to construction. You see the same thing in burger joints. This goes beyond our discussion of diversities importance to our particular DIVERSE American culture and our drive towards mediocrity and materialism. Still, through the utilization of critical thinking skills, and the illumination and elevation of good 'ole American work ethics, our lackadaisical trending can be turned around.
dsbrown3000 2 years ago
Different mindsets and experience definetly add but you can get by very without em. in my construction business, competence of work and being able to get it done in a timely manner comes before all, and my business tends to become diverse anyway when i concentrate only on performance. diversity can help but is NOT necessary to grown your bottomline.
samrayiii 2 years ago
You certainly can get by with them. Each line of business comes with different factors. In construction what you call out definitely applies. Diversity is not necessary to grow your bottom line TODAY. But who's to say tomorrow? Who's to say when you expand your market? Who's to say what impact differing cultures may have on the construction industry in the decades to come. Perspective is critical to ensuring growth. Utilize it and step out of the crowd.
dsbrown3000 2 years ago
There is some truth to that, and its nice if you have the opportunity to expose your company to different bkgrds, I just hope your not knocking out the essentials or lining diversity up on the same level with competency of work & workethic when it comes to increased bottomline. Cause breaking it down all culture is is different ways at performing a task. and all you need is one way of doing something right to succeed or to attain a profit.
samrayiii 2 years ago
Never said that. The essentials speak to a core work ethic. That's what speak to when defining aggressive teams on high intensity IT projects. I see your perspective and understand it quite clearly. I utilize it. However, you're neglecting to see mine. We call this context filters. I would ask you to remove your filters and consider my perspective for a moment. Culture is more than just different ways of doing things. Culture defines people.
dsbrown3000 2 years ago
When you understand a culture, you understand what motivates a person, you clarify the incentives that increase production as well as purchasing need. You do yourself a great disservice if you isolate yourself to just one rote way of doing things. Life is to varied and too complex to limit yourself to this understanding. It's pretty common, and is exactly what GM and Detroit did when Demming came out with his rules of Operational Management. The Japanese took his American rules ... and ...?
dsbrown3000 2 years ago
This has been flagged as spam show
listening and reading your statements again it seems your saying if any company keeps the cultures and ethnicities of it's employees diverse the bottomline will increase because, it will be exposed to different perspectives and this will help a company in growth and creativity more than employees from the same background and mold.
samrayiii 2 years ago
Comment removed
samrayiii 2 years ago
3:44 "valuing diversity is ?______? to the bottom line"
What?
character, integrity, loyalty and the competent skill level of your employees attribute to your bottom line. not diverse cultures and skin colors
Now if your speaking about magazines that TALK about the SUBJECT of diversity thats something different
Thats like saying gossip is good for the bottom line in business in general because "People" magazine is a profitable magazine
samrayiii 2 years ago
Valuing diversity is ACCRETIVE to the bottom line. Okay, let me try to clarify here. Skin color as a dimension of diversity is what you see when corporations market to groups. However, as part of our diversity experience and corporate education it is classed as race, which I don't believe in and am working to change. Race is contrived. Culture and ethnicity or more real, which crosses the color line, and is why Caribbean people refuse to be recognized as black.
dsbrown3000 2 years ago
What have we learned? We've learned that marketing based on how people identify themselves and how they look and sound, or what they as cultural group like means they are more likely to shop at our store. Listen, we do this on a regular basis. The color is but one factor, but the diversity of the cultural (and color) groups is very important to driving foot traffic and increasing sales.
dsbrown3000 2 years ago
This external aspect is critical to the evolving corporation, and as we learn as individuals to eschew MDC (Media-Driven ConsumerCelebreality), it becomes important for the company to involve itself in outreach to the communities in which they dwell and sell, again valuing diversity externally to increase sales, being accretive to the bottom line.
dsbrown3000 2 years ago
Internally, you mention character, integrity, loyalty, competent skill. Those are attributes you want in an employee generally, but they by no means encompass the multiple dimensions of a given worker. And I tell you no the day of the worker automaton who doesn't make friends at work and has no interest in who a person is are what drives them are long gone. We cannot make dynamic teams the outperform without taking into account the dimensions of diversity.
dsbrown3000 2 years ago
I can't begin to tell you how many times I've done this and it has proven out. Associates value diverse thinking styles, diverse approaches to problem solving, diverse cultural differences, differences in age, and generational norms, all these when understood make a team more cohesive, more dynamic, more efficient, more productive, and imminently more accretive .... to the bottom line.
dsbrown3000 2 years ago