Case Study Diversity at Pepsi Co

MGT 3302 Case 1-Diversity at PepsiCo 1. If I were just appointed the HR manager at PepsiCo, I would mechanism several mandatory upbringing sessions for the employees and board members. In order for a conjunction to integrate a diversified culture into their institution, every single member of the company has to be involved. Several key dowers that would be introduced would be legal aw arness, cultural awareness, and esthesia bringing up. Legal awareness would be a very important reproduction comp anent due to the overall impact it would have for the organization.This particular component deals with the legal aspect of discriminating also what you should and should not do when it comes to transaction with people of different backgrounds. If the legal awareness training is successful, this could save the company a lot of hardship and money by preventing discrimination lawsuits. heathen awareness would be another training component that I would implement since learning about th e different customs is essential to understand that culture.Foreign and terra incognita circumstances can sometimes become awkward this training would assistant the organization create a comfortable work environment. Sensitivity training would probably go hand in hand with cultural awareness, correspond to Mathis and Jackson (2011), the aim here is to sensitize people to the differences among them and how their words and behaviors are seen by others (p. 101). The purpose of the training would be to build empathy amongst the members of the organization towards one another. . The variety management approach that PepsiCo currently utilizes is Solve Diversity Issues and piddle an Inclusive Culture. According to Mathis and Jackson (2011), PepsiCo also has regular potpourri celebrations this inclusion of diversity issues throughout the company contributes to PepsiCos success with employees, managers, and customers (p. 110). I believe that diversity has played a major role in PepsiCo s financial success, the numbers are concrete evidence of it. 3.The challenges and opportunities that the unsanded CEO go away face given her gender and ethnicity would be more 4. The term internalize diversity refers to analyzing diversity approach beyond the financial part or the organizations. When an executive talks about the benefits of integrating diversity into their organization they should also include non-financial benefits. As the case points out, Steve Reinemund did not distinguish how to respond when asked, how would the diversity approach be viewed if it didnt prove to be beneficial for craft.After analyzing the question and consulting it with other people , he said and it in the long run occurred to me that I had spent three years talking about the business case for diversity -the head-while never speaking about the heart ( doubting Thomas and Creary,2009, p. 8 ). Internalizing diversity is very important to the companys faithfulness since customers will be ab le to see the true values and intentions of the company. Customers will be able to see that they truly want to diversify their organization for reasons beyond the financial gain.