Team in Trouble: One word & two cultures = production problems

January 22, 2008 - by: Celeste Duke 0 COMMENTS

A team is missing its production deadlines, and a different cultural interpretation of the word “deadline” is the cause. Two experts offer solutions for fixing the problem.

The Problem:
Don is production manager in a printing company that produces books for major publishers. Five years ago, the company added binding to its services, and Don began staffing that department with workers from Mexico. Everything went smoothly until four months ago when Mauricio became supervisor of the binding team. One of the first Hispanic workers Don hired, Mauricio is bight and capable. But since his promotion, the binding group has missed three deadlines. Books had to be shipped at special rates and high costs! Each time Mauricio apologized and vowed to set more reasonable completion dates; but Don has noticed that during production meetings, Mauricio continues to promise tight deadlines. Mauricio is experienced. He knows the equipment and his men. Why does he promise deadlines he cannot deliver, and what should Don do to ensure he does?

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Categories: Team in Trouble

Team in Trouble: One word & two cultures = production problems

January 22, 2008 - by: Diversity Insight 0 COMMENTS

A team is missing its production deadlines, and a different cultural interpretation of the word “deadline” is the cause. Two experts offer solutions for fixing the problem.

The Problem:
Don is production manager in a printing company that produces books for major publishers. Five years ago, the company added binding to its services, and Don began staffing that department with workers from Mexico. Everything went smoothly until four months ago when Mauricio became supervisor of the binding team. One of the first Hispanic workers Don hired, Mauricio is bight and capable. But since his promotion, the binding group has missed three deadlines. Books had to be shipped at special rates and high costs! Each time Mauricio apologized and vowed to set more reasonable completion dates; but Don has noticed that during production meetings, Mauricio continues to promise tight deadlines. Mauricio is experienced. He knows the equipment and his men. Why does he promise deadlines he cannot deliver, and what should Don do to ensure he does?

read more…

Categories: Team in Trouble

Ideas for Leaders: New AARP study offers blueprint for training older employees

January 22, 2008 - by: Diversity Insight 0 COMMENTS

The Bureau of Labor Statistics estimates that by 2014, 21% of America’s workforce will be at least 55 years old. According to AARP estimates, that number could be even higher. As a result, you need to prepare for an aging workforce. With a wave of baby boomers set to retire and a consequent looming worker shortage, many employers are now considering the role of the older employee in their organizations. On one hand, these employees have the benefit of experience. On the other hand, there is some trepidation that they might not adjust to new technologies and processes as well as their younger counterparts.

The AARP Public Policy Institute Issue paper, “Workplace Issues: Older Worker Training: What We Know and Don’t Know,” summarizes what’s currently known about the ability of older adults to learn new skills and adapt new environments and highlights the issues and questions that need to be addressed to promote healthy and productive employment for older adults. The report includes analyses of today’s older workers, relevant research on older adults and learning, the “healthy worker phenomenon,” and factors influencing learning and skills acquisition.

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Categories: Ideas for Leaders

Lockheed Martin settles race discrimination case for $2.5 million

January 22, 2008 - by: Celeste Duke 0 COMMENTS

Lockheed Martin, the world’s largest military contractor, will have to pay former employee Charles Daniels $2.5 million. The African-American electrician was subjected to a racially hostile work environment at several job sites nationwide. This is the largest amount ever obtained by the Equal Employment Opportunity Commission (EEOC) for a single person in a discrimination case. In addition to paying Daniels, the company has agreed to terminate the harassers and make significant policy changes to address any future discrimination.Daniels was the target of persistent verbal abuse by coworkers and a supervisor whose racial slurs and offensive language included calling him the “N-word” and saying “we should do to blacks what Hitler did to the Jews” and “if the South had won then this would be a better country.” After Daniels reported the verbal harassment, his coworkers also made physical threats, including lynching and other death threats. Lockheed didn’t discipline the harassers and allowed the discrimination to continue.

The litigation and consent decree were filed by the EEOC under Title VII of the Civil Rights Act of 1964 in the U.S. Court for the District of Hawaii (U.S. Equal Employment Opportunity Commission v. Lockheed Martin, CV-05-00479).

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Categories: Legal News

Lockheed Martin settles race discrimination case for $2.5 million

January 22, 2008 - by: Diversity Insight 0 COMMENTS

Lockheed Martin, the world’s largest military contractor, will have to pay former employee Charles Daniels $2.5 million. The African-American electrician was subjected to a racially hostile work environment at several job sites nationwide. This is the largest amount ever obtained by the Equal Employment Opportunity Commission (EEOC) for a single person in a discrimination case. In addition to paying Daniels, the company has agreed to terminate the harassers and make significant policy changes to address any future discrimination.Daniels was the target of persistent verbal abuse by coworkers and a supervisor whose racial slurs and offensive language included calling him the “N-word” and saying “we should do to blacks what Hitler did to the Jews” and “if the South had won then this would be a better country.” After Daniels reported the verbal harassment, his coworkers also made physical threats, including lynching and other death threats. Lockheed didn’t discipline the harassers and allowed the discrimination to continue.

The litigation and consent decree were filed by the EEOC under Title VII of the Civil Rights Act of 1964 in the U.S. Court for the District of Hawaii (U.S. Equal Employment Opportunity Commission v. Lockheed Martin, CV-05-00479).

read more…

Categories: Legal News

Relevant statistics for today’s diversity executives

January 22, 2008 - by: Celeste Duke 0 COMMENTS
  • 4,901: number of pregnancy discrimination complaints filed with the EEOC in 2006, making it one of the fastest growing types of workplace complaints
  • 99.1 million: amount of sex-based discrimination claims paid to plaintiffs
  • 16: Percentage of female corporate officers at FORTUNE 500 companies
  • 9: Number of female CEOs at FORTUNE 500 companies

Categories: Data Points

Relevant statistics for today’s diversity executives

January 22, 2008 - by: Diversity Insight 0 COMMENTS
  • 4,901: number of pregnancy discrimination complaints filed with the EEOC in 2006, making it one of the fastest growing types of workplace complaints
  • 99.1 million: amount of sex-based discrimination claims paid to plaintiffs
  • 16: Percentage of female corporate officers at FORTUNE 500 companies
  • 9: Number of female CEOs at FORTUNE 500 companies

Categories: Data Points

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