One of the biggest problems with implementing Diversity within organizations is when you get buy in from the workforce which, normally happens to be from those outside of the main Middle Class White corporate structure. You normally find this because of course, there is something in it for them; they are the ones who normally feel that they are not getting a fair crack at the whip, for career progression and climbing the corporate ladders.

Due to legislation, social pressure and human resource management procedure more and more corporations are paying attention to Diversity and having official Diversity programs within their structure. What we find is that someone from Human Resources is charged with taking this initiative forward within the organization, they in turn will get buy in from individuals from the different Dimensions Of Diversity. These individuals see this as a great way of getting their voice heard within the immediate and wider organization and willingly put time and energy into the Diversity Initiative.

Here is when the problem comes in, for Diversity to be successful i.e. for its principles, initiatives and processes to penetrate the organization it must be mentioned and seen to be integral to all of the organization’s strategic objectives. For this to happen it is imperative for the management team to be advocates of Diversity. They must be seen to be backing the Human Resources Diversity program and giving backing to those from the different Dimensions Of Diversity who are keen to see Diversity implemented throughout the organization.

Unfortunately, often this backing and voicing of Diversity is seen to be lacking from those from the management team due to many factors. Many managers are happy for Human Resources to get on with implementing the Diversity program as long as it does not interfere with what their management practices. Often the (largely Middle Class White Male) management team live in a different world to those who feel their careers have not been able to flourish due to the fact that the organization does not cater for their particular Dimension of Diversity in terms of them progressing their careers.

When the management team is seen by all to be advocates of Diversity, to be involved in the Diversity team meetings, to be willing to be coached and to learn how the employees from the differing Dimensions Of Diversity see they world. First they themselves as managers will be in a better position to modify their behaviors to be able to better communicate with the employees from the differing Dimensions of Diversity and then be in a better position to coach and explain to all employees why it is imperative that Diversity be implemented within the organization.

Indeed, Diversity should not be seen as something to be feared or something which is going to upset the working of the organization but in fact when implemented effectively throughout organizations diversity will add to the bottom line as in time the organization’s marketing strategy will be impacted to more effectively reach different segments of society, stress levels should be seen to drop and Human Resources should have less Diversity related issues to deal with as managers become more able to deal with those within their teams who are not like themselves.

In conclusion, with globalization only set to integrate the world even more, with employees from division from differing parts of the world moving to work in other divisions and multi cultural and multi lingual teams on the increase Diversity is only set to rise on the agenda of today’s corporations. With this in mind managers are invited and encouraged to embrace Diversity, get into the minds of their employees and in turn be advocates of Diversity within the organization and in turn be part of a positive impact of the bottom line.

Stephen C Campbell (MBA, MSc, MCIM) has worked on diversity programs throughout Europe, Far East & U.S. whilst employed in the corporate sector. He now runs a Business Consultancy and has a keen interest in working with corporations on the link between Diversity and their Marketing Strategies.
http://www.CapidHouser.Com

Many companies underestimate the potential gravity of getting into litigious situations. Lawsuits, especially in cases where one does not have strong legal legs to stand on, are potential minefields for disaster. Many organisations work hard to grow the top line only to have a lawsuit siphon off the money. It is like having a purse with holes in it. Regardless of whether you win or lose the lawsuit, the ultimate winner is the lawyer. Unfortunately if your company happens to be the loser, the magnitude of the costs and damages could possibly derail your business overnight.

Many contractors in Singapore also got themselves into trouble by taking on contracts indiscriminately despite poor margins, unrealistic deadlines and liabilities. Eventually, they were held liable for massive liquidated damages for delays in completion and consequential damages resulting from their work. The risks involved were disproportionate to the returns from such jobs. Some of these sub-contractors were hopeful that they could make money from variation orders or additional scope of work not stipulated in the original contract. However, these variation orders were not properly signed off before the additional work was executed as a result some main contractors took advantage not to pay in times of contractual disputes. Also, projects often get delayed for many uncontrollable reasons and that these sub-contractors had to contend with counter claims and back charges from the main contractors.

In many cases, these sub-contractors could not afford a protracted litigation battle and had to settle out of court with the main contractors for an unfavourable settlement. Many of these sub-contractors would be been spared the headaches if they had avoided taking on such onerous contracts. Be wary of the ramifications of litigation especially in the case of China. An effective strategy in China means understanding the myriads of legal and regulatory issues at the state and provincial level, the city or even local level. Conflict and contract dispute resolution, remedies and legal recourse significantly differ from region to region. This can be a minefield through which to navigate. However, much of the headaches can be minimised if one clearly understands the legal issues involved at the outset. It is important to understand these issues at the start.

In China, the government has great involvement with the business sector. For example for state-owned enterprises (SOEs), it is difficult to delineate between public and private business ownership. Therefore, it is important to understand the legalities before entering into partnership with the SOE. With the entry into World Trade Organisation, China has progressively removed many artificial barriers in the business sector. However, China remains basically a closed market and tightly managed by the government. It is a prerequisite to understand the rules and regulations of your industry. The law will always catch up with you if there is any non-compliance whether deliberate or through sheer ignorance. Your disgruntled staff or competitors will report to the authority on your non-compliance as reporting against one another is a common communist trait.

Litigation once nearly destroyed America’s small aircraft industry. It also threatened to topple powerful brokerage firms because of the conduct of their analysts. The Catholic Church is also vulnerable to an onslaught of litigation due to the spates of alleged abuses by its priesthood. The other classic example is Arthur Anderson. The suspicion of improprieties and litigations caused massive customer defections.

If you reckon that your company can benefit economically by ignoring a law, you may be kidding yourself. Be extra careful. If non-compliance results in safety hazards for employees or the public in general, do not break the law, it is not worth it. Also, during hard times when you cannot repay your creditors, try convincing them to extend the payment period rather than sue you in court. Most creditors such as the banks would prefer that the matter be settled amicably as it is bad publicity for all parties concerned, both the plaintiff and the defendant.

Therefore it always pays to play by the law in the long term. If you are a boxer, you do not chew up the ears of your opponents. You will be barred from future matches or worse still be put in jail like Mike Tyson. Your reputation will also go down the tubes.

Dr Mike Teng (DBA, MBA, BEng) is the author of best-selling book, “Corporate Turnaround: Nursing a Sick Company back to Health.” He is known as the “Turnaround CEO in Asia” by the media.
http://corporateturnaroundexpert.com

http://corporateturnaroundcentre.com

There are a growing number of companies who are now paying more keen attention in creating and maintaining a strong corporate brand. They are decidedly taking a leaf out of the experts books, from big conglomerates that have valiantly stayed at the top position through the year amid the stiff competition ensued by other key players in the industry. In the marketing world, the newest ingredient for success is by developing a brand platform, which is said to be the ultimate springboard for every branding decision.

The companys brand platform is basically the very essence of what the product brands stand for. It is a strategically an innovative approach to corporate branding based on a set of statements that will encompass the identity of your company, what it is all about, its products and services, and its mission and goals. Although there are varying approaches to formulating a branding platform depending on the type of business, it vitally has these common elements:

Mission

The primary effective approach to corporate branding is to be able to come up with a set of driving philosophy of your business. It should be succinct and clear in expressing the companys purpose, the products features and benefits, your target market and the advantages that would back you up in view of the tough competition. Make sure that your mission statement will be brief but written in a very compelling way.

Identity Attributes

These are the list of the core attributes of your brand, the key words or phrases that you want your clients to associate with your company, products or services you offer. These features should stand out from the rest of the competitors and should resonate the specific preferences of your target market. A great example of this is the word safety, which most consumers would readily associate with FedEx. The company basically owns the word.

Value Proposition

Another efficient approach to corporate branding is by coming up with a set of your companys competitive advantages over and above other adversaries in the industry. The value proposition will mainly inform your consumers of the main benefits if they choose you product brand from the rest of other competing brands.

Brand Story

It is important to be able to record the humble history of the organization, and chronicle the grueling way on how you were able to survive in the industry through the years. This unconventional approach to corporate branding will help you build a powerful reputation, backed up with valuable years of experience. Everybody loves a good story, and your companys public relations will certainly benefit by sharing your own unique success story.

You have spent a great deal of your resources time, energy and money to develop your business offerings and ensure quality and customer satisfaction. There is growth in your business and to further this growth, your brand needs to be strong and sound. You need a unified branding strategy that will include all your business operations, communications and dealings. This is where corporate banding consulting firms can help.

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