Managing Diversity at Cityside Financial Services - Essay Example

Issues and Assumptions Ron Wilkins’ side Financial Services is faced with issues concerning race dynamics, cultural bias, division of duties andeven human resource labeling. All of these are integral components of the existing multicultural diversity existing in an organization. At first, Wilkins did not have any associated problem with this. In fact, he recognized diversity as essential part helping its bank to achieve excellent customer service record. For this reason, Wilkins cannot just simply eliminate multiple cultures in his organization, but needs to create substantial ways in order to make enhancement or refinement to ensure efficiency and productivity.

For this reason, it would be most important on Wilkins’ part to understand challenges ahead of this prevailing cultural set up in his organization. Addressing issues associated with multicultural diversity in the organization will pave a way for a far more excellent customer service. In addition, having all these issues addressed such as race dynamics, cultural bias, division of duties, human resource labeling which are all rooted from the past historical issues will eventually lead to a company with a smooth-flowing direction towards the achievement of its vision, purpose and corporate goals.

The challenges are imminent, but Wilkins needs to face the reality that his organization at present requires substantial functional integration, especially within the Sales Division and in External Deposit and Retail Operations in detail, that could benefit the customers and the firm, rather than produce a remarkable harm in the future. Analysis Wilkins recognized the point of advantage of having an organization with diversity for it was able to completely create excellent customer service record.

However, with issues rooted from the past, such as those concerning historical racial issues, organization such as the Cityside Financial Services could not eventually prevent any associated cultural problems that would be raised due to existing diversity. When there is diversity, an organization must expect to handle some challenges and various advancements in order to compensate associated differences out from having highly diversified group with multiple cultures, beliefs and values. The presence of diversity raises some substantial organizational conflict, and it could be either group or personal, as stated in the case.

The adaptation of various races in his organization is therefore essential, but there are also associated risks involved. In the case of Cityside, these risks are already surfacing, but their actual root boils down to the bottom line, inadequate knowledge about the potential issues associated with embracing diversity. Having a diversified culture, an organization like Cityside should not close the odds of having diversified human resource that at some point may be beneficial, but if not handled well, will result to potential challenges and future problems.

After all, it is the human resource that would make the entire culture of an organization alive. For this reason, Wilkins should learn to look at possibilities and take time to formulate a good decision. Problem The real problem is actually found on Wilkins’ part for not having advanced insight on the associated challenges that could be brought by embracing diversity within his organization. Not doing so, he failed to promote important core values that could be integrated within the organization in order to minimize probable conflict that would be arising from diversity leading to a less optimally structured Sales Division.

Management Action At this point, Wilkins has considerable understanding about the real issue and the actual problems Cityside is facing. This leads to potential understanding of the right course of action that needs to be implemented. We know that there is a problem with initiating the right culture that needs to be fitted in the existing diversity at Cityside. For this reason, it would be challenging on the part of Wilkins to emancipate change right away, knowing that the Sales Division for instance is not yet optimally structured.

For this structure to be realized Wilkins must start from the very basic and that he must not fail to initiate implementing the appropriate core values and guidelines that would lead to actual standard operating procedure within his company particularly between the External Deposits and Retail Operations departments. He must therefore brought this problem out to the entire team, solicit important ideas from all concerns, and that would be the only way he could be guided which way he should take in order to run the operation particularly for the Sales Division even if his organization is multicultural.

After this, Wilkins will have the right foundation to initiate important organizational policies and core values or systems of beliefs prior to emancipating actual changes for Cityside.