Introduction:
Managing Diversity is a relatively new concept applied in the business world of today.
An increasing number of enterprises are using this concept with several different objectives like increasing their profits or creating a better working environment.
This assignment is meant to explain the MD approach and to test its success by comparing theory and practice.
During the following pages I will describe the theoretical background of the several Equal Opportunity and the Managing Diversity Approaches. Therefore I am going to use the Strategy Web Model and explain and judge each of its elements. The next step will be an analysis of the large German banking enterprise “Deutsche Bank” with regard to their EO and specially MD policies.
Comparing the theoretically described sections of the Strategy Web Model with their counterparts in the practice used by the Deutsche Bank will lead to an evaluation of these measures taken by the bank. This evaluation is going to be based upon the extend in how far the company has implemented MD into their business processes, what they expect from MD and what the Deutsche Bank gained by using MD. At this stage a short summary of my key findings will be given.
Finally, I will give some recommendations about possible improvements in order to let MD become even more successfully used and implemented into the bank’s businesses.
[...]
Table of Contents
I. Executive Summary
II. Introduction
III. Theoretical Background
IV. Deutsche Bank: Company Background
V. The Analysis of the Deutsche Bank on the basis of the Strategy Web Model
VI. Summary of Key Findings
VII. Recommendations
VIII. Bibliography
Objectives and Themes
The primary objective of this assignment is to examine the practical implementation of Managing Diversity (MD) policies within a global enterprise, using Deutsche Bank as a case study, and to evaluate its effectiveness against the theoretical framework of the Strategy Web Model.
- Theoretical foundations of occupational segregation and Managing Diversity.
- Application of the Strategy Web Model to corporate organizational structures.
- Evaluation of Deutsche Bank's diversity initiatives and management commitment.
- Identification of potential areas for improving current diversity management processes.
Excerpt from the Book
V. The Analysis of the Deutsche Bank on the basis of the Strategy Web Model
The first aspect as mentioned above is the organizational vision. The Deutsche Bank’s general vision is the following: “We compete to be the leading global provider of financial solutions for demanding clients creating exceptional value for our shareholders and people.” Concerning diversity they state that they want to create an environment in which every employee exploits his or her whole potential, without excluding anyone. Diverse teams are described to be a main pillar in their responsible and successful HRM policy, which are leading to a higher profit and more shareholder value. (IN2)
Additionally, they specify some corresponding mission statements, like having a diversity-awareness, changing the corporate culture, “mainstreaming” and supporting diverse talents. Occasionally, they announce their commitment to diversity issues on public meetings like at the Alfred Herrhausen Colloquium in May 2002. "Innovation is born of diversity," says Josef Ackermann, Chairman of the Board of the Alfred Herrhausen Society, spokesman of the Board of Managing Directors and Chairman of the Group Executive Committee. "Diversity has become a critical source of competitive advantage, while a diverse, tolerant work-and-life environment is now a decisive factor in the global race for the best talents. We know that outstanding talent comes in the most diverse shapes, sizes, colors, orientations and convictions, and we know that such diverse talents are exactly what we are looking for."(IN3)
As we just have seen MD is a real topic at the highest level of the management. In order to anchor this philosophy the company introduced work-shops for high-level managers worldwide in 2003.
Summary of Chapters
I. Executive Summary: Provides an overview of the purpose of the study and a brief outline of the methodology and intended recommendations regarding diversity policies.
II. Introduction: Introduces the concept of Managing Diversity in modern business and states the intention to test its success at Deutsche Bank using the Strategy Web Model.
III. Theoretical Background: Explains the origins of occupational segregation and details various theoretical approaches, including the Strategy Web Model, for managing workplace diversity.
IV. Deutsche Bank: Company Background: Presents a profile of the company, including key financial figures and the importance of its global workforce.
V. The Analysis of the Deutsche Bank on the basis of the Strategy Web Model: Evaluates the bank's actual practices, such as workshops and task-forces, against the success factors defined in the Strategy Web Model.
VI. Summary of Key Findings: Compiles the strengths and weaknesses observed in the bank's diversity management, noting significant top-management commitment alongside gaps in communication and evaluation.
VII. Recommendations: Offers suggestions for improvement, specifically proposing more structured feedback mechanisms and an expansion of training programs to all staff levels.
VIII. Bibliography: Lists the academic literature and internal company documents used for the research.
Keywords
Managing Diversity, Deutsche Bank, Strategy Web Model, Equal Opportunities, Occupational Segregation, Corporate Culture, Diversity Management, Human Resource Management, Organizational Vision, Stakeholder, Employee Training, Feedback Mechanisms, Performance Appraisal, Global Player, Workplace Equality.
Frequently Asked Questions
What is the primary focus of this assignment?
The assignment focuses on describing and evaluating the policy of Managing Diversity (MD) within the real business world, specifically using Deutsche Bank as a practical case study.
What are the central themes discussed in the work?
The work covers theoretical approaches to occupational segregation, the components of the Strategy Web Model, and a detailed analysis of how these elements are reflected in the operational policies of Deutsche Bank.
What is the core objective of the research?
The objective is to compare theoretical diversity frameworks with the practical application at Deutsche Bank to assess the effectiveness of the company's measures and provide actionable recommendations for improvement.
Which methodology is applied in this study?
The author employs the "Strategy Web Model" as a framework to analyze and judge the bank's initiatives, conducting a comparative study between theoretical requirements and practical corporate execution.
What does the main body of the text cover?
The main body examines the organizational vision of Deutsche Bank, the role of their Global Diversity Team, training initiatives for management, and the current state of communication and feedback processes regarding diversity.
Which keywords characterize this paper?
The key concepts include Managing Diversity, Strategy Web Model, Occupational Segregation, HRM policy, Corporate Culture, and stakeholder management.
How does Deutsche Bank involve its leadership in diversity?
Deutsche Bank anchors its philosophy through high-level management workshops and by having top executives act as role models who publicly commit to diversity as a competitive advantage.
What is a major criticism regarding the current diversity training?
The author points out that training programs are largely limited to managers, leaving a gap as there are no equivalent workshops offered for the general workforce.
What recommendation does the author provide for evaluation?
The author suggests moving away from reliance on casual employee feedback and instead implementing a regular, structured feedback schedule for all stakeholders to monitor progress accurately.
- Quote paper
- Tobias Berghahn (Author), 2005, The Managing Diversity program of the Deutsche Bank, Munich, GRIN Verlag, https://www.grin.com/document/57480
