Diversity at G-BioSport - Case Study Example

Number: Diversity at G-BioSport INTRODUCTION In the contemporary era, maintaining a balanced and healthy life is considered as one of the most prominent factors associated with the contemporary lifestyles. Owing to the increased rates of health-related problems pertaining to busy work schedule, people understanding of the importance of maintaining a healthy life by intake of necessary nutritional dietary elements, apart from doing exercises. In this regard, our organization, named G-BioSport South (GBSS) has established itself as a prominent organization that aim over enhancing the health and elimination of health-related concerns amongst individuals through prioritizing development of nutritional dietary supplements. Our company deals in high-quality health supplements by working in coordination with the high school and university affiliates to ensure that students receives nutrition necessary to foster their lifestyle (Nelson and Miller 30-45). THESIS STATEMENT This paper aims at discussing the ethical issues that business faces while designing a diversity program. Moreover, the paper would also elaborate the role of social media in diversity issues at G-BioSport. Finally, the paper would outline the privacy issues that are involved in attempt to facilitate a diverse environment. ETHICAL ISSUES THAT BUSINESS FACES In context of designing a diversity program, our business faces a number of ethical issues, which have a negative influence on our diversity program. In this regard, the various ethical issues pertaining to the diversity program faced by our company are been discussed below for a comprehensive understanding: Diversity Issues. Since our company is domiciled in Ohio, there is a need to ensure that the diversity issues associated with the development of diversity program are being addressed to a highest possible extent. In this regard, it is worth mentioning that the diversity issues play an important role in determination of the success or failure of diversity program established in Ohio. Besides, while designing a diversity program, diversity issues play an important role since they are concerned with the diversity existing in the foreign nations, such as Ohio. Relatively, with respect to designing a diversity program in Ohio, our company, G-BioSport must consider overcoming from the diversity issues through prioritizing the development of different culture workforce especially the local people and ensure that the needs pertaining to the workforce are successfully met (Knapp, Marshall, Kelly Rainer and Morrow 53-55). Diversity issues associated with designing of program is one of the most prominent ethical issues that company faces since it can lead to the development of a successive understanding of various factors that can have a negative influence on our business operations in foreign states. Recruitment of our workforce is one of the key factors that develop such ethical issue that our company faces in the process of designing a diversity program in Ohio. Besides, recruitment of the workforce is necessary component in the success and failure of our business, since recruitment leads to selection of people who are engaged in meeting the business objectives. In this regard, it is worth mentioning that recruitment of a diverse workforce plays an important role since it determines the level of competency of a firm in handling the customers’ needs effectively (Clarke 12-14). In terms of ethical considerations, our business has to ensure that there it does not engaged in taking biasness decisions during recruitment and people belonging to diverse cultures have an equal opportunity to join our organization. Moreover, in certain circumstances providing equal opportunity to the people belonging to diverse cultures is one of the key ethical responsibilities that are associated with diversity that needs to be addressed in process of designing a diversity program. Since, our company growth and development lies with the ability to provide equal opportunities of growth and success to its employees hence, there is a need to consider the fact that diversity issues in our organization can be mitigated by way of providing equal opportunities of growth to every employees (Wheeler 493-495). Moreover, with respect to designing a diversity program, moral issues such as needs and perception of our workforce engaged in a diversity program highly occur, which have substantial impact on the development of diversity program. Hence, in order to ensure that the diversity program is being designed by concentrating on the deliverance of positive outcomes, we must needed to ensure that focus have laid on mitigating the moral issues through addressing the needs and requirements of our workforce (Wentling and Palma-Rivas 240-250). Momentum Based Issues. While designing a diversity program, momentum-based issue also emerge that have a negative influence on the management of diversity of our organization. Our organization needs to ensure that a momentum is established between designing a diversity program and implementing the same effectively. Concerning mitigating the momentum-based issues our diversity program must need to combine such roles and responsibilities that are capable of being accomplished by the diverse workforce, and which is able to assist in accomplishing the organizational goals. Our organization, which is engaged in designing a diversity program, in respect of take care of the fact that the progress of the underlying project is being faced in effectively monitored and our organizations roles and responsibilities are effectively met. Additionally, there is a need to consider the fact that our organization must reflect on ethical decision-making, which might play an important role in success of the diversity program (Talbot-Allen 3-6). Governance and Legal Issues. In designing a diversity program, our organization also faces number of governance and legal issues associated with fostering workplace diversity, thereby leading to the failure of the diversity program. In this regard, it is worth mentioning that the issues arises with respect to compliance of security laws, cyber laws, safety standards in health supplements and civil right laws. Moreover, in relation to diversity, our organization must establish its diversity program in a manner that complies with the existing governance framework that practiced in Ohio and must further aim at deliverance of outcomes with due concern over the ethical considerations. Furthermore, prior to implementation of the diversity program, we must need to ensure that the products and services offered by our company match the respective standards as regulated by the Ohio state government (Digh 65-69). SOCIAL MEDIA INVOLVED IN DIVERSITY ISSUES AT G-BIOSPORT Social media has gained a prominent position in the current contemporary era, owing to several advantages of communicating messages and ensuring the success of an organization. Organizations now a day utilize social media with the prime concern of developing sustainable market share through knowledge sharing and communicate with employees and others stakeholders associated with our business operations. However, apart from providing numerous advantages to a company, social media can further have a negative influence on a company, which might resulted in establishment of a negative corporate image amongst our stakeholders. Moreover, social media can have substantial impact on the development of diversity issues within our organizational boundaries, which might hamper our organizational growth prospects in future. Hence, it is necessary to understand the role of social media and its involvement in diversity issues faced by our company. Social media play an important role in highlighting the prevalence of ethical issues faced by our company while placing any diversity program in the state of Ohio. Moreover, social media through publications in printed articles and advertisement in visual media might possess to create ethical issues for our company. Additionally, social media can hamper our business environment and possible challenge the business operations and accomplishment of our organizational objectives. There is a need to concentrate on the fact that social media can uncover diversity problems existing within and outside our organization’s business environment, which might further hamper our organizational sustainability. In social media, such as blogs and official website of our company, the employees and others might spread information regarding ethical issues and diverse workforce problems existing within our organization, which might play an influential role in degrading our organization’s image in the mind of stakeholders (Fine, Johnson and Ryan 310-315). In addition to the aforementioned factors, there is a need to concentrate on the fact that the diversity issues existing within our organization might be highlighted through social media websites, such as Facebook and Twitter, which may be responsible for encouraging massive upsurge among the people associated with our organization. Besides, involvement of social media in enhancement of the diversity issues at G-BioSport might have a negative impact on G-BioSport. Additionally, newspaper and video messages highlighting the inability of our company to ensure workforce diversity and harassment faced by employees might play an important role in ensuring that our organization is unable to penetrate in Ohio for long run. Social Media might further acts as a platform that supports organizational diversity, however, they might also act a tool of sharing negative views pertaining to diversity issues in the workplace, which might further attract the attention of the stakeholders associated with our company (Steorts 25-30). Modern concepts involving use of Twitter and Facebook ‘hash tags’ to attract customers can have a significant level of impact on our organization, since they might be directed to fuel the diversity issues arising within our organizational boundaries. Moreover, social media can outline the affect customer confidence pertaining towards our organization. In case G-BioSport is engaged in fostering anti-cultural and diversity-related activities, it might inculcate negative responses from the customers, which might be strengthened by the use of social media. Moreover, there is a need to lay strong emphasis over the fact that social media can encourage simultaneous responses from the customers and other stakeholders, owing to that our stakeholders might distance themselves from our organization, as it perceive to have negative impact over them. Additionally, the social media publicize the diversity issues involving inability to manage workforce diversity by our company, because of which our company might be unable to faces obstacles in success of its diversity program in future (Mueller 10-11). Social media can also act as a tool of participation by the government of a state or nation, which might associate cyber laws with our company and hence can further lead to the development of negative outcomes. A number of issues associated with cyber laws and privacy concerns might be promoted via use of social media and thereby highlighting the negative factors associated with diversity problems faced by our organization. Furthermore, social media can further highlight the issues faced by employees within our organization, such as biasness during selection and preference to particular cultural group of people. Moreover, with the use of social media, people and past employees associated with our organization might also come with past situations involving any harassment or otherwise that they encountered when they were earlier associated with our organization (Gasorek 70-71). PRIVACY ISSUES INVOLVED With respect to facilitating in a diverse business environment, G-BioSport possible face several issues that can hamper the privacy of employees engaged in deliverance of organizational products and services to the end user. In an attempt to engage with diverse workforce, our company might encounter number of privacy issues, which have been discussed below for logical understanding: One of the privacy issues that might arise in the process of fostering diverse business environment is improper ‘top managerial support’. In G-BioSport, employees engaged at the top-most level are provided with a cell phone to remain in connected and contact with our organization. However, this service might act as one of the privacy issues since it can lead to the disclosure of information, owing to which the organizational information might be transferred over to others. Additionally, accountability pertaining to information sharing might be at stake, since privacy of the information is lost to a considerable extent because of loss of key data from organization. Furthermore, information pertaining to the legal and regulatory frameworks can lead to the emergence of a privacy issue owing to which substantial information and data regarding our company’s internal affairs might be lost or transferred to competitors. In order to facilitate a diverse work culture, one of the privacy issues that can have a significant impact on our organization is user awareness of privacy and facilitating training on the same. Organizations might face privacy issues associated with lack of knowledge amongst employees engaged in our organization, which might attract several privacy threats and lead to privacy concerns for the business (Harris and Moran 25-39). Lack of effective training regarding privacy issues can have a negative consequence on our organization, since it might foster several privacy issues because of incapability of handling the equipment and its associated bylaws of our organization. Contemporary issues associated with privacy of information such as viruses, Trojans and malwares can also regarded as one of privacy lag that erase information pertaining to our organization and can further hamper existence of effective communication amongst the employees. Additionally, our company is relatively small with the number of employees restricted to 300 hence, low funding by the management over strengthening the security system can be one of the privacy issues that faced by our organization in future. Additionally, we might face challenges associated with firewall and organization culture, which might act as another important privacy issue faced by our organization in order to maintain workforce diversity. Furthermore, in order to sustain competitive advantage and foster its growth in Ohio, we must support cultural diversity. However, we might face challenges associated with privacy issues concerning ‘Access control & identity management’ (Poole 9-11). We support information privacy through focusing on providing a login and password to our diverse workforce engaged with our organization. However, the secure databases associated with privacy of the users name as well as the login passwords might be hacked, which might act as a major security concern for our organization. Besides the abovementioned factors, policy related issues, such as enforcement can lead to transfer of information to the third parties, which resulted in the information sharing and might further act as major privacy issue associated with our company. Moreover, networking and communication framework might also consider as an important privacy issue that might emerge in effort to promote organizational diversity within our organization. Employees engaged in communicating with each other using social media and internet-based messaging applications might possible engage themselves in communicating the key information, which may lead to a number of wireless vulnerabilities issues (Kluge 171-173). In relation to the aforementioned context, our organization might face constant challenges in mitigating privacy issues since they might be enhanced owing to lack of skilled security workforce within our organization. In this relation, we might recruit a diverse workforce that might occupy employees having a limited skills, knowledge, trust and competencies regarding the privacy issues, thereby creating a negative influence on the development of a substantial understanding of the various factors associated with the success of our organization. Moreover, we face several issues in order to enhance workforce diversity, in the form of data breaches and information theft, which might lead to the establishment of a negative consequence on our organization. Furthermore, indifference existing amongst the employees and lack of cooperative efforts because of diversity of employee’s culture and differences possibly hampers the organizational performance and can lead to the development of privacy issues in the workplace (Newell 12-20). CONCLUSION The aforementioned study provides comprehensive understanding of the various factors associated with diversity existing in our organization. The paper highlighted number of ethical issues that our business faces in an effort to design a diversity program and working with diversified employees. The study highlighted diversity issues, momentum-based issues and governance and legal issues as some of the ethical issues that hinder the development and successfulness of diversity program of business. Moreover, the study emphasized on the role of social media in fostering diversity issues at our business. In this relation, we face constant challenges associated with social media, since it lead to the disclosure of information pertaining to diversity issues within our organization. Finally, the paper discussed a number of privacy issues that includes improper support from top management, low funding, and lack of skilled security workforce, amongst several others that are faced by business in order to facilitate a diverse environment. Works Cited Clarke, Richard L. “Strength in Diversity.” Healthcare Financial Management 49.10 (1995): 12-14. Print. Digh, Patricia. “The Next Challenge: Holding People Accountable.” H R Magazine 43.11 (1998): 63-71. Print. Fine, Marlene G., Fern L. 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