Please read the case and answer the following questions.Case ProblemJanine Schemes to Avoid being Laid OffTo what extent do you think Janine is exploiting the companys interest in having a culturally diverse workforce?What do you think of the ethics of Janine coming to work using a walker although she can walk without the help of a walker or with one or two canes?If you were an executive at the company in which Janine works, how would her status as a walker- user influence you to retain her as an employee?
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Janine, a rniddle-aged rvouran. rvorks for a commercial
printer rlanufacturer as a quality assllrance engineer.
She has received average performance ratings on her
last f-er,v perfbmrance evaluations. Six months ago. she
r,vas diagnosed as having the early stages of spinal stenosis. The condition is a narror.ving of the space around
the spinal cord that puts pressure on the spinal canal and
nerve roots. The condition is painful, but most days Janine can rvalk lvell, altliough she sometimes Llses oue or
two caues to be nrore rnobile.
Although printed nraterial is still a major part of the
ecouomy, including books. llewspapers, uragazines, and
the packaging of goods, the indLrstry is in decline. Many
cor.r.rmercial printing cornpanies have folded or consolidated. One factor is that the electronic delivery of docurnents has drastically shrLrnk the need for printed stationary and envelopes. Janine is becoming fearful that she
could become part of a company dorvnsizing. With her
preserlt physical condition, she rvould find it particularly
painful for her and her family to go through the process
of relocating geographically for a nerv position.
Janine then develops a plan for minimizing the chances
that she miglit be part of a company dou,nsizing. She has
heard and observed that the colnpany is making an ef-
\alkel that she firrds lrelpful rvhen her spinal
is the most painful. She norv begins to use the
two days a r,veek on the job. As Janine explained
tliink Janine i
having a cu
l. Original story created from facts and observations in the
following sources: Cotton Timberlake, “At Macy’s, the Many
Colors of Cash,” Bloomberg BusinesslVee,t, Januarv l8-22,
2012, pp. 21 22; “Macy’s Announces Development Program
for M irrority-O’,vned Retai I B u s i ne sses,” Tar get B u s i n e s,s
Aierls, Jannary 25,2011, pp. I 3; “About Us Community
Relations-Vendor Development Program Macy’s” (wwrvl
sity’s Business Case,” pp. 28-32; Jeffrey Pf-efler, “Recruiting
for tlre Global Talent War,” Business 2.0, August 2005, p. 56.
8. Carol Hynrowitz, “The New Diversity,” The l4tall Street
Jotrrnul. Noveurber I4.2005. p. Rj
9. Marc Lely, “Trucking lndustry Looks to Hispanics to Drive
Growth,” Associated Press, July 12,2005.
.macys.com), accessed November 24,2014, pp. I 2; “Diversity
Leadership” (rvr.vr.v.rnacysdiversityleadership.com), accessed
10. Rosabeth Moss Kanter, The Change fu[crsters (New Yorl<: Simon and Schuster, 1983). Novenrber25,2014, pp 2. Barb Gormley, "The Right of Inclusion: Four Tips for Managing a Business r,vith Transgender Employees" (www .thestar.conr), January 25,2013, p. 1. 1 i. Orlando C. Richard, Tim Barnett, Sean Dr,vyer, and Ken Chadwick. "Cultr-rral Diversity in Management. Finn Performance, and the Moderating Role of Entrepreneurial Dirrensions," Acudemy of Llanagement Journal, April 2004, p.263. 3. Cited in Susan C. Hauser. "The Clone Danqer," firorkforce A4anagentent, April 2013, p. 39. I2. "Dunkin' Donuts Criticized for Blackface Ad Campaign" (www.detnervs.com), August 30,2013. pp. I 2. I 2. 4. Rachel Feintzeig, "Study Finds Diversity Toll," The lllall Street.lournal, July 24,2014, p. D3. 5. "Making Best Practices Even Better," Hispanic Business, January/February 2005, p. 54. 6. Study repofted in Fay Hansen, "Diversity's Business Case Doesn't Add Up," Iktrkforce, April 2003, pp. 28 32. 7. Debbe Kennedy, "Boosting Business Success through Diversity," pp. 29-30, Business: The Llltimate Resource (Carnbridge. MA: Perser.rs Books Group. 2002), pp. 31-32; Hansen. "Diver- I 3. Anne Nederveen Pietersek, Daan Van Knippenberg, and Dirk Van Dierendonck, "Cultural Diversity and Tearr.r Perfbrmance: The Role of Teall Member Goal Orientation," Acctdenty ol l,:[anagetnent Journal, June 2013, pp. 782 804. 14. Samuel B. Bacharach, PeterA. Bamberger, and Dana B. Vashdi, "Diversity and Hornophily at Work: Supportive Relations arnong White andAfrican-American Peers." Acadenty of l4anagement Jotn'nal,August 2005, pp. 619 644. i 5. Geert Hostede, Cultures Consecluences: International Difibrences in l,l/ork-Related Volues (Beverly Hills, CA: Sage, Chapter 17 Cultural Diversity and Cross-Clrltlrral Organizational Behavior f,flf l ... Purchase answer to see full attachment
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