Alliant Energy Case Study

1. Who are the main players (name and position)? William D Harvey, Chairman and CEO of Alliant Energy Jamie Toledo, head of supplier diversity program- Alliant Energy 2. In what business or businesses and industry or industries is the company operating? Energy/Utility- Alliance provides electricity and natural gas service 3. What are the issues and problems facing the company?

That diversity within the workforce and supplier base does not meet corporate core values and goals (to create and retain/maintain a diverse workforce/supplier base, and place women in positions not traditionally held by women, still need more ethnic diversity) in order to maximize their abilities Employees are confused about Alliant’s definition of diversity Employees’ perception of diversity (affirmative action, work attitudes, job satisfaction) 4. What is the primary problem for the company/organization in this case?

That diversity within the workforce and supplier base does not meet corporate core values and goals 5. Why have the problem (s) you cite emerged? Identify the causal chain (the events or Circumstances that caused the problem-Some will be Internal Weaknesses, others EXTERNAL Threats). Employees’ perception of diversity (affirmative action, work attitudes, job satisfaction— external threat, people come to the workplace with preconceived notions regarding diversity.

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An organization with employees that reflect these different groups will be more successful in serving consumers because their workforce reflects the diversity of the marketplace 7. What is the firm’s strategy for differentiation, enabling them to compete within the context of their industry? According to Jamie Toledo, having diverse suppliers leads to new perspectives and creativity, it supports local communities, and ensures diverse businesses have fair opportunities. In addition, having a diverse workforce enables the company to understand the marketplace and increases the company’s chances of succeeding . What are possible solutions to the problems you have identified? Continue to communicate senor managements’ commitment to diversity, explain the benefits of diversity, active participation of employees in the training, create an internal diversity council 9. What are the advantages and possible disadvantages of your solution(s)? Advantage: more training and more continued reinforcement typically leads to more involvement and awareness, employees now know the definition and of and benefits of diversity at it applies to their jobs and company.

Possible disadvantage: the scripted training may reinforce stereotypes. All day, mandated training may lead to some employees not grasping all the elements of the training 10. Are there any possible problems with your suggested recommendations? What contingencies need to be accommodated? Training may be too scripted, not enough employee involvement…. Solution= include more informal forums or guest speakers. Could also spread the scripted training over the course of multiple days.

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