CASE STUDY: BANKBOSTON
Diversity refers to human qualities that are different from our own and those of groups to which we belong; but that are manifested in other individuals and groups. The scope of diversity include but are not limited to: age, ethnicity, gender, physical abilities / qualities, race, sexual orientation, educational background, geographic location, income, marital status, military experience, parental status, religious beliefs, work experience, and job classifications.
The BankBoston is the sixteenth largest holding company in the United States (Arthur Associates Management Consultants, 2001), and has a unique way of dealing with diversity in the workplace. BankBoston ...view middle of the document...
Humanists focus upon potentials. They believe that humans strive for an upper level of capabilities. Humans seek the frontiers of creativity, the highest reaches of consciousness and wisdom. This has been labeled "fully functioning person", "healthy personality", or as Maslow calls this level, "self-actualizing person."
Maslow believes that there is a hierarchy of five levels of basic needs. Beyond these needs, higher levels of needs exist. These include needs for understanding, esthetic appreciation and purely spiritual needs. In the levels of the five basic needs, the person does not feel the second need until the demands of the first have been satisfied, nor the third until the second has been satisfied. Maslow's basic needs are as follows: Physiological Needs, Safety Needs, Needs of Love, Affection and Belongingness, Need for Esteem and Need for Self-Actualization.
If at this time I was offered a position with BankBoston, I would relish the fact that they have instituted ideas that I had previously instituted and would look forward to working for a progressive company that has moved forward and that cares about their employees. This company represents the type of company that I would like to work for. When looking at the challenges that this company may have in recruiting employees, the only true obstacle that I see is finding individuals that are a good fit for the company and that are willing to be integrated into the company’s structure. I would hope with their progressive outlook that would have instituted some of the ABC Guidelines for Recruitment (Arthur, 2006).
When thinking about BankBoston’s Workforce Effectiveness program, I don’t really believe that there is one area that has made the bank standout more as a leader in diversity. Each of these areas are extremely important and having one without the other would not allow this program to work. These program areas work in unison and if one is not working none of them will. I truly believe that in order to bring your employees together there has to be a structured...