Tanglewood - Diversity-Organizational Effectiveness

In examining the data given, it illustrates that Tanglewood may experience difficulties in recruiting sales associates that are going to be long-term employees. Additionally, after viewing the increase amount of exit percentages, approximately a third of their store managers will quit and fewer than 50 percent of their assistant store managers will also quit. As Tanglewood continues to promote internally, they will need to continuously recruit to keep up with the demand for store associates. Perhaps consider diversity planning, which can help strengthen the "diversity-organizational effectiveness."

(Heneman III, 125) In fact, studies show businesses that design and implement a wide variety of diversity initiatives and programs can increase racial and gender diversity of the business's entire managerial workforce.

In order to determine and forecast the labor requirements for hiring for Washington next year, we must examine table 1.1., taking into consideration how many employees will be hired internally and externally. In evaluating the forecast of labor requirements, it appears the number of employees needed to meet projected staffing levels next year includes 4,845 store associates, 42 shift leaders, 105 department managers, 21 assistant managers, and 5 store managers. Based on the discussed results, we will need to be hiring a large amount of store associates for the projected year. As a recommendation, we should keep most of these store associates at the same level and eventually promote some by using the different staffing levels. For instance, seeking to determine how well and efficient an individual matches not only the job but also performs his or her duties at a high level is an essential staffing component. Once the employee acquires and develops sufficient talent, we can promote the associate into a managerial position. In order to fulfill all our hiring practices and objectives, we need consider and incorporate efficient staffing strategies. Additionally, we will encourage teamwork and compensate and reward employees for their job performance.

In order to determine and forecast the labor requirements for hiring for Washington next year, we must examine table 1.1., taking into consideration how many employees will be hired internally and externally. In evaluating the forecast of labor requirements, it appears the number of employees needed to meet projected staffing