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City Side Financiel Service

In: Business and Management

Submitted By Sabavoun
Words 484
Pages 2
3)
Cityside Financiel Services har valgt at implementere acces-and-legitimacy paradigm (differentiations paradigmet) som er beskrevet ovenfor. Dette kan først og fremmest tydeligt ses ud fra, at ikke nok med banken anerkender diversitet, men også aktivt bruger diversitet til egen fordel.
Bankens nye investorgruppe med forskellige facetter og baggrunde indså hurtigt mismatchen mellem de nye tilflytter og bankens hovedsagligt hvide personale. For at få del i disse differentieret segmenter valgte banken at skaffe en personaleskare af større demografisk forskelle, for ikke nok med diversitet ikke kun er fair, men kan betale sig økonomisk.
Det er også forståeligt og logisk at banken har valgt netop denne strategi, da den opfylder den generelle karakteristik om at den opererer i et miljø som er meget forskelligartet med forskellige demografiske segmenter.
Banken har også ansat folk fra forskellige demografiske grupper og sat dem til at betjene kunder fra samme demografiske gruppe, uden egentlige at se på hvorfor disse tiltag er nødvendige. Altså uden grundigt at analysere disse forskelle og se på hvilken effekt disse tiltag har på det arbejd der bliver udført.

5)
Bankens problemer kan forklares ud fra at ledelsen i bund og grund ikke har beholdt samme fremsynethed som de havde dengang beslutningen om at have mere diversitet i organisationen blev taget. Som Thomas og Ely forklarer så er begrænsningen af acces-and-legitimacy paradigm netop at ledelsen vælger at gøre brug af diversitet uden egentlige at forstå mekanismen bag. Dette er, som det ses på problemerne i organisationen, ikke holdbart. Der er flere grunde til disse problemer.
Ledelsen har valgt at ansatte folk fra forskellige demografiske grupper til at betjene kunder fra samme demografiske gruppe, hvilket medfører at de ansatte sidder fast på et specifikt niche marked, hvilket medfører at de ansatte i sidste ende føler sig udnyttet.
Dernæst er et af de største problemer at der er en stor kultur forskel blandt de to afdelinger imellem, hvilket paradoksalt nok har gjort at der er kommet en "dem og os" mentalitet mellem de to afdelinger imellem pga. øget diversitet, mens meningen med mere diversitet var netop at udviske denne "dem og os" mentalitet hos kunderne. Så banken har forudset hvordan de skulle fjerne grænserne hos kunderne, uden at arbejde med samme problemstilling internt.
Ser man på kunderne og deres stigende utilfredshed, skal det måske ses i lyset af hvilken opfattelse banken har af de kunder som tilhører lokalsamfundet. Banken skulle måske have revurderet de forskellige faktorer som påvirker opfattelsen af kunderne i lokalsamfundet.
I starten af 70ernde var det meget aktuelt at dele kunderne op i race og etnicitet, idet der stadig var meget klare grænser omkring disse grupperinger. Med tiden er disse grænser blevet mere og mere udvisket efterhånden som mange mennesker har brudt med de traditionelle grupperinger. Derfor burde de mere sættes i gruppe alt efter deres økonomiske og sociale status, hvor race og etnicitet ikke spiller en rolle. For nu er der ikke nogen områder specifikt forbeholdt specifikke demografiske grupper, så bankens geografiske valgte strategi er forældet.…...

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