1st componentReport: 25 marksReport Length: 1500 words +/- 10% (excluding executive summary, table of contents, references and appendices)• 2nd componentIndividual Presentation: 15 marksPresentation...

DIVERSITY IN THE WORKPLACE
EXECUTIVE SUMMARY
The report is intended to create an analysis of the Cityside Financial Service Bank. A critical examination of the present challenges of the organization is being discussed in the report. This report intends to provide a conceptual framework on different management terms like integration, collaboration, organizational culture etc. A proper mapping of these terms with the organizational issues would help to gain a better understanding. Sources both external and the case study provided are used for the analysis purpose. The report ends by making a conclusion on the organization’s present approach and situation and recommendations are provided for future change.
TABLE OF CONTENTS
1. EXECUTIVE SUMMARY
2. INTRODUCTION
3. HOW TO WORK COLLABRATELY IN FUTURE
4. INTEGRATION OF FUNCTIONS
5. RACIAL TENSION IN THE ORGANISATION
6. INCULGATING CHANGES IN THE ORGANISATIONAL CULTURE
7. HOW LONG WOULD MANAGEMENT TAKES TO IMPLEMENT THE CHANGES IN CULTURE
8. CONCULSION AND RECOMMENDATION
9. REFERENCES
INTRODUCTION
An organization can be termed as diverse when the management makes intentional appointments of people belonging to different age group, sex, religion, age, sexual orientation, race, education etc. An ideal organization should be diverse enough to make their business successful over time.
In the present scenario a discussion is carried on about the diversity in the workplace of Cityside Financial Services a midsized bank. In the early times the bank was only focused on a specific community and has caused the bank to close down. The bank was the purchased by a group of racially diverse people. This was a turning point for the bank’s successful future. The new team started two different segments in which both the neighborhood business and the nationwide investment business would also prosper.
As a targeted strategy for achievement of this goal the management started recruiting black local workers in the retail business serving the local community and white, educated workforce for the nationwide investment banking.
As the situations evolved now the changing perspective of the customers has demanded the bank to change this division of providing different services to different classes. The neighborhood healthy customers have started demanding for more investment services and the bank started providing corporate banking services in the retail outlets. But the productivity of the retail banks declined due to confusions and misunderstandings on the work allotment and the lack of coordination between the units started compromising the banks efficiency.
In the study of the decline in efficiency problems of the bank among the senior management Mr. McMillen produced a different perspective. The problems in the banks aroused due the cultural bias in the banks culture and the senior management gives more preferences to the white. It’s not that a black can’t come up to a senior management position all the people are mission driven and focused on perfectionism, but the historical racial problems has deprived the blacks from acting unlimited in the work.
Now the management was able to understand that the success behind the bank was its diversity in workforce. And they want to remove the present situation and improve the banking services. They found that neither the local nor the international market was optimally served with the current sales unit structure. To beat the increasing competition before they get worsen the management has to adhere to integrating the functions and implementing change.
A further discussion on how to integrate the functions and the changes to be implemented and how to be implemented are addressed ahead in this report.
HOW TO WORK COLLABORATELY IN FUTURE
Collaboration can be termed as a key factor in building...