Evolution of Business Report

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Evolutionof Business Report

Evolutionof Business Report

Establishinga newoffice for an organization requires a diverseworkforce that will drive innovation required in production,marketing and distribution of goods and services. Such workforce isresponsible for supplying the skills and experience necessary tothe business while at the same time overseeing the creationof a perfect company’s image (Greenberg,2016).Having operated in Topeka for a long time, the company mustexperience the effects of changein cultural, religion and social aspects that affectbusiness once it starts operating in Miami. In this case, it isimportant for the business to invest in cultural and religioncompetency skills among its employees while at the same timefacilitating the innovativeness and creativity essential in businesspractices (Schrock,2013).Successfultransition of thebusinessfrom a less culturally diverse location such as Topeka to a highlydiverse place like Miami require recruitment and training ofemployees from differentcultures,races, religion, age, educationbackgrounds,and gender.

TheRole of Innovation in Office Opening, Product Development, AndMarketing

Innovationhas a vitalrole in office opening for both sustainability and growth of thebusiness. O’Brien, Scheffer, Van Nesand Vander Lee (2015)established that when ideas areimplementedwithin an office, they result inan enabling environment that promotesemployee’s motivation, involvement,and creativity. More importantly,innovation helps employees understand the roles and responsibilitiestogether with other factors such as restructuring that are essentialfordevelopment and maintenance of productive organization culture.

Inproduct development, it helps adopt the most efficient manufacturingprocesses as new ideas achieved open opportunities for cost reductionand resource use (Schrock, 2013). Therefore,it is crucial for the business toensure they develop new strategies that match with the growing demandfor its products. Also,Greenberg (2016) acknowledges that product innovation helps abusiness grow its market shares against those of its competitors. Thereason for this is that whenlooking for an innovative strategy,thebusiness must acknowledge which segment of the customers to serve aswell as theimprovement of the product (Ardakani, Abzari, Shaemi, &amp Fathi,2016). Consequently, the priorities in product development as per thetarget population are laid down efficiently thereby improvingprofitability and growth within the organization.

Inmarketing, innovation drives the product performance in the marketand establish a sustainable competitive advantage (Ardakani et al.,2016 Schrock, 2013). Moreover,ina similarwayto the issue of innovation in product development, marketing requiresan undiminishing source of new ideas particularly emerging from anunderstandingof the existing social, physical, and commercial network. Together,these networks facilitate the developmentof customer value for they help address the new market and customerneeds. Also,the marketenvironmentchanges with time depending on the numberof key players and the introductionof newproducts (Richter, 2014). Therefore,businessrequiresfindingand implement ideas in marketing projects to ensure that they boostproduct performance, increase market shares, and customer value.

Analysisof Diversity in Work Place

Workplacemanagement recognizes the religious, cultural, social, disability andage differences exhibited by employees inbusiness(O’Brien et al., 2015) and consequently lay down strategies toensure peaceful and productive coexistence. More importantly, itshould capitalize on the diversity of beliefs, values, perception,understanding and other unique traits beneficial to the businesspractices (Richter, 2014). Given the cultural, religious, and socialconditions existing in Topeka, the management will experiencesignificant challenges in managing diversity in the new Miami office.The reason for this is that the population demographics in bothplaces may differ. For instance, Topeka’s population compriseswhite who are more than 80 percent followed by blacks and Hispanics(City Data, 2017).The population is largely Christian,and this can determine the composition of employees working in theTopeka office (City Data, 2017). Similarly, Miami population islargely white but with about 72 percent (“MiamiPopulation and Demographics (Miami, FL),”2017).Also,other races including Hispanics, blacks,and Asians are present in significant proportions to influence theway the business address customers’ needs (“MiamiPopulation and Demographics (Miami, FL),”2017). Moreover, the religious and social profiles of Topeka City may haveMuslims and Asian religions alongside Christianity.

Therefore,extending the business from Topeka to Miami will require theorganization to cast its net wider for diverse skills and experience,and consequently open more opportunities than before. Specifically,the new employees from Miami should be ofdifferent religion, race, age, and gender. As aforementioned, thiswill supply the organization with diverse skills, working beliefs,experience,and values core to the growth and profitability of the organization.More importantly, this will enable the organization to satisfycustomers from different regions in the United States,which of course translates into increased profitability, improvedimage, and sustainability of the business.

TheRole of Technology in Change Implementation

Accordingto Schwartz, (2016), organizational change is important to ensureprocess improvement, efficient in resource use, and promotion ofemployee motivation. While innovation strengthensthe strategies for achieving improvement and efficiency, technologyis considered the driver for innovation and therefore a crucial toolin change management (Richter, 2014). Inmost cases, adoptionof technology during organizational change will have positive impactsoncompetition, product promotion, marketing and logistic among otherbusiness practices. These impacts of technology in a businesstransition, however, will be necessitated by various factors that actas drivers of change including includinglegislative or policy changes, political environment, forces ofcompetition, and need to improve productivity and employeeparticipation (Richter, 2014). In this case, technology has severalroles in organization transformation.

First,technology has roles in planning and coordination of activities toensure that everything run smoothly. Thishelps management to allocate the available resources well and gatherthose that are not available (Greenberg,2016).For instance, the use of computer models can help the managementdetermine the size of its taskforce required to accomplish the goals. In this case, the businessmanager can identify the core skills vital for execution andcompletion of the projects in the new Miami office.

Theother role of technology during change implementation is indecision-makingprocesses. In modern times, there are existing technologies such asDecision Support Systems (DSS) that are used to centralizepurchasing, production, and logistic decisions for increasedproductivity and efficiency. Specifically, such technologiessupporting decision making process work to provide data fromdifferent sources and then analyses it to achieve the best decision.For instance, the use of some computer based and web basedtechnologies enables accessing the marketing data whose analysis canpoint out trends in consumer tastes, a shiftin demand, and other marketing valuables.

Moreover,technology can help in the restructuringof the new office in Miami into departments of other functionalunits, modifying theposition`s roles,and removal of unnecessary jobs. In practice, these helps achieve theroles and responsibilities ofeach employee in the organization or the skills and experiencerequired to fulfill them (Greenberg,2016 Schrock, 2013).Finally, there are other essential roles of technology during changeimplementation such as communication, marketing of the businessproducts, supply chain management and troubleshooting of workflow(e.g. using work balance equations)

BenefitsofDiversity to A Workforce

Aworkforce that welcomes diversity will have many strengths andbenefits than that comprising of less diverse. Evidently, numerousstudies have established that diversity across different dimensionsincluding the culture, expertise, age, personalities, and educationis the source of innovativeness and creativity necessary inproblem-solving(O’Brienet al., 2015). More important, significantworkforcediversity has abilities to handle conflicts, initiate positivedebates, and solve the controversies (Schrock,2013).For these benefits, managers should see that every new employee inMiami office should exhibit some differences from the others in theworkforce. Also,it is necessary that managers keep rotating roles such as“cheerleader” inthe group in search of the employee with the positively influentialpersonality and beliefs.

Also,the taskforcecharacterized bystrong diversity is easy to train and educate as the knowledgetransfer is easy, usually enriched from different values and beliefs,and well maintained for increased understanding of workplacechallenges (Ardakani et al., 2016). As a result, the members acquireunique but various techniques (alternatives) of solving problems(Schrock,2013).Thisexplains the reasons group discussions are important inthe workplacebecause,in the process, employees can gain new skills from their colleagues.Reasonably, working with people of different beliefs requiresunderstanding their background,and this enriches or widens the group perspectives.

Finally,a workforce that welcomes inclusive and diverse groups will completethe assigned tasks successfully (Ardakani et al., 2016). The reasonbehind this is that diversity within a group comprises of employeeswith psychological, emotional and technical differences. In mostsituations, these factors act as motivation since it is easy for eachemployee to focus on their strengths. Consequently, employees gain ahigh sense of responsibility and purpose and these two forms thebasis of their motivation (Schwartz, 2016). Psychologically, a strongsense of responsibility influences employee’s actions and effortswhile at the same time propagating the sense that an individual wasassigned to the task because he or she is the best (Greenberg,2016).In this case, such motivation and confidence employees gain could bethe reason behind successful completion of the projects.

TheBenefits and Opportunities of Diverse Workforce Creates

Thereare many benefits that occurto an organization with a diverseworkforce. For instance, there are a varietyof viewpoints represented by each employee,and this can have positive impacts onthe growth and expansion of the business. Consequently, a big pool ofideas and experiences emerge thereby promoting creativity andinnovativeness required to meet customers’, marketing and logisticdemands (Schwartz, 2016). In a diverse workforce, there is a widerange of skills and experiences available as influenced by languages,understanding, beliefs, and professionalism. Like innovativeness,these skills and experience ensure that the business serves customersfrom different global regions.

Anothergoodness with a diverse workforce is thatthere is high-level of adaptability to conflicts and challenges asthe group possessesvaried skills and capabilities (Richter, 2014). These diverse skillsincrease the group`sflexibility in responding to a problem, learning new ideas, sourcing,and allocation of its resources towards the achievementof the goals (Schrock,2013).Even in fluctuating economic and marketing conditions, employees willexhibit great strengths and confidence in fulfillment of bothbusiness and customers’ demands. Usually,this is achievedthrough effective execution of strategies that can induce theincrease in business growth regardingproductivity, Return on Investment (ROI), and profit.

Finally,diverse workforce improves competitive advantage as the company gainsstrengths in the way employees interact with the public, execute thebusiness practices, develop its products and conduct its marketing oradvertisements. Asa result,the business can gain more market shares and a majorinfluence onthe market (Schrock,2013).Also,diverse workgroup creates opportunities for efficient execution andcompletion of tasks through cost reduction, sustainability inresource use and decision making (Richter, 2014). Of importance tothese three ways of efficiency areincreased productivity, resilience t market pressures, andprofitability.


Inconclusion, diversity within the workforceisexhibitedby the existenceof multiple social, cultural, education, gender and politicaldimensions that influence the business environments. The values,beliefs,and personalities the employees pose are the most important in thedescription of business practices, communication, and ethics. Thereason for this is that they help define not only the employees’responsibilities but also motivation and confidence. In extending thebusiness from Topeka to Miami, the organization needsto induce workplace diversity to ensure it achieves the benefits thatcomewith it. These include a widepool of experience and skills, employees’ motivation, customersatisfaction, and sustainable use of resources and technology. Consequently, the business productivity and profitability are boundto increase because of having a diverseworkforce. However, there are few challenges that may come along theway,and the management should ensure the right strategies are in place toavoid them. For instance, miscommunication and misunderstanding arecommon in the diverseworkforce as influenced by culture, languages,and viewpoints. Also,the workforce may sometimes show resistance to the change anorganization may require. Nonetheless, the benefits of diversity to abusiness are compelling,and the challenges can becounteracted.In this case, the management should focus on improving diversity,strengthening it through training and recruitment, research, andaward of good performances.


Ardakani,M. S., Abzari, M., Shaemi, A., &amp Fathi, S. (2016). Diversitymanagement and human resources productivity: Mediating effects ofperceived organizational attractiveness, organizational justice andsocial identity in Isfahan`s steel industry.IranianJournal of Management Studies,9(2), 407-432.

Greenberg,J. (2016). Diversityin the Workplace: Benefits, Challenges,and Solutions.Multiculturaladvantage.com.Retrieved 19 March 2017, fromhttp://www.multiculturaladvantage.com/recruit/diversity/diversity-in-the-workplace-benefits-challenges-solutions.asp

O’Brien,K. R., Scheffer, M., van Nes, E. H., &amp van der Lee, R. (2015).Howto Break the Cycle of Low Workforce Diversity: A Model for Change.PLoSONE, 10(7), 1-15. doi: 10.1371/journal.pone.0133208

Schrock,G. (2013). Reworking Workforce Development. EconomicDevelopment Quarterly,27(3),163-178. http://dx.doi.org/10.1177/0891242413477187

Schwartz,M. (2016). Reworkingthe Workforce.LibraryJournal,141(20), 42-45.

Richter,D. (2014). Demographicchange and innovation: The ongoing challenge from the diversity ofthe labor force.ManagementRevue,25(3), 166-184. doi:10.1688/mrev-2014-03-Richter

MiamiPopulation and Demographics (Miami, FL).(2017). Miamifl.areaconnect.com.Retrieved 19 March 2017, fromhttp://miamifl.areaconnect.com/statistics.htm

CityData (2017).Topeka,Kansas (KS) profile: population, maps, real estate, averages, homes,statistics, relocation, travel, jobs, hospitals, schools, crime,moving, houses, news, sex offenders.City-data.com.Retrieved 19 March 2017, fromhttp://www.city-data.com/city/Topeka-Kansas.html