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    Ogl 350 Module 7 Paper

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    This document is Rachael Lohnes' final paper for her OGL 350 class. She discusses her experience working at Starbucks and her interest in a potential future career in human resources, specifically at the Starbucks Partner Contact Center. She reflects on how the course helped her better understand the importance of diversity and developing multicultural competencies. Lohnes also discusses how identifying as a woman leader presents additional challenges and how she has grown in her awareness of diversity issues through the class readings and materials.

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    Ogl 350 Module 7 Paper

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    161 views6 pages
    This document is Rachael Lohnes' final paper for her OGL 350 class. She discusses her experience working at Starbucks and her interest in a potential future career in human resources, specifically at the Starbucks Partner Contact Center. She reflects on how the course helped her better understand the importance of diversity and developing multicultural competencies. Lohnes also discusses how identifying as a woman leader presents additional challenges and how she has grown in her awareness of diversity issues through the class readings and materials.

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    This document is Rachael Lohnes' final paper for her OGL 350 class. She discusses her experience working at Starbucks and her interest in a potential future career in human resources, specifically at the Starbucks Partner Contact Center. She reflects on how the course helped her better understand the importance of diversity and developing multicultural competencies. Lohnes also discusses how identifying as a woman leader presents additional challenges and how she has grown in her awareness of diversity issues through the class readings and materials.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    161 views6 pages

    Ogl 350 Module 7 Paper

    Uploaded by

    api-399897689
    This document is Rachael Lohnes' final paper for her OGL 350 class. She discusses her experience working at Starbucks and her interest in a potential future career in human resources, specifically at the Starbucks Partner Contact Center. She reflects on how the course helped her better understand the importance of diversity and developing multicultural competencies. Lohnes also discusses how identifying as a woman leader presents additional challenges and how she has grown in her awareness of diversity issues through the class readings and materials.

    Copyright:

    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    of 6

    Running head: OGL 350 MODULE 7 PAPER

    OGL 350 Module 7 Paper

    Rachael E. Lohnes

    Arizona State University

    Author Note

    Rachael E. Lohnes is a student at Arizona State University studying Organizational Leadership.

    Contact: rlohnes@asu.edu
    OGL 350 MODULE 7 PAPER 2

    OGL 350 MODULE 7 PAPER

    This final module places a focus on understanding the challenges and benefits of diverse

    teams, the influence of culture on management styles, and gaining an awareness of the

    competencies that are needed to effectively manage diverse teams and organizations. Using

    “Introduction to the Special Issue on Diversity and Leadership”, “The Development of

    Multicultural Competencies”, and “Diversity and Leadership in a Changing World” we explore

    future potential leadership positions that I may possibly hold.

    The thing that I find most important in an organization is the level of care that they

    provide for their employees. I currently work as a shift supervisor at Starbucks, in the future I

    could see myself working in a human resource management role. Specifically, I would like to

    work for the Starbucks PCC. PCC is the Partner Contact Center. This is a resource that

    Starbucks partners can call with any questions they may have. For example, when I first became

    a shift supervisor I felt overwhelmed by the amount of policies and procedures there were. Our

    store had been having issues with partners being late and calling off, so our store manager told

    the shift team that she had printed corrective action forms and that we were responsible for

    filling them out anytime there was an issue with a partner. The first time I had a major conflict

    with a partner was on a day that both the assistant manager and store manager were off. I had

    texted them after a partner got extremely aggressive with me and they did not get back to me.

    The next day I still had not heard anything from my managers so I called PCC to see what I

    should do. I explained the whole situation to the person at PCC and asked if I should fill out a

    corrective action form. The woman at PCC explained a few things to me. First, she said that it is

    against Starbucks policy to communicate via text message (even though this was the main way

    that our store manager communicated with us). Second, she informed me that shift supervisors
    OGL 350 MODULE 7 PAPER 3

    could not fill out corrective action forms. After my conversation with the person at PCC that

    day, I could see myself working in this type of position. I want to work in an organization in a

    leadership position that provides support and workplace knowledge that people need.

    I have always valued diversity, but this course has helped me to see exactly why diversity

    is important. “To be globally literate, leaders must possess the following competencies: personal

    literacy (understanding and valuing oneself), social literacy (engaging and challenging other

    people), business literacy (focusing and mobilizing one’s organization), and cultural literacy

    (valuing and leveraging cultural differences)” (Connerley, p. 71). Starbucks finds value in being

    a “the third place” for many people. The two places that people spend the majority of their time,

    and feel the most comfortable, is their homes and their work. So, Starbucks wants to be the third

    place that you feel most comfortable. The motto is “To inspire and nurture the human spirit –

    one person, one cup, and one neighborhood at a time.” With stores in 78 countries, Starbucks

    has a large global presence. I have worked in several stores with diverse teams. I would assume

    that moving to corporate Starbucks, the same diversity exists… if not more. Motivating cross-

    cultural teams, recognizing cultural influences on business practices, building relationships

    among diverse groups, developing new communication, creating and sustaining business teams,

    and negotiating across cultures are all competencies that are necessary to be successful in a

    global environment (Connerley, p. 72). It is important to not only be aware of these

    competencies but to also possess these competencies because diverse teams that I could be (and

    have been) working with at Starbucks can have any number of cultural backgrounds. “Through

    accumulated facts and information based on appropriate assumptions it is possible to understand

    and comprehend other cultures from their viewpoint… Skill provides the ability to build on
    OGL 350 MODULE 7 PAPER 4

    awareness and apply knowledge toward effective change in multicultural settings” (Connerley, p.

    78).

    When referring to my pie chart from the first module, I feel that I could make some

    adjustments. My original pie chart consisted of the role I play in life: manager, student, family

    member, friend. The biggest thing I would change about my pie chart would be adding that I am

    a woman to it. As a woman, I didn’t realize the challenges I faced as a leader until completing

    this class. “Female leaders are expected to take charge and approach leadership the same ways

    as their male colleagues… [they] are expected to deliver the warmth and friendliness that is

    cultural prescribed for women. Simultaneously impressing others as a good leader and a good

    woman is an accomplishment that is not necessarily easy to achieve, and common pitfalls

    involve seeming to be ‘too masculine’ or ‘too feminine.’” (Eagly, 2010, p. 218-219). Being a

    woman in leadership is difficult because of the expectations that society places on us. I strongly

    value women leaders and I want to be a leader who can inspire other women. “Although

    women… have been gaining access to leadership roles in the last couple decades, they remain

    unrepresented relative to their numbers in the population; “the glass ceiling” is still a barrier to

    jobs in middle and upper management for women.” (Chin, 2010, p. 151).

    I believe I would succeed in any human resource role because I value human capital and I

    possess personal, social, business, and cultural literacy. Leadership with the Tripartite

    Framework of Personal Identity in mind is important. This framework shows us that every

    individual, no matter how different we may seem, has something in common… we are all homo

    sapiens, humans. By acknowledging that similarity between groups of people, and accepting that

    we are all human I believe that we can acknowledge our differences. “Awareness provides the

    basis for accurate opinions, attitudes, and assumptions.” (Connerley, p. 77).


    OGL 350 MODULE 7 PAPER 5

    Reflecting on this course, I have learned more than I ever could have imagined about

    diversity and its importance in organizations. Using “Introduction to the Special Issue on

    Diversity and Leadership”, “The Development of Multicultural Competencies”, and “Diversity

    and Leadership in a Changing World” we have explored the challenges and benefits of diverse

    teams, the influence of culture on management styles, and gaining an awareness of the

    competencies that are needed to effectively manage diverse teams and organizations.
    OGL 350 MODULE 7 PAPER 6

    REFERENCES

    Chin, J.  (2010).  Introduction to the Special Issue on Diversity and Leadership.

    Connerley. The Development of Multicultural Competencies. Chapter 5 in Leadership in a

    Diverse and

    Multicultural http://www.sagepub.com/upmdata/4965_Connerley_I_Proof_

    3_Chapter_5.pdf

    Eagly, A., Chin, J.  (2010).  Diversity and Leadership in a Changing World.

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