How does Disney do it?

Article Abstract:

Walt Disney Co is projected to earn $4.4 billion in 1989, and reasons for its high revenues include emphasis on customer service, and a focus on the elements of efficiency, courtesy, show, and safety. While Disneyland visitors see aspects of company courtesy when visiting the amusement parks, the theme of courtesy is extended in personnel management too. Many hours have been devoted to designing successful employee 'universities' which train workers in the Disneyland philosophy. The universities are specific to various sites, ranging from movie studios to theme parks. Some of Disney's successful employee training and hiring techniques include using peer interviews for hiring people and requiring employees to develop a modification or idea to be implemented by Disney. The company has found that it is important to stress that employee development is an on-going process because reinforcement helps workers to stay committed to the company.

Case studies, Human resource management, Walt Disney Co., Customer service, Employee training, DIS

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Testing at odds with diversity efforts?

Article Abstract:

The pre-employment test is a evaluation tool for finding the right person for a particular job. However, some employers are concerned that this type of testing may reflect language or cultural bias, which can undermine their workforce diversity efforts. Nevertheless, if conducted properly, pre-employment testing can be quite useful. According to experts, the best type of tests to use is the job-relevant test that shows no between-group differences. An example of this is a multidimensional selection test that examines the attitudes of job applicants toward workplace behaviors, such as integrity, dependability, service, productivity and safety. Companies planning to use a pre-employment test should first analyze the job, look for test vendors or publishers that can be a good information resource, and look for alternative forms of specific tests. Pre-employment testing at Kraft General Inc. and Cahners Publishing Co. are discussed.

Management, Employment tests

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Affirmative action: what you need to know

Article Abstract:

There is much debate over the continued existence of affirmative action programs. Affirmative action first came into being in 1965 pursuant to Executive Order 11246, which made it illegal for companies doing business with the federal government to discriminate against individuals based on their race, color, religion, sex and national origin. The Order, signed by Pres. Lyndon B. Johnson a year after the enactment of the Civil Rights Act, also required the companies to take positive steps to ensure that all members of society are given equal employment opportunities. Thirty years later, there are those who are now arguing that affirmative action is no longer necessary because the conditions that prompted its creation have changed, and that minorities are given preferential treatment. On the other hand, advocates are claiming that affirmative action is still needed because companies have a long way to go in managing diversity.

Evaluation, Laws, regulations and rules, Cover Story, Affirmative action, Employment discrimination, Workplace multiculturalism, Workplace diversity

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