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1 – 10 of 131. To understand the importance of creating and implementing a vision for enhancing gender diversity and inclusion relevant to the manufacturing and engineering sector in an…
Abstract
Learning outcomes
1. To understand the importance of creating and implementing a vision for enhancing gender diversity and inclusion relevant to the manufacturing and engineering sector in an emerging market.
2. To develop insights into the vision and characteristics of an inclusive leader.
3. To evaluate the strategies and organizational levers that created and nurtured a climate of gender diversity and inclusion in Cummins India.
4. To identify organizational levers that will enable the sustenance and institutionalization of a climate of inclusion.
Case overview/synopsis
This case study traces a 16-year journey of diversity and inclusion at Cummins India, a subsidiary of the Fortune 500 manufacturing organization Cummins Inc. headquartered in the US. Initially spearheaded by Anant Talaulicar, and then continued by Ashwath Ram, gender D&I initiative at Cummins India has made significant strides. Talaulicar had an opportunity to immerse himself in the ethos of the parent company before joining the Indian subsidiary.
In India during the early 2000s the external environment was characterized by rapid technological and regulatory changes and increasing complexity. To make matters more difficult, the internal culture was steeped in a traditional manufacturing mindset marked by dismal female participation rate and an over-representation of locals with similar beliefs and value systems.
Given the mammoth task already taken up by Talaulicar by improving the diversity numbers from 3% to 33%, Ram had big shoes to fill. On one hand, he had to drive the business amidst uncertain market conditions; on the other hand, he had to carry on a legacy. Given that he himself had a lived experience of Cummins global values, he knew D&I was an integral part of the Cummins way of life. His familiarity with the socio-cultural challenges of the country coupled with his drive to continue and rejuvenate the D&I agenda, brought some interesting, yet challenging, questions for him. With the internal and external pressures looming large before him, could he institutionalize a climate of inclusion that could serve as a strategic lever to place the company on the path of growth, vibrancy and economic prosperity?
Through qualitative research conducted by the authors, this case study brought out learnings pertaining to linkage of leadership in creating a climate of inclusion and expansion of talent diversity through a set of people strategies and HR practices. The contribution of this case study is primarily to theory and practice in the field of Human Resource Management, D&I as well as in developing inclusive leadership.
Complexity academic level
MBA programs and leadership development programs
Supplementary materials
Teaching notes are available for educators only.
Subject code
CSS 6: Human Resource Management.
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Arunima Haldar, Sumita Datta and Snehal Shah
The paper investigates how the interplay of women-specific human and social capital factors with ownership structure impacts her chances to get director level appointment in the…
Abstract
Purpose
The paper investigates how the interplay of women-specific human and social capital factors with ownership structure impacts her chances to get director level appointment in the light of recent amendments to the Indian statute.
Design/methodology/approach
The strength of the study lies in fitting a logistic regression model to the unique hand collected data on women director characteristics from 100 large listed Indian firms.
Findings
Counter intuitive findings reveal negative effects of social capital on appointment of independent women directors. This relationship gets reversed when social capital is moderated by ownership structure.
Social implications
Companies may be influenced to take into cognizance the underlying gender biases prevailing in the highest echelons of management and employ un-gendered fair selection practices for board level appointments in order to progress towards gender balanced corporate boards.
Originality/value
The paper is a first of its kind that combines aspects of human capital and ownership structure using Indian data. By developing several new proxy variables to enrich the construct of social capital it contributes to the corporate governance literature and lastly, through main and interaction effects, the paper offers a deeper understanding about the impact of endogenous factors of corporate boards on women's representation at leadership levels in India.
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Debmallya Chatterjee, Snehal Shah and Neeraj Swaroop
The case was developed from both primary and secondary sources. The secondary data was sourced from annual reports, industry reports, company websites and news articles. Primary…
Abstract
Research methodology
The case was developed from both primary and secondary sources. The secondary data was sourced from annual reports, industry reports, company websites and news articles. Primary sources included visiting the Club Mahindra Resorts located at different places, interacting with staff and local people, visiting their corporate office to interact with the CEO. The case has also been tested in a classroom.
Case overview/synopsis
This case deals with challenges faced by a vacation ownership (VO) company, Mahindra Holidays Resorts India Ltd in articulating the organizational culture of its flagship brand “Club Mahindra.” Club Mahindra had emerged as the major VO company in India in the past two decades on the back of its core product – a 25-year membership plan. The company was growing its offerings to its customers in an environment of changing customer preferences.
This case provides the students an opportunity to learn the organizational culture model. The students are expected to use the information provided in the case and exhibits to support their analysis with the primary objective to extract lessons about organization culture to leverage it as a tool to enhance customer satisfaction. Other objectives include understanding the changing business environment and modeling employee behavior during a crisis. Furthermore, the students are expected to validate the model using the artifacts from the crisis management at the Club Mahindra Resorts at Madikeri and Ashtamudi to understand the dynamics of change and the role of culture in organizational success.
Complexity academic level
At the MBA level, the case can be used to teach the topic of Organization Culture in the core course, Organization Behavior in the first-year curriculum, which is at the macro-level, with “organization” as the unit of analysis. It can also be used to teach the same topic with a stronger application orientation in the One Year Executive Education Program for middle-to-senior managers or short-term Executive Education Modules designed for a similar cohort.
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The purpose of this paper is to propose a theoretical model that leverages the practical wisdom of the Panch-Kosa framework of yogic philosophy to develop an awareness of…
Abstract
Purpose
The purpose of this paper is to propose a theoretical model that leverages the practical wisdom of the Panch-Kosa framework of yogic philosophy to develop an awareness of spirituality in the organization. It also provides quasi-quantitative empirical evidence to demonstrate its potential application.
Design/methodology/approach
A survey was designed and administered in four different organizations. Correlation, ANOVA and χ2 analysis were conducted to explore the applicability of the proposed framework.
Findings
The results indicate that values, as reflected in the physical aspects of an organization such as its logo, symbols and organizational elements characterized as “practice of Fair Governance” and “HR Effectiveness”, influence employee-related outcomes. Further, the study found that when there is a perfect “alignment” between an organization's intent to honor values and its corresponding actions, employees perceive the highest levels of holistic engagement.
Research limitations/implications
This study has an implication on how to leverage practical wisdom from Hindu philosophy to enable individuals and organizations to transform to a higher level of consciousness.
Originality/value
The paper has ventured into an uncharted territory of integrating the yogic framework of Panch-Kosa to the organizational elements and has provided preliminary support for its applicability in organizations. Moreover, it operationalizes the notion of alignment between organization's value-centric strategy and actions and its impact on employee-related outcomes.
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Rana Haq, Alain Klarsfeld, Angela Kornau and Faith Wambura Ngunjiri
The purpose of this paper is to present the diversity and equality perspectives from the national context of India and introduce a special issue about equality, diversity and…
Abstract
Purpose
The purpose of this paper is to present the diversity and equality perspectives from the national context of India and introduce a special issue about equality, diversity and inclusion (EDI) in India.
Design/methodology/approach
This special issue consists of six articles on current EDI issues in India. The first three of the contributions are focused on descriptions of diversity challenges and policies regarding caste and disabilities, while the remaining three papers address gender diversity.
Findings
In addition to providing an overview of this issue's articles, this paper highlights developments and current themes in India's country-specific equality and diversity scholarship. Drawing on the special issue's six papers, the authors show the relevance of Western theories while also pointing to the need for reformulation of others in the context of India.
Research limitations/implications
The authors conclude with a call to further explore diversity in India and to develop locally relevant, culture-sensitive theoretical frameworks. Religious and economic diversity should receive more attention in future diversity management scholarship in the Indian context.
Originality/value
How does India experience equality and diversity concepts? How are India's approaches similar or different from those experienced in other countries? How do theoretical frameworks originated in the West apply in India? Are new, locally grounded frameworks needed to better capture the developments at play? These questions are addressed by the contributions to this special issue.
Kulpatra Sirodom, Cristian Loza Adaui, André Habisch, Theodore Malloch and Gilbert Lenssen
Snehal R. Rathi and Yogesh D. Deshpande
Affective states in learning have gained immense attention in education. The precise affective-states prediction can increase the learning gain by adapting targeted interventions…
Abstract
Purpose
Affective states in learning have gained immense attention in education. The precise affective-states prediction can increase the learning gain by adapting targeted interventions that can adjust the changes in individual affective states of students. Several techniques are devised for predicting the affective states considering audio, video and biosensors. Still, the system that relies on analyzing audio and video cannot certify anonymity and is subjected to privacy problems.
Design/methodology/approach
A new strategy, termed rider squirrel search algorithm-based deep long short-term memory (RiderSSA-based deep LSTM) is devised for affective-state prediction. The deep LSTM training is done by the proposed RiderSSA. Here, RiderSSA-based deep LSTM effectively predicts the affective states like confusion, engagement, frustration, anger, happiness, disgust, boredom, surprise and so on. In addition, the learning styles are predicted based on the extracted features using rider neural network (RideNN), for which the Felder–Silverman learning-style model (FSLSM) is considered. Here, the RideNN classifies the learners. Finally, the course ID, student ID, affective state, learning style, exam score and course completion are taken as output data to determine the correlative study.
Findings
The proposed RiderSSA-based deep LSTM provided enhanced efficiency with elevated accuracy of 0.962 and the highest correlation of 0.406.
Originality/value
The proposed method based on affective prediction obtained maximal accuracy and the highest correlation. Thus, the method can be applied to the course recommendation system based on affect prediction.
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Snehal G. Mhatre and Nikhil K. Mehta
This study aims to identify the present development of workplace spirituality (WPS) by synthesizing the findings from the WPS literature, identifying gaps and proposing a research…
Abstract
Purpose
This study aims to identify the present development of workplace spirituality (WPS) by synthesizing the findings from the WPS literature, identifying gaps and proposing a research agenda.
Design/methodology/approach
This study reviews 72 articles on WPS published in scholarly journals to review their findings on how it has developed over time.
Findings
This review reveals a dearth of qualitative studies like the phenomenological approach, ethnographic research, mixed methodology and experimental research. Besides, the findings reveal various dimensions of spirituality in regard to the workplace. The synthesis reveals a paucity of research to examine WPS at the level of mesospiritual. The findings reveal the scope for cross-cultural studies in WPS that could support and advance inclusion and diversity in the organization. Also, there is scope to examine the relationship of WPS with mental and behavioral health, mindset, innovative behavior, sustainable behavior and trust. Further, the findings reveal the scope of studying the darker side of spirituality in the workplace.
Research limitations/implications
This study offers significant implications to researchers, management and human resource management (HRM) practitioners by providing a holistic understanding of WPS. The literature review findings are limited to the analysis performed on seventy-two papers from Web of Science (WoS) and Google Scholar databases.
Practical implications
This study provides suggestions and future research directions for researchers, HRM and management practitioners for the inclusion of spirituality. The review findings suggest the implications for management and HRM practitioners by understanding the research done in cognitive science and neuroscience related to spirituality to humanize the workplace. HRM practitioners can draw on the insights offered in this analysis to develop learning and development interventions in support of WPS, e.g. training programs for cultivating mindset through spiritual mentoring.
Originality/value
The study provides WPS development over time. It also provides a comprehensive outlook on WPS that highlights its positive and negative sides. The study contributes to the literature by categorizing the literature and proposing a research agenda to guide future WPS research.
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