Monthly Archives: July 2010

Closed for Summer Vacation!


I’ll be on vacation for next couple weeks but will be doing some “micro-blogging” via Twitter. You can catch me at @MiguelACorona (or follow the Twitter link on the RHS of the page).

See you in a couple weeks!

Happy Birthday Hispanic Talent Memo!

Hispanic Talent Memo marks its One Year Anniversary on July 11th. It’s hard to beleive I’ve been at it for a year! I’m so humbled by many of you that have reached out to me over the last 12 months, especially during my medical issues earlier this Spring. Your kindness and support were very much appreciated. So Happy Birthday HTM – you’ve certainly changed my life over the last year.

By the way, please try overlooking the funky Vimeo screen shot below – it looks like I had too much tequila!    

Untitled from Miguel A. Corona on Vimeo.

Hispanic Perspectives on Organizational Commitment

I just finshed reading “Delivering Happiness: A Path to Profits, Passion, and Purpose” by Tony Hsieh, the CEO of Zappos. A good book that describes the founding and growth of Zappos. The book provides a lot of great lessons, but I was struck by one in particular: the organizational commitment of its employees. 

Nothing harms a company more than employees not “showing up” to work. Absenteeism or turnover has obvious consequences to an organization’s success. The impact of turnover has financial costs when you consider the time and expense it takes to recruit and train an employee. Another way employees miss work, or “don’t show up,” happens when they’re not mentally engaged due to a lack of motivation or support. This combination of physical and mental absence might be viewed as a lack of commitment to the company. Organizational commitment can be described as the degree to which an employee senses a connection with a company. It includes an employee’s belief in the organization’s values, the motivation to perform organizational activities, and the desire to stay engaged with the company.

Therefore, it’s important for employers to understand that Hispanics might have unique perspectives regarding organizational commitment. Numerous management studies have shown that Hispanics have a higher sensitivity of bias in the workplace. Despite having comparable qualifications and experiences, research has shown that Hispanics still face discrepancies in income and fewer promotional and/or career opportunities. Given this data and perhaps based on their own personal experiences, Hispanics might also be more conscious of organizational inconsistencies. Taken together, Hispanics perceiving any partiality or unfairness might question the organization’s commitment to diversity and inclusion. This could eventually lead to decreased engagement with the company.

By understanding that Hispanics have unique perspectives about organizational commitment, companies can enhance the way they communicate and manage Hispanic employees. To thoroughly benefit from diversity efforts, organizations should be aware of these characteristics. A positive aspect of diversity initiatives is the opportunity to increase personal effectiveness and communication with employees as well as create an environment of fairness and equality. By engaging and understanding their perspectives as it relates to organizational commitment, employers have a greater opportunity to make Hispanic employees feel they’re part of an organization – a place where their diversity is valued. Building this awareness will also help Hispanic employees feel they’re part of an organization where professional opportunities are not only obtainable but equally distributed.

Thank You Junior Achievement of New Jersey!

Earlier in the year, I shared my experiences as a volunteer and student participant with Junior Achievement. Today, my good friend  Amy Boroff, Development Director for Junior Achievement of New Jersey, shared this video from their Latino Professional Community Day. The event brought together dozens of Hispanic volunteers from corporations and professional associations to mentor students at First Avenue School in Newark, New Jersey. First Avenue’s student population is more than 90% Hispanic. One can imagine the impact of having role models spend the day with these kids. You can literally see the excitement and engagement in their eyes. Please take a few short moments to see the wonderful work done by Amy and the great team at Junior Achivement of New Jersey. It made my day – let it make your day as well. Enjoy!

Junior Achievement’s Latino Professional Community Day from Leo Aristimuno on Vimeo.

Are You Using a "Big Box" Recruiting Strategy?

I met a smart and confident entrepreneur at a recent networking event. I asked about her business, and she went on to tell me about her four companies. She’s a web designer. She also offers web hosting. She offers printing services. And she also owns a PR company. All the while I was thinking – this person is a “jack of all trades but a master of none.”  Later on the way home, I passed a large retail store. You know the kind. It’s the type of store that offers numerous product lines. It buys in volume “and passes the savings on to you!”   

What message are these organizations communicating? Would any of these organizations be trusted to provide quality products or services? What’s their long-term viability?  Their business models (and value) are based solely on price. Customer loyalty is assured only as long as their prices are indeed the lowest. More importantly, in trying to be ALL things to all customers, they convey a sense of conformity, rigidity, and mediocrity. What would happen if you were to ask for a special order, expert advice, or a straightforward recommendation? I think you get my meaning.

Compare these types of stores to a boutique. A boutique usually specializes in selling quality products or services. They’re often passionate. They’re experts. And they love to share information about their product. They live or die by reputation, referrals, and solutions. A boutique constantly monitors its business environment making sure its core expertise is always sharp and well-tuned.  In short, their power is based in specialization.

Employers with successful recruitment strategies are also savvy marketers, “boutique like.” Employers that are creative and that consistently market their uniqueness usually attract a lot better candidates (by the way, job seekers can use the same approach!). The talent market today is competitive and, at the moment, very crowded with jobseekers. With so much talent available, it’s easy for an employer to utilize the “value” recruiting approach. It’s the “If I Advertise – They Will Come” recruitment strategy.

Unfortunately, I think a lot of organizations still use this approach, don’t they? But in doing so, they become unfocused – the large retailer that tries to be everything to everyone. And rather than attracting the right candidates, they attract mediocre candidates that don’t meet their needs.