After carefully analyzing the case study: “The Fresh Food Supermarket Frontier,” I determined that this organization began its development there has been in the southeast for 20 years and has been very successful in states such as; Maryland, New Jersey, Massachusetts, New York, Connecticut and Washington DC. However, as the company has had great success in these states, it now wants to expand into other states in the United States where the population is growing. Therefore, as the company has performed well in the southeast, management now wants to expand into the southwest states due to population growth. The company suggested one of its senior executives to carry out this transaction for them. This would result in a relocation for the manager who is an African American woman, and she must develop a plan of action to recruit individuals from the diverse population, to be part of this transaction. By doing so, it would create jobs for these people. Now, to make this transaction successful, the hiring manager should identify the strengths and weaknesses of the diversity initiatives within the company. By recruiting a diverse population, it would increase sales and profits, attract and retain top talent, reduce costs, turnover and low productivity, gain and retain a greater market share (local and global) with an expanded diverse customer base (NAS Insights, 2005). Have a diverse team to help conduct recruiting for the organization. The company's weaknesses would be: Without an effective recruiting plan, a company would not be a valuable competitor. Do not take initiative in the use of references. References can...... middle of paper ...... your organization and opportunities within the company. The company as a whole will benefit from a successful establishment in the new region of the country by promoting and achieving workplace diversity, which will attract and retain quality employees and increase customer loyalty (Pepper, 2012). Additionally, for an organization like Fresh Foods Supermarket, this process can result in highly efficient delivery, which will meet the essential services and needs of various communities. References: NAS Insights, (2005). Diversity recruitment. Retrieved February 20, 2012 from: http://www.nasrecruitment.com/doc/white_papers/Diversity-Recruitment.pdfPepper, J., CEO, (2012). Best practices for achieving workforce diversity. Accessed February 20, 2012 at: http://govinfo.library.unt.edu/npr/library/workforce-diversity.pdf