MasterCard CEO: Ajay Banga

MasterCard chief executive officer Ajay BangaAjay Banga was born, raised, and educated in India. He verit qualified his bachelors degree in economics from Delhi University ( variety constitute leadership Ajay Banga, MasterCard populationwide, n.d.). Banga has had a very opposite occupational separate where he held umpteen senior man mountment roles simultaneously. He began his c atomic follow 18er with Nestle in India. During his thirteen years with the friendship, he forgeed on assignments to amplify sales, marketing and general man development (Banga, BIO Ajay Banga, MasterCard president and chief executive officer, 2013). Afterwards, he worked with Citigroup where he had the prospect to be the chief operating officer and to travel to London, Brussels, Hong Kong, and New York ( mutation leadership Ajay Banga, MasterCard worldwide, n.d.). Banga was appointed CEO of MasterCard in 2009 where he currently remains. (Banga, BIO Ajay Banga, MasterCard president and CEO, 2 013). He has served as a member of the U.S. Presidents Advisory Committee for Trade Policy and Negotiations as puff up as a member on the Commission on Enhancing guinea pig Cybersecurity under the Obama administration (Our people, n.d.).Banga has had the pleasure to project a very versatile and distinguished c beer and continues to share his experiences and association with separates. As leader of a evanesce ten most diverse company, Banga says that being different tendings to systema skeletale a global workforce (Banga, What does global tight for MasterCard?, 2015). His passion for variety show came from the fact that he himself is diverse, in the palpate that he is of Indian decent, runs a global company, and wears a beard and turban roughly thing that is non common in his position (Groysberg Connolly, 2013).Status1MasterCard has continually been considered a diverse company. This chiffonier be contributed to the fact that MasterCard is a global company that opera tes in more(prenominal) than 210 different countries and employs all over 7,500 employees. The company trusts that having miscellanea forget allow a better appreciation and greater access to radical markets (Our Story, n.d.). In 2001, the company had launched the Supplier Diversity Program so that businesses that were owned by women, veterans, and minorities would bewilder more of an represent opportunity to participate in the procurement process (Our Story, n.d.). However, the roles of multifariousness and cellular inclusion would non be a main focus for a some years, until the appointment of Ajay Banga. The proof goat be seen in the arrangeing of MasterCard by Diversity Inc. Magazine where MasterCard didnt hit the top 50 until 2005 at rank 49 (DiversityInc top 50 list since 2001, n.d.).Celebration, however, would be premature for the company, as it took an additional quatern years until it would refer the top 50 at one time a score in 2009 at rank 41. It wasnt until 2011 that the company would see momentum taking them up the list where it went from rank 31 on the list in 2011, to rank 15 in 2012, and then to the top ten in 2013 at rank 5 (DiversityInc top 50 list since 2001, n.d.). a great deal of the success could be associated with the introduction of MasterCards innovative creation of its employment alternative Groups (BRG) (Leading our diveristy efforts, n.d.).Philosophy Ajay Banga has a philosophy of global multifariousness and inclusion. His passion for alteration comes from the fact that he himself is diverse as an Indian immigrant. Banga promotes his vision of a world beyond cash (MasterCard conversion and inclusion, n.d.). This right smart of keep that his workings of diversity and inclusion go beyond the simple fact of making money, and stretch farther to helping otherwises grow as head. The company has been tangled in philanthropy as rise up as programs that assist others in someoneal and professional growin g (MasterCard diversity and inclusion, n.d.). He has a passion to avow others of the importance of diversity in multiple aspects of the global market. This is seen in his speeches at IIM-A clan of 2015 (Banga, MasterCard CEO Ajay Bangas half dozen slightons on leadership as t mature to the IIM-A class of 2015, 2015) and to the NYU Stern graduates (Equality, diversity anchore MasterCard CEO pass to NYU Stern gradates, n.d.). Here he speaks almost doing well and doing good as the highest form of leadership (Banga, MasterCard CEO Ajay Bangas sestet lessons on leadership as t doddery to the IIM-A class of 2015, 2015). He feels that a company that is successful has a responsibility to help others succeed as well.Banga said, As a company, we imagine diversity sits at the root of innovation. Diversity of glossiness, experience, and thought all drive innovative holding. Thats why we encourage employees to piddle a bun in the oven their diverse opinions and ideas. (MasterCard d iversity and inclusion, n.d.). During his speech to NYU Stern graduates, Banga pokes fun at himself by saying that one of his hobbies is to be randomly searched by TSA in airports (Equality, diversity anchore MasterCard CEO message to NYU Stern gradates, n.d.). This goes along with his philosophy that people should not be foc work on where they come from or what they look alike(p) and more on what they do and how they do it. That acceptance of all cultures and phylogeny of those cultures fucking benefit business. Banga has said many times that a group of similar people tend to think in similar ways, reach similar conclusions, and entertain similar blind spots. (Equality, diversity anchore MasterCard CEO message to NYU Stern gradates, n.d.).Banga suggests that a company should try to increase its connectivity to the rest of the world by looking outside its own boarders and to get involved in other organizations, but also with the ones that connect back to it (Banga, MasterCard CE O Ajay Bangas six lessons on leadership as told to the IIM-A class of 2015, 2015). This is what gives MasterCard its success as a global company. Banga tells of four important attributes that defines a great leadership culture of diversity. The first is a sense of urgency to solve problems and implement solutions that quite a little be solved easier from having a diverse culture. Second is a sense of balance, third is to have the courage to take thoughtful risks.To explain this, Ajay takes a quote from Winston Churchill, Success is not final, failure is not fatal, its the courage to continue, that real counts. (Equality, diversity anchore MasterCard CEO message to NYU Stern gradates, n.d.). This agency that a individual must be willing to take a chance to wobble for the better and innovate solutions to be better. One of his attributes is to be competitively paranoid, where a person must constantly ask themselves if they are missing anything to the problem, if thither is someth ing else that can be done, or a better way to do it. We must harness the collective uniqueness of people to widen your field of operation of vision. (Equality, diversity anchore MasterCard CEO message to NYU Stern gradates, n.d.). The bigger the window is that you have to view the world, the more you can see what works and what doesnt. This boils down to having a diverse culture in multiple locations around the world that will allow acuteness as to how to conduct smart business decisions. outlineBanga has enforced his philosophy of diversity and inclusion to grow the company nonetheless stronger as a global competitor by creating innovative solutions. He states that, Diversity of thought is at the heart of innovation. (MasterCard diversity and inclusion, n.d.). To accomplish this, Banga had to be fit to tap into the diverse cultures of the world and to gain their involvement so that the entropy can be collected and used. This was done by creating Business Resource Groups (BRG) . These are similar to Affinity groups that other companies have, except for that they are more than just focused on the business of things. Each of the ogdoad BRGs that MasterCard has focuses on a specific part of the global culture to gain valuable insight as well as to be able to assist in the development of these groups.These groups include Salute, which assists active military and veterans in transitioning to MasterCards culture, WLN (Womens Leadership Network), where help in advancing the careers of women by dint of mentoring and coaching is available, Pride, where a culture of inclusiveness and acceptance regardless of gender identity, wakeual orientation, or flavor is accepted, and YoPros, where the company utilizes innovative skills of unexampled professionals to aid in the advancement of the new world of technology such(prenominal)(prenominal) as teaching the ropes of social media (MasterCard diversity and inclusion, n.d.).The Center for Inclusive Growth was created to advance more sustainable economic growth and monetary inclusion globally (MasterCard diversity and inclusion, n.d.). Its focus is in two areas, inquiry and global philanthropy, where multiple programs are in role to help the worlds poor and financially excluded to gain more control over their financial future (MasterCard diversity and inclusion, n.d.). One of the most important strategies that has been implemented would be the EDGE program. Employees Driving the Global Edge follows the philosophy that MasterCard is a company that exists beyond boundaries and must think beyond them as well (Johnson, n.d.).The EDGE allows employees of all levels and from all over the globe to connect, communicate, and socialize on an intellectual level that enables them to share their experiences on what they have curbed and essentially last advocates for MasterCard (Johnson, n.d.). It has become part of one of the cornerstones of MasterCard which is education and as such has now set the fou ndation for education on payments and products desired by the diverse cultures around the world (Johnson, n.d.).GoalsBangas endeavors were to create a diverse surroundings with diverse people in a diverse world culture. frequently referred to as a world beyond cash in the MasterCard family. This goal was the platform for many of the innovations that were created. For Banga, owning a global company meant looking knightly what was only good for his company, and beyond where it was centrally located. By helping other businesses succeed, Banga knew that MasterCard would succeed with them. Banga said, Its only lonely at the top when you dont bring other people along with you. (Banga, MasterCard CEO Ajay Bangas six lessons on leadership as told to the IIM-A class of 2015, 2015). He has put forward an increase focus on the companies eight resource groups to help extend comparisonships with current and potential partnerships. In doing so, BRG chapters have expanded worldwide with the addition of twelve new chapters created in 2015. MasterCard has also made further commitments with support to the LGBT community and with the help of other firms has created the Open for Business coalition (No. 7 / MasterCard/ DiversityInc take place 50, n.d.).Bangas future goals are to continue to be diverse and to continue MasterCards innovative culture and to help other businesses succeed. He has succeeded in bringing the company to the forefront of diversity leadership. Going along with his lessons on leadership, being competitively paranoid means to keep questioning the ways things are being done and to contest yourself to do them better (Banga, MasterCard CEO Ajay Bangas six lessons on leadership as told to the IIM-A class of 2015, 2015). He believes that being different helps in building a global workforce (Banga, What does global mean for MasterCard?, 2015).Current StatusMasterCard currently holds onto its position in the top ten most diverse companies (DiversityInc top 50 list since 2001, n.d.). The company has been in the top ten for four years in a row. A major factor that many companies face in the fight for diversity is the amount of diversity in leadership positions. A company can be diverse, but if there arent any diverse leaders, then the message gets lost. MasterCard has accepted this challenge and has 80.6% more Asians in senior leadership than the rest of the top ten companies, and 25.4% more blacks, Latinos, and Asians total than that of the top ten, which is 76.7% higher than the national average (No. 7 / MasterCard/ DiversityInc Top 50, n.d.).Critical ClaimMy original idea of diversity was that it mainly involved the direct culture of businesses. I understood the value of having a diverse workforce to further the thinking of a business in regards to growth and marketing strategies and even to the point of social acceptance. After researching and learning more about Ajay Banga, I feel that I had much more to learn than I thought. Dive rsity on a global level means that a company must have the capability to understand different economic and social cultures. Only then, can the company be able to involve itself to benefit not only itself, but also everyone they do business with. MasterCard has taken upon itself to help these companies gain control over their financial future so that they can grow with the rest of the world. Business trading operations need to be just as diverse as the company performing them. We see today a more diverse participation than ever before as it has grown far beyond the demographics of age, sex, race, and religion. forthwith we have identities that people claim, races have become intertwined.References Banga, A. (2013, November 20). BIO Ajay Banga, MasterCard president and CEO. Retrieved from mastercard.com http//newsroom.mastercard.com/documents/ajay-banga-bio/Banga, A. (2015, April 8). MasterCard CEO Ajay Bangas six lessons on leadership as told to the IIM-A class of 2015. Retrieved from Quartz Media LLC. https//qz.com/377104/ajay-bangas-six-lessons-on-leadership-as-told-to-the-iim-a-class-of-2015/Banga, A. (2015, June 24). What does global mean for MasterCard? Retrieved from Yale Insights http//insights.som.yale.edu/insights/what-does-global-mean-for-mastercardDiversity leadership Ajay Banga, MasterCard worldwide. (n.d.). Retrieved from DiversityInc http//www.diversityinc.com/ajay-banga/DiversityInc top 50 list since 2001. (n.d.). Retrieved from DiversityInc http//www.diversityinc.com/all-diversityinc-top-50-lists/Equality, diversity anchore MasterCard CEO message to NYU Stern gradates. (n.d.). Retrieved from MasterCard Engagement Bureau Video Gallery http//newsroom.mastercard.com/videos/equality-diversity-anchor-mastercard-ceo-message-to-nyu-stern-graduates/Groysberg, B., Connolly, K. (2013, September). peachy leaders who make the mix work. Retrieved from Harvard Business Review https//hbr.org/2013/09/great-leaders-who-make-the-mix-workJohnson, D. (n.d.). MasterCard diversity trail on the EDGE of innovation. Retrieved from newsroom.mastrecard.com http//newsroom.mastercard.com/wp-content/uploads/2014/10/Diversity-white- makeup-final.pdfLeading our diveristy efforts. (n.d.). Retrieved from mastercard.us https//www.mastercard.us/en-us/about-mastercard/who-we-are/diversity-inclusion.htmlMasterCard diversity and inclusion. (n.d.). Retrieved from mastercard.us file///C/Users/vmostul/Downloads/MCUS-14012_Diversity_Brochure_v1_July23%20(14).pdfNo. 7 / MasterCard/ DiversityInc Top 50. (n.d.). Retrieved from DiversityInc http//www.diversityinc.com/mastercard/Our people. (n.d.). Retrieved from mastercard.com http//newsroom.mastercard.com/people/abanga/Our Story. (n.d.). Retrieved from MasterCard Newsroom http//newsroom.mastercard.com/wp-content/uploads/2013/09/MasterStory_Our_Story.pdfPerspectives on agedness risePerspectives on Ageing EssayLachlan Donnet-JonesAgeing is a term used to describe the physical, psychological and social change s that occur to an individual over time. trance most individuals possess their own interpretation of ripening, the issues and challenges faced by the honest-to-god population is a topic commonly misunderstood. This can be referable to generational differences in morals, values, beliefs and a lack of cause, leading to various stereotypes, prejudices and assumptions of the senior. This paper will explore my own personal understanding of the issues and challenges faced by the elderly and how my assumptions compare to current evidence based research and the entropy obtained through a conversation with an elderly person.Prior to the conversation with my 71 year old grandfather, who will be referred to as George, I had create various assumptions from my attitudes and existing knowledge about what Georges primary concerns and issues were at this layer in his life. To better understand Georges situation it was helpful to think about myself in 50 years time, and what would be primar y concerns for me if I were 70 years old. The topics I thought about in relation to the issues and challenges of aging included deteriorating health, cognitive get, physical ability, and family and relationships. I chose to focus on the issues which I would consider to be most concerning if I were an elderly person, which earlier pertained to mental and physical health and the social aspects of senescent.Given that I am technically still classified as a teenager, my experience with ageing is rather limited. This leads me to believe that many of my attitudes and beliefs about ageing whitethorn have been heavily influenced by popular stereotypes. As Kim Vickers of the University of California explores in her research article Ageing and the Media, the media can heavily influence the opinions of young persons, such as myself, by portraying ageing in a invalidating light (Vickers, 2007). I believe that when you age your cognitive function and ability declines, for example, the abili ty to accurately memorise and recall information becomes less sharp and reliable. I also believe that along with cognitive function, you become frail and your ability to be physically active becomes more difficult, which includes anything from walkway the dog, going to the supermarket, to engaging in sexual activities. Respect is one thing that I think can be positive with ageing. I believe that when you become older and wiser your opinion and knowledge will be increasingly considered, especially by those who are not as wise and knowledgeable. In summary, looking at my initial attitudes toward ageing, it is quite apparent that I have formed, through my minimal life experience, a relatively limited and negative view of ageing, which is most likely collectable to my lack of understanding, and that our society as a whole places greater value on youth, than on ageing ( surgery Department of Human Services, 2012).During the interview with George, I discovered that a number of the assu mptions I held about the elderly were not as accurate as I had thought. The first and most surprising answer I acquire from George was in regards to having more respect from others. George stated that he did not believe he was treated with any more respect, as he aged. This was a direct contradiction to what I had considered to be one of the positives of growing old, and I found this to be most surprising. This made me think of why George whitethorn feel that way. Perhaps it is due to the changing attitudes of youth toward the elderly, they do not recognise respecting an elderly person, as much as previous generations have done. It may also be an individual thing, where George has simply not detect any change in the way people regard and respect him.There may be a number of reasons for this, however it step forwards lucid that one of the primary contributing factors is the change in generational attitudes, oddly those of the young toward the elderly. Professor Jared baseball fi eld noted that one of the reasons for the shifting generational attitudes may be due to the rapid changes in technology (Diamond, 2011). Predating the use of written records, the repositories of knowledge the elderly members of society possessed in their memories were once considered vital to pass onto future generations, for example, the telling of stories to children. However, with advancement in technology new resources have become available, that previously did not exist, such as television, the internet, and mass media. The ease of access and availability to this endless source of information and knowledge has, in a sense, replaced the role of the elderly within some societies and, therefore, may have led to less respect by the young towards the old.Another aspect of the newer generations of elderly people is the increasing life hope which can be viewed as a positive thing, however, increased age correlates with increased susceptibility to chronic diseases, especially those wh ich affect the fountainhead-set and cognitive function, such as dementia (Buttrose, 2011). One of the expectations I had of old age is that of declining cognitive function. When asked about day to day life George stated that he did not particularly feel old, however, he had noticed himself slowing down. George explained that he is aware of his physical and mental capabilities not being as sharp, as perhaps they once were, however he does not feel or think of himself as old. In an attempt to further my understanding on the effects ageing has on cognitive function, I investigated the work of genus Melissa Lee Phillips regarding her research into cognitive ability in the elderly.Melissa Lee Phillips published an article in the American psychological Associations (APA) manage on Psychology segment that compares the cognitive function of the brain in youth and the elderly (Phillips, 2011). The adult brain has long been thought to be most efficient during youth, however in Phillips art icle she points to research that contradicts that information. The research shows that the maturing mind actually retains many of the skills learnt during youth, and continues to develop new strengths. The ageing brain is also capable of rewiring itself and has proven to improve in various areas, such as being less neurotic, calmer, and better at sorting through social situations (Phillips, 2011). Cognitive neuroscientist, Patricia Reuter-Lorenz, PhD, of the University of Michigan stated that there is an enduring potential for plasticity, reorganization and preservation of capacities, providing further evidence to support this new surmisal (Reuter-Lorenz, 2012). This new evidence helps disprove the stereotypes of ageing, such as the common proverb, you cant teach an old dog new tricks.Another claim titled the Seattle Longitudinal Study conducted at the University of Washington in Seattle, uncovered a large amount of new data on ageing and its effective on the brain. The research t eam leader Sherry Willis, PhD, states that the results show that while memory and recall skills begin to decline, skills such as vocal abilities, spatial reasoning, simple math and abstract reasoning showed marked expediency (Schaie, 2013). Relating the influx of new research back to my perspective on ageing, it would appear that whilst there are some undesirable effects on cognitive ability, there are also positives aspects to the ageing brain. I believe the way ageing is portrayed by the media in society is a concentrate view which primarily focuses on the negatives of ageing. This view is supported by the findings of desexualise Jeanne Holmes in her paper Successful Ageing A Critical synopsis, published in the journal of the American Society of Ageing (Holmes, 2009). comparable to cognitive function, I had assumed that due to elderly people having increased fragility, decreased physical strength and the body slowing down due to ageing organ systems, it would cause the libido of elderly persons to significantly decrease, if not part with to exist at all. Although I did not ask my grandfather about his sexual activities, I did do my own further research into the topic. Judith Horstman provides insight on sex and the elderly in her book The Scientific American Healthy Ageing Brain, in which she states Recent studies and surveys show the brains of those well over 60 years old want and enjoy sex (Horstman, 2012). This information directly contradicts what I had previously believed. In the United States, a national survey was conducted on men and women aged between the ages 75 and 85 to determine the level of sexual activity in the elderly population. The results showed that three-quarters of male participants and approximately half of female participants said they were still provoke in sex, and were still sexually active (Pew seek Center, 2010).Growing old is an inevitable and natural process, and I think it is important to keep in mind that we will all be considered old one day. both(prenominal) may define ageing as the changes that increase the likelihood of death, which may be true, however after the conversation with my grandfather I can see that ageing is not necessarily a negative thing. I now understand how my own opinions have been influenced by popular culture, the media and society. Ageing can change many aspects of a person, and contrary to what may be portrayed in the media, these changes are not necessarily negative. Attributes such as physical agility may decline with age, others such as knowledge and wisdom continue to expand. It is my understanding, that by leading a kempt life style and actively participating in all that life has to offer, one can live a fulfilled and worthwhile life well into old age. I believe that, much like fine wine, quality of life can increase with age.ReferencesButtrose, Ita (2011).Dementia Across Australia 2011-2050. Sydney Deloitte Access Economics Pty Ltd.Diamond, J. (2011). DOCUMENT 163 Jared Diamond on Consumption, Population, and Sustainability, Credo Reference Collections, EBSCOhost, viewed 4th August 2014.Holmes, J. (2009). Successful ageing a critical analysis a dissertation submitted in incomplete fulfilment of the requirements for the degree of Doctor of Philosophy in the School of Sociology, favorable Policy, and Social Work at Massey University, Palmerston North, New Zealand.Horstman, J. (2012).The Scientific American healthy ageing brain. 1st ed. San Francisco Jossey-Bass.Oregon Department of Human Services, (2012).Myths and Stereotypes of Ageing. Oregon Oregon Department of Human Services. Available at http//www.oregon.gov/dhs/apd-dd-training/EQC Training Documents/Myths and Stereotypes of Aging.pdfPew Research Center, (2010).Growing Old in America Expectations vs. Reality. A Social Demographic Trends Report. Washington, DC.Phillips, M. (2011). The mind at midlife.American Psychological Association (APA), 42(4), p.38.Reuter-Lorenz, PhD, P. (2012). Cognitive neuropsychology of the ageing brain.American Psychological Association (APA), 17(3), pp.177-182.Schaie, K. (2013).Developmental influences on adult Intelligence. 2nd ed. New York Oxford University Press.Vickers, K. (2007). Ageing and the media Yesterday, today, and tomorrow.Californian Journal of Health Promotion, 5(3), pp.100105.cecal appendageAppendix 1 Expectations Prior to ConversationAppendix 2 Conversation Questions and AnswersGeorge. Grandfather. 71 years old. White/Caucasian. Married.Appendix 2 Conversation Questions and Answers Cont.Page 1 of 9