After carefully analyzing the case study: "The Frontier of Fresh Food Supermarkets", I determine that this organization began its development 20 years ago in the Southeast and has achieved excellent results in states such as; Maryland, New Jersey, Massachusetts, New York, Connecticut and Washington DC. However, since the company has been very successful in these states, it now wants to expand to other states within the United States where there is population growth. Therefore, since the company has done well in the Southeast, executives now want to advance into the Southwest states due to population growth. The company suggested that one of their top managers carry out this transaction for them. This would cause the manager, who is an African American woman, to be relocated, and she must come up with an action plan to recruit individuals from diverse populations, to become part of this transaction. This would create jobs for these people. Now, for this transaction to be successful, the hiring manager should identify the strengths and weaknesses in regards to diversity initiatives within the company. By recruiting a diverse population, you would increase sales and profits, attract and retain top talent, reduce costs, turnover and low productivity, gaining and maintaining greater new market share (locally and globally) with a diverse and expanded customer base, ( NAS Insights, 2005). Have a diverse team to help do recruiting for the organization. The weaknesses of the company would be; not having an effective hiring plan would cause a company to not be a viable competitor. Take no initiative to use referrals. Reports can… middle of paper… your organization and opportunities within the company. The company as a whole will benefit from successfully relocating to the new region of the country, promoting and achieving a diverse workplace experience, which will attract and retain quality employees and increase customer loyalty (Pepper, 2012). Furthermore, for organizations like Fresh Foods Supermarket, this process can result in effective delivery, which will meet the essential services and needs of different communities. References: NAS Insights, (2005). Diversity recruiting. Retrieved February 20, 2012, from: http://www.nasrecruitment.com/doc/white_papers/Diversity-Recruitment.pdfPepper, J., CEO, (2012). Best practices for achieving workforce diversity. Retrieved February 20, 2012, from: http://govinfo.library.unt.edu/npr/library/workforce-diversity.pdf