Diversity Education As the workplace becomes increasingly diverse, it is necessary to ensure that the transition to diversity is smooth. Yes, there are compliance issues at work, and this is something that the company must be aware of. But the change in how organizational diversity is viewed and trained reflects the belief today that diversity can be a powerful source of advantage. The current economic environment is so globalized that no company is without workers, suppliers, customers or competitors from other cultures, and therefore it is necessary to provide some education as to how this can be utilized for advantage.
The American workplace has become increasingly diverse, a reflection of the American urban environment. Diversity training serves a few different purposes in organizations. The first is that it promotes an atmosphere of tolerance in the company, but many scholars have also made a business case for diversity. Some earlier writings on the subject outlined that diversity training helps to resolve internal conflict, improve communication flows within the company, align the company better with its market, and can also help improve organizational creativity by introducing new ideas to organizations (Cox & Blake, 1991). Later writers noted that the effects of diversity were complex, something that should be reflected in the way that the organization trains for diversity (Milliken & Martins, 1996).
As awareness of diversity grows, and the case for diversity training increases, it is evident that more companies are including a diversity component in their training programs. Initially, diversity training was oriented towards compliance issues, following the passage of the Civil Rights Act of 1964, but by the 1990s the tone of diversity training shifted. The focus at that point was on improving working relationships, and by the 2000s the focus for diversity training had shifted again, this time towards leveraging diversity for ...
This is not to say that there are no ethical issues with regards to diversity training. One point of opposition to diversity training has arisen, not so much with the idea in general, but in the way that diversity is taught. In many spheres, diversity training has a tendency to focus on the idea that all are equal, and indeed more or less the same. This view, possibly rooted in Eurocentric guilt for past oppressions, ends up whitewashing people, when the reality is that people from different cultures can be very different from each other. This has led to criticism of one of the underlying assumptions around which much diversity training is built. It points to a different form, a new evolution, of diversity training, in which organizations accept differences.…
As the workplace becomes increasingly diverse, it is necessary to ensure that the transition to diversity is smooth. Yes, there are compliance issues at work, and this is something that the company must be aware of. But the change in how organizational diversity is viewed and trained reflects the belief today that diversity can be a powerful source of advantage. The current economic environment is so globalized that no company is without workers, suppliers, customers or competitors from other cultures, and therefore it is necessary to provide some education as to how this can be utilized for advantage.
Corporate Social Responsibility The author of this report has been asked to do a critical review of the subject that has come to be known as corporate social responsibility, or CSR for short. Rather than just doing a general literature review of the subject, there will be some specific points of analysis that will be focused on. The primary focal point that will be distinctive in this report is the comparison
Education for a New Humanity In recent years, educators and policymakers have expressed concern regarding, not only the low ratings of our educational institutions on a global scale, but also the dearth of purpose and a holistic view of life in curricula. According to the website, Pedagogia 3000, "If we take the new ways of learning and of being of [today's] children as reference, as well as the new paradigms of
While popularly associated with the advent of web-based technologies, DE is not a new phenomenon (Ragusa et al. 2009, 679)." The author asserts that during the nineteenth century many universities had correspondence programs. These programs remained popular for many years because they were different from more conventional learning environments. At the current time, distance education is driven by the pace of technological change and such changes are occurring globally
Education I support most of what Robinson is saying that video. The core of his argument is that the education system geared more towards creating workers than thinkers, and that does seem to be the natural outcome of a lot of decisions in the education system. Schools that remove arts, physical education and other such classes to focus on standardized test subjects are being economically motivated to churn out workers. This
Diversity management is one of the key issues facing corporate America today. Higher number of female workers along with influx of immigrants from various racial and ethnic backgrounds in the workforce has prompted a need for diversity management because lack of the same can cause serious legal and performance problems. Diversity management refers to the strategies that seek to create a positive and healthy environment for everyone at the workplace.
Corporate Governance Two different, yet related corporate governance definitions have been presented in this paper (Mallin, 2006: 3). Sometimes they cause confusions and controversy and ultimately affect the implementation of tightening of governance (Windsor, 2009). The 1992 Cadbury Report, which presented the major proposals for tightening governance, described governance as the system through which firms are managed, regulated and supervised (Cadbury, 1992: 15). The fundamental agency idea emphasizes that corporate governance has