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Under this perspective, demographic criteria are a proxy for concepts such as different values and belief systems. Businesses benefit from hiring more minorities not because the office looks more balanced, but because minorities offer different perspectives and ideas.
The third research question was "What role does culture play in the definition of diversity?" This is a fairly subjective question. It could be answered on the basis of the literature review, but is not addressed in the survey. The business perspective as noted in the discussion of RQ2 would imply that culture is important. To answer this question properly, however, either study of academic literature (HR journals, sociology journals or management journals) could be conducted, or businesses could be studied/HR practitioners interviewed.
The fourth research question was "Why are women, blacks, Asians, Hispanics, and other persons of Caucasian decent considered fewer times than those in the majority race for managerial positions?" This question does not make sense. I presume what you meant was "non-Caucasian." Bear in mind that Caucasian refers to people from the Caucasus Mountains; "European descent" or "non-Hispanic white" are more accurate, the latter being the one used by the U.S. Census Bureau.
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It is, however, closer to what was tested. The null and alternative hypotheses that are derived from the above hypothesis, however, are unrelated to it.
Overall, the survey that was used as the data source is inappropriate for this study. The survey is not related to diversity in the workplace, nor is it related to management issues. A study of university students regarding their perceptions of how well the university is exposing them to diversity is perhaps relevant to research questions and hypotheses relating to the role post-secondary institutions play in increasing exposure to diversity.
The study as it stands does not answer any of the research questions nor does it test any of the hypotheses. In order to correct this deficiency, it is recommended that a new survey be developed and implemented, surveying businesses with respect to the subject and directly with respect to the research questions and hypotheses.
Research will be useful to companies of all sizes and in all sectors of the market. Everyone is affected by diversity, whether they realize it or not. Companies that do not have a diverse workforce internally still come into contact with suppliers, customers, and others outside of the company who are from differing backgrounds. The research will benefit public and private companies of all sizes by allowing them to gain
Diversity There are several elements to the business case for diversity. Bendick, Egan and Lanier (2010) outline the typical business case for diversity, which consists of three elements. First is that it broadens the pool of employees, second is that it gives the company greater ability to serve the entire community and third is that it will result in a more productive workforce. The authors do not draw conclusions from their
Diversity There is a high degree of cultural diversity within the Miami-Dade Public School System. According to the U.S. Census Bureau (2010), the county has 73.8% white, 18.9% black, with other groups making up the rest. Within these categories, there is significant diversity. For example, 65% of the population reported Hispanic or Latino origin. Of the white population, only 15.4% reported being non-Hispanic. A full 71.9% of people spoke a language
Introduction A diverse workforce consists of individuals from a wide range of cultures, standpoints and background is pivotal. Organizations that generate inclusivity within the workplace setting and hearten success amongst all personnel outperform their rivals. Organizations that embrace and implement diversity have better performances in the market. Statistics indicate that for every 1 percent increase in gender diversity, there is an increase in organizational revenue by 3 percent. Furthermore, greater levels
If the right employee is chosen then the knowledge that they gain while abroad can be a valuable asset when they return home. They develop an intimate relationship with a different market than the parent company. This knowledge can help the parent company expand to meet the needs of a more diverse group of clients. There have not been many studies in this area at all. This study has
Diversity in the Elderly Population Elderly There is an abundance of diversity of the newest elderly generation. There is a lack of diversity in the health care coverage for the elderly. This would not exist in the future of health care. It is simply not practical nor ethical to ignore this issue of geriatrics as part of the visualization of the future of health care. Subtracting ethics for those who do not