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Diversity and Global Understanding -- Irish & Dutch Immigration
hat were the contributions of the Dutch and Irish immigrants to America by the 1870s? hat was the pattern of the Dutch immigration into the new country and what was the pattern of the Irish as they flowed from Great Britain to America? These and other issues will be addressed in this paper.
The Literature on Irish Immigration into America
here did the Irish settle when they arrived in the New orld? Contrary to some historical writing the Irish "…claimed every part of the new continent as their own," from the American South, to the North and the est as well as the East, according to author Janet Nolan (Nolan, 2009, p. 76). hat set the initial wave of Irish settlers apart from immigrants from other European countries is that "…at certain times, [Irish] women outnumbered their male counterparts (Nolan, 77).…
Bergquist, James M. (2008). Daily Life in Immigrant America, 1820-1890. Chicago, IL:
Greenwood Publishing Group.
Gormley, Myra Vanderpool. (2006). The Dutch Touch Upon America. Genealogy Magazine.
Retrieved October 19, 2012, from http://www.genealogymagazine.com/dutch.html .
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. In more meaningful terms, diversity management is any effort made to train managers and other employees to get along with each other in a more positive manner.
Diversity management is closely connected with good performance because the better and more positive a work environment, the higher will be the productivity of individual employees. Secondly if there are diversity related issues at workplace, it not only diminishes productivity and commitment, it can also lead to higher turnover and more legal repercussions.…
Ray Haines, Hellen Hemphill. Discrimination, Harassment, and the Failure of Diversity Training: What to Do Now. Praeger, 1997
Cris Wildermuth and Susan Gray. Diversity Training (ASTD Trainer's Workshop). ASTD Press, 2005
ORLANDO C. RICHARD, Tim Barnett, Cultural Diversity In Management, Firm Performance, And The Moderating Role Of Entrepreneurial Orientation Dimensions. Academy of Management Journal 2004, Vol. 47, No. 2, 255 -- 266.
R. Roosevelt Thomas, dr. Building on the Promise of Diversity: How We Can Move to the Next Lever in Our Workplaces, Our Communities, and Our Society. AMACOM, 2005
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 study, however. They use anecdotal examples and then express their conclusions. While they claim to use empirical data, what little data they present only comes from a single organization. There is no quantitative element to their research that would actually prove something. Further, in presenting a "typical business case" they are engaging a straw man argument, defining their own terms of engagement. For whatever they are worth, the conclusion that Bendick, Egan and Lanier do not appear to draw…
Bendick, M., Egan, M.L., & Lanier, L. (2010). The business case for diversity and the perverse practice of matching employees to customers. Personnel Review, 39(4), 468-486. Retrieved on November 14, 2012 from ProQuest.
Horwitz, S. & Horwitz, I. (2007). The effects of team diversity on team outcomes: A meta-analytic review on team demography. Journal of Management. Vol. 33 (2007) 987-1015.
Stahl, G., Maznevski, M., Voigt, A., Jonsen, K. (2009). Unraveling the effects of cultural diversity in teams: A meta-analysis of research on multicultural work groups. Journal of International Business Studies. Retrieved November 24, 2013 from http://www.winfo-base.de/lehre%5Clv_materialien.nsf/intern01/632C3F776761A11BC1257871005959C6/$FILE/Paper%206.pdf
Tesco. (2013). Using diversity and inclusion to provide better service. Times 100 Business Case Study. Retrieved November 24, 2013 from http://businesscasestudies.co.uk/tesco/using-diversity-and-inclusion-to-provide-better-service/
Diversity in the workplace has been one of the more active fields of study in human resources over the past several years. There are essentially two components to the discussion. The first is the business case for diversity, and the second is the ethical case. The ethical case is arguably the older of the two points of discussion, having its roots in affirmative action, Title VII of the 1964 Civil ights Act, and the civil rights movement in general. The business case followed, and one might say that it did so because the argument for diversity needed to be presented in financial terms in order to improve the rate at which companies paid attention to the issue. This paper goes back and looks at both the history and the present of diversity in the workplace as an ethical issue, both for individuals and society. The initial phase of the paper…
Alexander, L. & Moore, M. (2012). Deontological ethics. Stanford Encyclopedia of Philosophy. Retrieved January 20, 2014 from http://plato.stanford.edu/entries/ethics-deontological/
Allison, M. (1999) Organizational barriers to diversity in the workplace. Journal of Leisure Research. Vol. 31 (1) 78-101.
Coate, S. & Loury, G. (1993). Will affirmative action policies eliminate negative stereotypes? The American Economic Review. Vol. 83 (5) 1220-1240.
Ely, R. & Thomas, D. (2001). Cultural diversity at work: The effects of diversity perspectives on work group processes and outcomes. Administrative Science Quarterly. Vol. 46 (2) 229-273.
If a company does not know what is really needed for a particular position, the company will have trouble hiring for that position (Harvey & Allard, 2012).
ecruitment of the right person (or people) for the job. Some jobs require much more skill than others, and some can be very specialized based on the kind of person needed for the line of work (Mujtaba, 2007). Because that is the case, it is important to actively recruit the person needed for the job, instead of simply choosing from a list of people who apply. Many companies focus on recruitment instead of listing a job opening for the general public to consider.
A focus on skills is vital to any implementation plan, especially when interviewing people for a particular job or position. For those who have the proper skills, training may still be necessary (Harvey & Allard, 2012). When training is a…
Harvey, C.P. & Allard, M.J. (2012). Understanding and managing diversity (5th ed.). NJ: Pearson Education, Inc.
Mujtaba, B.G. (2010). Workforce diversity management: Challenges, competencies and strategies (2nd ed.). FL: ILEAD Academy Publications.
Mujtaba, B.G. (2007). Mentoring diverse professionals (2nd ed.). FL: Llumina Press
Pare, M. (2012). Push for workplace diversity as VW plant brings international flavor. Times Free Press. Retrieved from http://www.timesfreepress.com/news/2012/feb/02/push-for-workplace-diversity-volkswagen/
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. ithin 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 other than English in the home, and foreign-born persons accounted for 51.1% of the population in total. This indicates that there is significant diversity in the community, something that will have tremendous implications for the county school system. Most of the non-English speakers are Spanish-speakers, but not all. The county has a significant percentage of Brazilians, for example. Among the black population, most are African-American but a sizable minority are Haitians, many of whom speak Haitian Creole in the…
Miami-Dade Public Schools (2012). Website, various pages. Retrieved April 8, 2012 from http://www.dadeschools.net/
US Census Bureau. (2010). Miami-Dade County, Florida. U.S. Census Bureau. Retrieved April 8, 2012 from http://quickfacts.census.gov/qfd/states/12/12086.html
Diversity Affects Communication
Distinct and unique cultures are developed when people live and work in association. These diverse cultures assemble an affluently varied collection of standards and customs. The consequential cultural diversity not only inflates choices but also facilitates the human beings to cultivate a mixture of skills, morals, values and worldviews. Cultural diversity, thus, proves to be a mainspring for individualistic and communal sustainable development. It is exceedingly important for every one of us to cherish, defend, preserve and revere the cultural diversity of the world ("Cultural Diversity" 2011).
There are innumerable organizations, both public and private, whose conditions are similar to a half-starved body. Though they look really well-nourished from outside but the inner condition is too ill and putrefying. The troublesome and unsettling cultural problems do the same to an organization. Workers who need help try to neglect their concerns while trying to do the assigned tasks.…
Abbasi, S.M., & Hollman, K.W. (1991, July). Managing Cultural Diversity: the Challenge of the '90s. ARMA Records Management Quarterly,25, 24+. Retrieved February 3, 2012, from Questia database: http://www.questia.com/PM.qst?a=o&d=5037232243
Cultural Diversity. (2011). Retrieved February 2, 2012 from http://www.unesco.org/new/en/education/themes/leading-the-international-agenda/education-for-sustainable-development/cultural-diversity/
Henderson, G. (1994). Cultural Diversity in the Workplace: Issues and Strategies. Westport, CT: Praeger Publishers. Retrieved February 3, 2012, from Questia database: http://www.questia.com/PM.qst?a=o&d=9611966
Diversity Law Enforcement
Diversity in Law Enforcement
The United States culture has had a level of diversity ever since it's founding. In fact, the U.S. would called to potential immigrants from all over the world to come and join the "melting pot" of individuals that had different beliefs, religious practices, unique trade skills, and inventiveness. Despite the way the American society was originally constructed, there are still issues with racism and inequality in opportunities that are present today. Furthermore, the divisions in society include more points of conflict than ever before. There are polarizing lines drawn on topics such as abortion, gay rights, religion, and politics in general. Today's society is incredibly diverse and this level of diversity also requires that law enforcement organizations incorporate diversity into their organization as well to handle these challenges. By incorporating diversity into the law enforcement organization, it is possible to improve race relations,…
Michelle, P., & Ashby, P. (2006). The Correlates of Law Enforcement Officers' Automatic and Controlled Race-Based Responses to Criminal Suspects. Basic and Applied Social Psychology, 193-199.
Miller, A., & Segal, C. (2012). Does Temporary Affirmative Action Produce Persistent Effects? A Study of Black and Female Employment in Law Enforcement. Review of Economics and Stastics, 1107-1125.
Sklansky, D. (2006). Not Your Father's Police Department: Making Sense of the New Demographics of Law Enforcement. The Journal of Criminal Law and Criminology, 1209-1245.
Diversity and Child Abuse Prevention
Diversity and How Child Abuse in Handled in New York Compared to Other Countries
There is developing debate regarding the suitable combination of programs and polices needed to react to concerns of child abuse and neglect. Child neglect and abuse hold significant effects for prospective health and mental health of a child. As a result, it is imperative to comprehend connections among different forms of maltreatment, family and child factors and connect with the systems for children welfare. The child abuse prevention programs and polices adopted in the New York State are generic and appears to be meant for the majority in the society. The programs are not cultural specific and hence, cannot benefit the minority group in the society. For instance, the Asian immigrants present an increased rate of child abuse. However, according to the Asian culture, worldviews, values and perspectives, suffering is an…
Chan, K.L. (2012). Comparison of parent and child reports on child maltreatment in a representative household sample in Hong Kong. Journal of Family Violence, 27 (1), 11-
Fallon, B., Trocme, N., & MacLaurin, B. (2011). Should child protective services respond differently to maltreatment, risk of maltreatment, and risk of harm? Child Abuse & Neglect, 35, 236 -- 239.
Fallon, B., Trocme, N., Fluke, J., & Turcotte, D. (2011). Responding to child maltreatment in Canada: Context for international comparisons. Advances in Mental Health, 11 (1), 76-
The Ontario Human Rights Code prevents discrimination and harassment because of seventeen different things, and included on this list is "sexual orientation." Thus, there are no grounds for disciplining John and Ted on the grounds that they are homosexual. If they are in a relationship, it is possible that public displays of affection could be an issue here, and management would be able to address that if the company has a policy governing the behavior of couples in the workplace.
From an ethical perspective, this situation raises a particular issue relating to human resources management. Clearly, there is conflict between two groups in the workplace. Legally, it is not possible to sanction John and Ted, but it is possible to sanction the "conservative" team members should any of them harass John or Ted. Even harassment behind their backs could be subject to sanction, and there is a high…
Diversity is a common topic in business today, for a few different reasons. First, most workforces these days are diverse places, but even when they are not, people work with other offices in other countries, with suppliers around the world, and with customers wherever they are found. If business fifty years ago was largely a regional affair, it is fully global today, and that demands an entirely new skill set around understanding diversity and global issues, and working within those contexts to deliver exceptional business results.
There are a few different ways to understand diversity. The first is to take sort of a “census” approach, breaking people out by easy-to-measure demographic categories. This is a fairly basic approach that leads one to recognize that there are different people in our communities and workforces, but does little to guide one’s thoughts and actions. Going a little bit deeper, one…
While there has been a push for diversity and inclusion within the private and public sectors it is surprising that the plethora of information available does not look at some of the factors that can be used to develop diversity and inclusion policies. Analyzing the factors that organizations should consider when developing diversity and inclusion policies are vital for the success of the policy. The proposed research aims to uncover the factors that have assisted organizations to successfully implement diversity policies. A total of 10 organizations will be used for this research. There is an equal distribution of the organizations. We have selected 5 organization that have successfully implemented diversity and inclusion and 5 that have failed in their attempt to implement. We believe that these organizations will provide us with the insights we need to determine the factors that we seek to uncover. Data collection methods will be…
Cao, G., Clarke, S., & Lehaney, B. (2003). Diversity management in organizational change: towards a systemic framework. Systems Research and Behavioral Science: The Official Journal of the International Federation for Systems Research, 20(3), 231-242.
Derven, M. (2014). Diversity and inclusion by design: best practices from six global companies. Industrial and Commercial Training, 46(2), 84-91.
Farndale, E., Biron, M., Briscoe, D. R., & Raghuram, S. (2015). A global perspective on diversity and inclusion in work organisations: Taylor & Francis.
Gilbert, J. A., & Ivancevich, J. M. (2000). Valuing diversity: A tale of two organizations. Academy of Management Perspectives, 14(1), 93-105.
Knights, D., & Omanovic, V. (2015). Rethinking Diversity in Organizations and Society. The Oxford Handbook of Diversity in Organizations, 83-108.
Kochan, T., Bezrukova, K., Ely, R., Jackson, S., Joshi, A., Jehn, K., . . . Thomas, D. (2003). The effects of diversity on business performance: Report of the diversity research network. Human Resource Management: Published in Cooperation with the School of Business Administration, The University of Michigan and in alliance with the Society of Human Resources Management, 42(1), 3-21.
Kreitz, P. A. (2008). Best practices for managing organizational diversity. The journal of academic librarianship, 34(2), 101-120.
Lorbiecki, A., & Jack, G. (2000). Critical turns in the evolution of diversity management. British journal of management, 11, S17-S31.
What problem or issue is being addressed?
The problem addressed in Antonio’s “Faculty of Color Reconsidered: Reassessing Contributions to Scholarship” is the paucity of faculty members of color in collegiate settings. The author is examining the phenomenon in which there are few members of historic minority groups for race and ethnicity as faculty members in these environments. He is attempting to assess the effect that this phenomenon has on the quality and type of scholarship occurring in colleges and universities within the U.S. as a result of this shortfall. Implicit within this problem is the effect of a lack of diversity in teaching in university and collegiate environments.
What are the main research questions?
The main research question is “How do faculty of color and white faculty differ with respect to their involvement in and commitment to…scholarship,” (Antonio, 2002, p. 584). However, the author examines this question in the context…
Antonio, A.L. (2002). Faculty of color reconsidered: Reassessing contributions to scholarship. The Journal of Higher Education. 75(5), 582-602.
Diversity in Organizations
If we are to successfully change organizational members' attitudes and perceptions toward people from cultural groups other than their own, then we must start by examining how to effect that change so that it is implemented through all four layers of diversity. The approach that this paper discusses is based on the following model:
Individual Behaviors -- Group Behaviors -- Organizational Behaviors
This paper analyzes results of diversity training studies and provides direction as to the optimum approach to modifying the diversity climate within an organization.
A Time magazine article reported on the efforts of researchers who sifted through decades of federal employment statistics provided by companies (Cullen, 2007). Their analysis showed that there was no real change in the number of women and minority managers after companies began diversity training. When the study results are analyzed more closely, one finds that how well companies promoted a…
Cullen, L.T. (2007). Employee Diversity Training Doesn't Work, Time. Retrieved from http://www.time.com/time/magazine/article/0,9171,1615183,00.html
Vedantam, S. (2008, January). Most Diversity Training Ineffective, Study Finds. The Washington Post. Retrieved from http://www.washingtonpost.com/wp-dyn/content/story/2008/01/19/ST2008011901990.html
Scheide, C. (2010, July). How to Develop a Diversity Program, eHow. Retrieved from http://www.ehow.com/how_6796691_develop-diversity-program.html
Williams, S. How to Develop a Diversity Training Program, eHow. Retrieved on 3/26/2011 from http://www.ehow.com/how_5118472_develop-diversity-training-program.html
Diversity and Psychology
Derived from the Greek word, psyche "meaning 'breath, sprit, soul' and the Greek work logia meaning the study of something," the study of psychology is "the science of the mind and behavior" (Nordqvist, 2009). In the medical dictionary, psychology is "The profession (clinical psychology), scholarly discipline (academic psychology), and science (research psychology) concerned with the behavior of humans and animals and, related mental and physiological processes" (Nordqvist, 2009). In short, psychology is the science that answers the ever fascinating questions of how and why people and organisms think and behave in the manner in which they do. Psychology is imperative in the study of understanding and exploring one another and the people that surround us- society often looks to the study of psychology to explain the diverse population that inhabits the world. To that end, the concept of diversity is also another essential concept to comprehensively understand.…
Manesse, Jeanne, Saito, Gloria, & Rodolfa, Emil. (n.d.). Diversity-based psychology: what practioners need to know. Unpublished manuscript, Department of Psychology, University of California, Berkley; University of California, Davis and University of California, San Diego, Califonia, USA. Retrieved from http://www.psychboard.ca.gov/licensee/diversity-based.pdf
McClintock Greenberg, Psy. D, Tamara. (2010, January 28). What is diversity in psychology?. Retrieved from http://www.psychologytoday.com/blog/21st-century-aging/201001/what-is-diversity-in-psychology
Nordqvist, Christian. (2009, June 22). What is psychology? what are the branches of psychology?. Retrieved from http://www.medicalnewstoday.com/articles/154874.php
Perner, Lars. (2010). Consumer behavior: the psychology of marketing. Retrieved from http://www.consumerpsychologist.com/
Diversity Employment at IBM Proposal
Diversity at IBM
Selection of Corporation to Research
Diversity, Inc. recognizes corporations with awards for workplace diversity, where diversity is defined y a numer of characteristics descriing employment for all demographics not included in the group with the highest asolute employment and highest earnings (DiversityInc, 2011a). The fifty top companies for employment, earnings, retention and seniority among other categories are compared across demographic characteristics like race and ethnicity; sex and gender; age; disaility and educational ackground, among others. This proposal selects IBM as case study ecause of the historical leadership that firm has shown implementing equal opportunity in employment, as supported y a review of the literature (elow). IBM promotes its hiring, promotion and retention diversity on its corporate We site (IBM, 2011) and the academic and usiness literature seems to support that assertion.
Building Research Methodology from Precedent
DiversityInc's We page "Methodology" descries their…
bibliography justifies selection for supporting, justifying and providing precedent for research
251). This would show how well they observed, organized their thoughts and read (or were read to). "Overall, children from both middle-class and economically disadvantaged homes produced reasonably long narratives, but children from disorganized families did not.... Follow-up... showed that the first two groups did not differ from each other" (Peterson, p. 258). All the children were Caucasian, from English or Irish ethnic backgrounds, whose families had been in Newfoundland, Canada for generations, However, the children from disorganized home were distinctly disadvantaged in story-telling ability. All seemed to be much alike in intelligence; what made the difference was the kind of home life they had, whether middle class or economically disadvantaged, if their home life was disorganized and confusing, they experienced foster care, poor parenting skills and a disorganized family life, they were at a disadvantage in learning skills.
Students come to school from many different ethnic backgrounds. They speak…
1986 Task Force on Racism and Bias in the Teaching of English. (1996). Expanding opportunities: academic success for culturally and linguistically diverse students. NCTE Guideline of the National Council of Teachers of English.
NSF. (2006). Getting results: creating a community of learners. National Science Foundation, a Professional Development Course for Community College Educators.
Peterson, Carole. (1994.) Narrative skills and social class. Canadian Journal of Education. 19:3. 251-269.
Sadker, David. (2002). An educator's primer to the gender war. Phi Delta Kappan.
The school aims to recruit students that will balance the spectrum of diversity. Before this can be accomplished however, existing and future employees of the university will need to be prepared. "Diversity is about encouraging and enabling all employees to draw on their talents, skills, and experience for the benefit of the business." (Bruno, 2004) Schools that are diversity sensitive will more often be prepared for the competitive recruitment markets and thus attract higher potential students and employees. The school has implemented the necessary training that will bring the entire student recruitment process together.
No matter what the level of need, a good diversity training program will maintain the most important aspects of the school's initiative. Diversity training has been proven to reduce the potential for misunderstandings, conflict and litigation which is often related to basic differences in communications and expectations. "All of the admissions staff has been…
Bruno, Jeanne-Marie (2004). "Implementing Diversity in a Meaningful Way." American Works Association Journal, Vol. 96(10), 47.
Lehigh University (2005). Lehigh University Home Page. Retrieved on 8 February 2005, from http://www3.lehigh.edu/path/visitors.asp .
Lehigh President's Speech. (n.d.) "Diversity Speech."
Diversity in the Workplace
The increase in globalization has resulted in greater levels of interaction of individuals from diverse cultures and beliefs than ever before in the history of the world. As noted in the work of Green, Lopez, Wysocki and Kepner (2002) "People no longer live and work in an insular marketplace; they are now part of a worldwide economy with competition coming from nearly every continent." (p.1) Diversity is defined as "The variety of experiences and perspective which arise from differences in race, culture, religion, mental or physical abilities, heritage, age, gender, sexual orientation, gender identity, and other characteristics." (University of California, San Francisco, 2012, p.1)
Challenges, arriers, and enefits to Workplace Diversity
The Multicultural Advantage website reports that there are specific barriers and challenges to workplace diversity and that these are inclusive of: (1) communication; (2) resistance to change; (3) Implementation of diversity in the workplace policies;…
1. A Diverse Workforce Is Integral to a Strong Economy. Center for American Progress. Retrieved from: http://www.americanprogress.org/issues/labor/news/2012/07/12/11900/the-top-10-economic-facts-of-diversity-in-the-workplace/
2. Andrade, R. And Rivera, A. (2012) Developing a Diversity-Patent Workforce: The UA Libraries' Experience. Journal of Library Administration. 51:7-8, 692-727
3. Best Practices in Achieving Workforce Diversity (2010) U.S. Department of Commerce. Retrieved from: http://govinfo.library.unt.edu/npr/library/workforce-diversity.pdf
4. DuPont, K. (1999) Handling Diversity in the Workplace; Communication is the Key. American Media, Inc. Retrieved from: http://www.ars.usda.gov/SP2UserFiles/ad_hoc/54400000NewEmployeeResources/Handling%20Diversity%20in%20the%20Workplace.pdf
Barak concludes by suggesting that the issue and concept of diversity take on a "special urgency" in human service healthcare organizations among the organization as a whole and staff, and that the organization review its quality of service and commitment to the community in order to truly impact the lives of diverse populations.
Managing Diversity: Best Practices
H Management often works off of the ideals of 'best practices.' This concept is discussed in the next article, "Managing the Diversity evolution: Best Practices for the 21st Century Business." Aronson takes a more general approach to diversity but one that can be applied directly to the healthcare industry nonetheless. Aronson points out many of the trends previously identified with regard to diversity problems in the nation's business climate as a whole. In particular the author points out that diversity issues may stem from a number of causes including cultural differences and systematic…
Aronson, D. (2002). "Managing diversity revolution: Best practices for the 21st century."
Civil Rights Journal, 6(1):46
Barak, M.E.M. (2000). "The inclusive workplace: An ecosystems approach to diversity
Management." Social Work, 45(4):339
My reasons for taking this course include personal interest in diversity issues and especially in how diversity impacts social justice.
My diversity awareness has improved significantly after taking this course. The biggest impact the course has had is on opening my eyes to social injustices that continue to occur in the United States. I am more aware of both the causes and effects of injustice, and am more aware of the ways we can improve the society. I have also become aware of different types of diversity, including sexual orientation, gender, socio-economic class, and culture.
My diversity understanding has improved immeasurably. I understand the way a lack of diversity can harm an organization, as it is less capable of making sensible decisions. I also understand that diversity has a positive impact on all types of societies and organizations because people need to be exposed to different…
"Benefits of a Diverse Workplace," (n.d.). One Workplace Equal Rights. Retrieved online: http://www.oneworkplace.org.uk/controller6e39.html?p_service
Green, K.A., Lopez, M., Wysocki, A. & Kepner, K. (2012). Diversity in the workplace. EDIS. Retrieved online: http://edis.ifas.ufl.edu/hr022
Mayhew, R. (n.d.). Communication and diversity in the workplace. Houston Chronicle. Retrieved online: http://smallbusiness.chron.com/communication-diversity-workplace-11389.html
Phillips, K. (2009). Diversity helps your business: But not the way you think. Forbes. Retrieved online: http://www.forbes.com/2009/06/02/diversity-collaboration-teams-leadership-managing-creativity.html
Diversity Socialisation for Newcomers
Head of Human Resources
XYZ Investment Limited
Re: Diversity Socialisation for Newcomers
The significance of organisational socialisation cannot be overemphasised. Through the process, new employees are equipped with the knowledge, attitudes, and behaviours necessary for successful organisational membership (Cable, Gino & Staats, 2013). In most cases, however, the process of socialisation focuses on aspects such as the goals of the organisation, individual role and responsibilities, behavioural patterns, as well as rules and principles pertaining to the organisation. Often, there is little or no attention to workplace diversity issues (Mcmillan-Capehart, 2005; Graybill et al., 2013). This is particularly true for XYZ Investment Limited, a hypothetical investment firm with operations across the U.S. The organisation could be at a considerable disadvantage given that workplace diversity has increasingly become a vital source of competitive advantage for organisations of different sizes and in diverse sectors and industries. Though…
When school leadership values diversity and demonstrates the value of diversity the school is more likely to be characterized by diversity in the classroom.
IV. Modeling Respect for Diversity
Harris (2006) states in the work entitled: "RAVO Principals" published by Education World that school principals "model respect for diversity when they engage their faculties in addressing issues of identity so that children have successful role models that represent all ethnic groups. Diversity can be integrated across the curriculum by encouraging faculty to seek out guest speakers who represent different ethnicities and to incorporate literature by authors of Hispanic, African-American, American Indian, Middle Eastern, and other origins. Another way to ensure a curriculum that reflects the student body is to involve faculty in evaluating texts; do they include a broad range of historic events, not just those that are Eurocentric?" (Harris, 2006)
According to Harris (2006) that which is often the…
Diversity (2009) Merriam-Webster Dictionary Online. Available at: http://www.merriam-webster.com/dictionary/diversity
Interstate School Leaders Licensure Consortium Standards (2009) Educational Leadership. Online available at: http://www.uni.edu/coe/elcpe/edleadership/professionaldevelopment/isllc_standards.shtml
Harris, Sandra (2006) BRAVO Principals Celebrate Diversity. Education World. Online available at: http://www.education-world.com/a_admin/columnists/BRAVO/BRAVO008.shtml
Sanchez, Jafeth, Thornton, Bill and Usinger, Janet (2008) Promoting Diversity in Public Education Leadership. Connexionational Council of Professors of Educational Administration on Dec 4, 2008 12:03 PM U.S./Central.
Black, J.S., & Porter, L.W. (1991). Managerial Behaviors and Job Performance: A Successful Manager in Los Angeles May Not Succeed in Hong Kong. Journal of International Business Studies, 22(1), 99+. etrieved March 27, 2009, from Questia database: http://www.questia.com/PM.qst?a=o&d=5000126798
Business Case for Diversity. etrieved March 27, 2009, from http://www.chubb.com/diversity/chubb4450.html
Clarke, .D. (2005, September). Workplace Bias Abounds: New Study Confirms the American Workplace Has Much Farther to Go to Achieve True Diversity. Black Enterprise, 36, 38. etrieved March 29, 2009, from Questia database: http://www.questia.com/PM.qst?a=o&d=5011221717
Hicks, D.A. (2003). eligion and the Workplace: Pluralism, Spirituality, Leadership. Cambridge, England: Cambridge University Press. etrieved March 29, 2009, from Questia database: http://www.questia.com/PM.qst?a=o&d=110647891
Madden, ussell SHATTEING THE GLASS CEILING. etrieved March 29,
2009, from http://home.earthlink.net/~rdmadden/webdocs/Shattering_the_Glass_Ceili.html
Mor Barak, M.E. (2000). The Inclusive Workplace: An Ecosystems Approach to Diversity Management. Social Work, 45(4), 339. etrieved March 29, 2009, from Questia database: http://www.questia.com/PM.qst?a=o&d=5001074518
Stretch, J.J. (2006). Managing Diversity: Toward a…
Black, J.S., & Porter, L.W. (1991). Managerial Behaviors and Job Performance: A Successful Manager in Los Angeles May Not Succeed in Hong Kong. Journal of International Business Studies, 22(1), 99+. Retrieved March 27, 2009, from Questia database: http://www.questia.com/PM.qst?a=o&d=5000126798
Business Case for Diversity. Retrieved March 27, 2009, from http://www.chubb.com/diversity/chubb4450.html
Clarke, R.D. (2005, September). Workplace Bias Abounds: New Study Confirms the American Workplace Has Much Farther to Go to Achieve True Diversity. Black Enterprise, 36, 38. Retrieved March 29, 2009, from Questia database: http://www.questia.com/PM.qst?a=o&d=5011221717
Hicks, D.A. (2003). Religion and the Workplace: Pluralism, Spirituality, Leadership. Cambridge, England: Cambridge University Press. Retrieved March 29, 2009, from Questia database: http://www.questia.com/PM.qst?a=o&d=110647891
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 a strong theoretical background based on a synthesis of existing knowledge in the field. It focuses on recent peer reviewed articles as the basis for its constructs. The study found that in order for repatriate knowledge to be useful, the company had to first have a sound knowledge management system in place. In addition, it had to have a strong multicultural knowledge management. This study used a study group of 16 expatriate employees to draw its conclusions.
The study focused on…
Selden, S. (2005). Human Resource Management in American Counties, 2002. Public Personnel Management.34 (1), 59-90.
Many studies in human resource management have focused on the federal and state level. This study was unique in that it focused on the county level. It focused on county government issues rather than those dealing with the private sector. The study focused on structural and political changes. The purposes of the study were to provide data that could be extrapolated to the general population in America. However, it focused on Los Angeles and surrounding counties. This area has a unique political, social and economic landscape. However, the uniqueness of this area was not addressed by the study. This data is only applicable to areas that are identical, or substantially similar to the counties in the study. It does examine some of the topics and concerns that could effect county governments in the rest of the country, but further examination of these areas would have to be conducted to determine their similarities and differences to the counties examined in this study. It is useful to this research because it does bring to light several issues that might be of concern in other areas of the country as well. However, extrapolating the data from this study alone would lead to skewed conclusions about the other county.
This study found that there are several barriers to county governments that place a damper on their ability to function as efficiently as possible. One of the key constraints is a tight labor market. Other factors that effect the ability to operate effectively are uncompetitive county salaries, budget constraints, procedural constraints, residency requirements, slow hiring processes, background checks and collective bargaining agreements. Many of these factors would apply to any county government and would result in similar difficulties. However, the key complaint about this study is that it failed to recognize differences in counties. For instance, Los Angeles County has a high population center. This type of county could not be compared to a rural county with a significantly lower population and different industry profile. This was an excellent study on counties in Southern California counties, but is cannot be applied to all counties in America, as the title implies. Diversity in County government was higher than in other counties around the country. This was another factor that cannot be extrapolated to other parts of the country.
Diversity of a climate in an organization is reflected in the attitudes of the organization's members towards diversity. As a manager, the diversity climate can be addressed by understanding the level of diversity in the organization, its diversity climate and then implementing strategies to improve both. There are significant benefits to improving an organization's diversity climate. A superior diversity climate has been found to improve the recruitment, promotion and retention of top talent, particularly where that talent is minority in origin (Price et al., 2005). Hicks-Clarke & Iles (2000) also showed that improving the diversity climate of an organization delivers superior human resources outcomes.
The first step to improving an organization's diversity climate is to develop a procedure for analyzing diversity in the organization. The Loden and Rosener's Four Layers of Diversity Model can be used to better understand an organization's diversity. The first layer is related to work status…
Price, E.; Gozu, A.; Kern, D.; Powe, N.; Wand, G.; Golden, S. & Cooper, L. (2005). The role of cultural diversity climate in recruitment, promotion and retention of faculty in academic medicine. Journal of General Internal Medicine. Vol. 20 (7) 565-571.
Hicks-Clarke, D. & Iles, P. (2000). Climate for diversity and its effects and organizational attitudes and perceptions. Personnel Review. Vol. 29 (3) 324-345.
Custom Book for Ashford: Organizational Behavior (p.127)
Jackson, T. (2011). Building a diversity training program. Profiles in Diversity Journal. Retrieved May 4, 2011 from http://www.diversityjournal.com/corporate/diversity-training/building-a-diversity-training-program/
In this way, management should make an effort not only to understand the market within which they operate, but also the representation of this market in their employee base. Through making a conscious attempt to look beyond immediate personality preference, the manager can benefit the small or medium business by cultivating not only his own, but the rest of the employees' intercultural undersatnding and empathy.
To do this, it is suggested by HR Magazine (2005) to focus on the skills needed to do the job rather than a specific personality type to "fit in" with the company culture. If the company is to diversify and grow - issues that are important to the small or medium business - it is important to change paradigms and widen perceptions in terms of race, religion and culture.
The Quest for Equality (within organizations)
Equality is perhaps the greatest and most long-standing quest of…
Diverse Strategies, Inc. (2004). "Corporate Culture and Diversity." EthnicMajority.com
Hartenian, Linda S. (2000, Dec.). "Cultural Diversity in small business: implications for firm performance." Journal of Developmental Entrepreneurship. Online Database: FindArticles.com
HR Magazine (2005, Feb.). "Making Diversity Work: 7 steps for defeating bias in the workplace." Online Database: FindArticles.com
Lockwood, Nancy R. (2005, Jun). "Workplace Diversity: Leveraging the power of difference for competitive advantage." HR Magazine. Online Database: FindArticles.com.
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,…
Anand, R. & Winters, M. (2008). A retrospective view of corporate diversity training from 1964 to present. Academy of Management Learning & Education. Vol. 7 (3) 356-372.
Cox, T. & Blake, M. (1991). Managing cultural diversity: Implications for organizational competitiveness. Academy of Management Executive. Vol. 5 (3) 45-56.
Milliken, F. & Martens, L. (1996). Searching for common threads: Understanding the multiple effects of diversity in organizational groups. Academy of Management Review. Vol. 21 (2) 402-433.
Swoyer, C. (2003). Relativism. Stanford Encyclopedia of Philosophy. Retrieved November 23, 2014 from http://plato.stanford.edu/entries/relativism/#2.5
.." (Fluker, 2006). According to research, 90% of faculty and 75% of students enrolled in doctoral religious studies programs in the United States and Canada are Caucasian (American Academy of eligion, 2003). Fluker argues (and rightfully so), "Without racial and ethnic diversity, schools fail to create a positive institutional climate in which students from all backgrounds can succeed. Without racial and ethnic diversity, students fail to meet and learn from role models and mentors they can emulate in their own vocations. Without racial and ethnic diversity, students of all races fail to learn how to relate to the diverse world in which they will live and work after graduation..."
The fourth article "Education Groups Push for Greater Diversity in Teaching Force" defends the fact that "a lack of racial and cultural diversity among teachers is hurting the chances of success for minority students..." (Cox, Matthews & Associates, 2004). esearch suggests…
Cherwitz, R.A. (2004). Capitalizing on unintended consequences: Lessons on diversity from Texas (Reality Check). Peer Review 6 (3), 33-36.
Fluker, S.W. (2006). Diversity delayed, excellence denied. Diverse Issues in Higher Education, 23 (4), 59-60.
Noteworthy News (2004). Education groups push for greater diversity in teaching force. Black Issues in Higher Education, 21(21), 14-15.
Valentin, S. (2006). Addressing diversity in teacher education programs
Diversity and Environment
Diversity as an object of sociological analyzation comes from the idea that diversity is an issue that affects everyone. The way society is shaped, the way that it functions, and the way that it is structured all have histories in the way that diversity has interacted with each other (Bonacich 1973). From a sociological perspective, diversity is what defines a society. Focusing on one of its most important and influential aspects, the idea of diversity has guided the way society has formed its ideas of one another, and how its reactions vary from situation to situation, comes this idea that diversity even exists. However, diversity goes beyond that of physical differences from person to person. Diversity is a result of the implications that society has put upon every given diverse group (Smedley & Smedley 2005).
When diversity is brought up as an issue impacting economics, negative connotations…
Bonacich, E. (1973). A theory of middleman minorities. American Sociological Review 38(5), 583-594.
Clark, R., Anderson, N.B., Clark, V.R. & Williams, D.R. (1999). Racism as a stressor for African-Americans: a biopsychosocial model. American Psychologist, 54(10), 805-816.
Duster, T. (2003). The reality of race. Scientific American
Eberhardt, J.L. (2005). Imaging race. American Psychologist, 60(2), 181-190.
Diversity Issues in Higher Education and the University of Vermont
How does this school present its interests in " diversity"(college's mission statement, diversity statement, website)
The University of Vermont takes great pride in the diversity of its student population. The school courts students from throughout both the United States and the international community, creating an atmosphere in which all races, religions, ethnicities, nationalities, sexual orientations and genders are made to feel welcomed and embraced. According to UVM's informational website, the school has been engaged in an array of diversity improvement programs that speak to the school's commitment to creating a multicultural community. UVM reports that the school is engaged in five separate "presidential commissions" which are focuses on better understanding diversity issues and improving the university's response to these issues. The mainstream curriculum also requires students to engage in 6 mandatory credits relating to diversity issues in education.…
Boyer, E. (1990). Campus Life: In Search of Community. Jossey-Bass.
Cappex. (2011). University of Vermont. Cappex.com.
Shampnois, G. (2011). Office of Student and Community Relations. UVM.edu.
Silverman, A. (2011). Racial Diversity Inches Higher in Vermont. USA Today.
Finding a common ground among all in the group is a positive and productive approach.
In dealing with attitudes and/or behaviors when designing a diversity training program, an effective approach is to start with a clear statement of goals and/or values. For example, "Participants have an absolute right to state how they see things, in complete safety, so long as boundaries for good taste are reasonably observed" (Karp et al., 2000). It is important to validate people's values and then move on to looking at the specific behaviors that cause pain and problems within individuals.
hat's being said and how it's being said is very important to keep in mind when developing the curriculum for the diversity training program. At the beginning of the program, the trainer states their intentions of the program and asks that participants refer to the diverse issues that come up, during the session, with the…
Fisher, Anne. "How You Can Do Better on Diversity." Fortune 15 Nov. 2004: 150.10.
Karp, H.B. & Sammour, Hael Y. "Workforce Diversity: Choices in Diversity Training Programs & Dealing with Resistance to Diversity." College Student Journal 34.3 (2000): 1-8.
Rodriguez, Alicia. "A Diversified Workforce Fosters a Climate of Innovation." Florida Diversity. 2004. Infosoft Group, Inc. 7 May 2005 http://www.fldiversity.com/article.asp?pagemode=1&aid=793 .
Scully, Maureen, and Rowe, Mary. "Helping Bystanders take Responsibility for Diversity." Diversity Central. 2005. Diversity Hotwire. 7 May 2005 http://www.diversityhotwire.com/business/feature_summary.html.
Companies will need to look at regional and national differences, and draw on the similarities between countries to enhance their competitive advantages (Powell, 2005). It is clear that as company, like WTI grows globally, they will benefit from a multicultural workforce. They must put managerial, educational, and cultural proactiveness in place, which will not only improve their opportunities for greater worldwide competition, but by bringing establishing a multicultural workforce, they also improve the interrelationships between their employees. Employees who do this, learn to communicate and other points-of-view and opinions. By doing this WTI, and other large companies, poise themselves to become successful in the emerging globalize culture of the 21st century.
Using Innovative Human Resource Techniques to Manage Diversity - Human resource management, whether specifically titles or not, has been a part of any organization's management since groups banded together for specific tasks. Ancient armies, projects, and even educational and…
Figure 2 -- Simple life cycle utilizing eHRM for employee (Armstron, 2006; Boudreau).
Thus, this simple figure shows that starting with the potential employee's entry of their resume into the electronic system, how the data begins to manage itself and becomes available to those who need it most. Employees and managers all have access to the data, and the employee can update the resume when new skills are acquired, apply for internal jobs by simply sending a note to the manager, manage their payroll, sick-leave, vacation, and retirement data, and work with their own professionals to plan and execute their career.
For managers, the system focuses on skill management and the ability for individual managers to do skill-based strategic planning and what if scenarios without the need to access hundreds of man-hours of time from another department. The manager can quickly see both who within the organization, and on resumes on file, might have a particular desire or skill set which the company is in need of. For the employee
2) Verizon's commitment to diversity meets the needs of America's changing demographics. Visible minority groups are becoming an increasingly large portion of the population, to the point where in some border states certain groups are projected to be the largest ethnic group in the coming years and decades.
In the face of such demographic shifts, a diverse workforce can be a powerful tool for sustainable competitive advantage. It captures a greater share of an underutilized source of talent. For example, Diversity Inc.'s top 50 employs 17% of college-educated blacks, Asians, Latinos and Native Americans, despite only employing 5% of the nation's workforce. This in turn acts as a draw for future graduates from these groups, as well as for non-graduates. Verizon's customer base cuts across all lines of race and gender, and having such a diverse workforce allows for them to better understand their customers, and thus better meet their…
Editors of Diversity Inc. April 2, 2008. The 2008 DiversityInc Top 50 Companies for Diversity.
Henry, Pamela K. Diversity and the Bottom Line: Prospering in the Global Economy. Turn Key Press. Austin.
Diversity Issues for Lesbian, Homosexual and isexual People
The 21st Century has brought us new and greater understanding of issues surrounding diversity as it pertains to lesbian and bisexual issues. In the past it was assumed that homosexuality represented a deviant manifestation of some form of mental illness. It was not until the late 1950s (Hooker, 1957) that this idea began to be questioned as an absolute and the lifestyle brought into closer study. It is to be the purpose of this paper to review issues surrounding the homosexual, lesbian and bisexual lifestyle, to identify the general nature of the lifestyle as it exists today and to examine the state of diversity issues as they pertain to this group.
As previously mentioned, for many years homosexuality and lesbianism, as well as bisexuality were classified as mental illness. Evelyn Hooker (1957) was one of the first to do in depth…
Chan, C. (1992). Asian-American lesbians and gay men. In S. Dworkin and F. Gutierrez (Eds.), Counseling gay men and lesbians: Journey to the end of the rainbow (pp. 115-124). Alexandria, VA: American Association for Counseling and Development.
Chan, C. (1995). Issues of sexual identity in an ethnic minority: The case of Chinese-American lesbians, gay men, and bisexual people. In A. DiAugelli & C. Patterson (Eds.), Lesbian, gay, and bisexual identities over the life span (pp. 87-101). New York: Oxford University Press.
Fox, R. (1996). Bisexuality in perspective: A review of theory and research. In B. Firestein (Ed.), Bisexuality: The psychology and politics of an invisible minority (pp. 3-50). Newbury Park, CA: Sage Publications.
Frost, J. (1997). Group psychotherapy with the gay male: Treatment of choice. Group, 21(3), 267-285.
And more women and people with disabilities will be on the job." (Cited on "Building and Maintaining a Diverse and High Quality orkforce," 2000, Diversity Guide Homepage)
The difficulties of creating a diverse workforce in proportion to the larger population should not be underestimated, however necessary a more representational workforce may be. First there is the question of what 'America' is the workplace mirroring -- that of the regional population, if it is a small company, or that of the international community that a multibillion dollar enterprise strives to serve? Proportional representation must be judged in relation to the type of company, its outreach, and the pool of available competent workers.
Secondly, a highly diverse environment may undercut the benefits of a cohesive organizational culture, if steps are not taken to continue to create a sense of common purpose. Thirdly, too strictly relying upon proportionality can result in hiring…
Michael Boyd. (2006) "Achieving Diversity in the Workforce." CIO Magazine. Retrieved 12 Aug 2006 at http://www2.cio.com/analyst/report310.html
Building and Maintaining a Diverse and High Quality Workforce." (25 Jun 2000) Diversity Guide Homepage. Retrieved 12 Aug 2006 at http://www.opm.gov/Diversity/diversity-2.htm#sec2-1
Melissa Lauber. (1998) "Studies show Diversity in the Workplace is Profitable." Retrieved 12 Aug 2006 at http://www.villagelife.org/news/archives/diversity.html
Wentling, R.M. & N. Palma-Rivas. "Current Status and Future Trends of Diversity Initiatives in the Workplace: Diversity Experts' Perspectives." MDS-1082 Study. Retrieved 12 Aug 2006 at http://vocserve.berkeley.edu/Summaries/1082sum.html
What is Diversity?
The term diversity refers to the combination of ethnicities, cultures, genders and ages within a large or small group of individuals.
List and discuss the six areas that Cox and Blake proposed as reasons for valuing diversity. What other reasons for valuing diversity can be added to this list?
Cost -- The failure to effectively diversify an organization's human resources almost always comes with substantial costs. Most often, minorities are overlooked in the workplace and become highly dissatisfied in their positions; thus causing high turnover rates.
Resource Acquisition -- Knowing that members of cultural minorities represent growing segments of the labor force, it is important for firms to effective consider and subsequently acquire these valuable resources.
Marketing -- An organization's capacity to appreciate its diverse workforce will directly carry over into marketing efforts to diverse consumer groups.
Creativity and Problem Solving -- People from different cultural…
Diversity and Culture
For any organization with the entire globe as its marketplace, the relevance of having a common understanding of culture, beliefs and values cannot be overstated. This is more so the case given that what might work in one country may not work in another. In this text, I come up with a concise definition of diversity. Further, I will amongst other things also discuss the various ways in which an organization can establish a performance culture with an aim of enhancing its chances of achieving organizational goals and objectives.
Diversity: A Concise Definition
For the last two or so decades, gender and race have according to Griffin and Moorhead (2011) been regarded the primary dimensions of diversity most particularly in the U.S. However, as the authors point out, the issues entailed in diversity are broader than this. In basic terms, diversity does not have an assigned definition.…
Daft, R.L. (2009). Organization Theory and Design (10th ed.). Mason, OH: Cengage Learning.
Griffin, R.W. & Moorhead, G. (2011). Organizational Behavior: Managing People and Organizations (10th ed.). Mason, OH: Cengage Learning.
The Impact of Diversity on our Current Society
The workforce and the society in general, in the United States will continue to diversify among racial groups. Although many organizations are fully aware of the trend, there have been some gaps among this trend and the preparations that need to be done to manage a more diverse workforce and nation. It has been estimated that roughly two thirds of U.S. companies have some sort of diversity training. However, these programs are implemented with a varying effectiveness. This paper will provide a brief background on many of the minority movements that have gotten us to this point as well as make some predictions and recommendations about what can be done in the future to effectively deal with the upcoming issues of diversity
Background on Diversity & Civil Liberties
There has been a long and sometimes bloody struggle for minorities in the…
Ardichvili, A. (2008). Learning and Knowledge Sharing in Virtual Communities of Practice: Motivators, Barriers, and Enablers. Advances in Developing Human Resources, 10(4), 541-554.
Chrobot-Mason, D. (2012). Developing Multicultural Competence to Improve Cross-Race Work Relationships. The Psychologist-Manager Journal, 199-218.
Grosse, C. (2002). Managing Communication within Virtual Intercultural Teams. Business Communication Quarterly, 65(4), 22-38.
Minbaeva, D., Pedersen, T., Bjorkman, I., Fey, C., & Park, H. (2003). MNC knowledge transfer, subsidary absorptive capacity, and HRM. Journal of International Business Studies, 34(6), 581-599.
Diversity as Strategy: IBM
There are some companies that are more committed to diversity than others. IBM is one of those companies. In 1995, IBM created task forces specifically designed to work with diverse individuals and to help the company relate to different kinds of customers - and to its own workforce. The eight IBM task forces created represented the following constituencies: Native Americans, blacks, women, white men, people with disabilities, Asian, GLBT, and Hispanics (Canas & Sondak, 2011). Each task force was asked to work together and give advice and information to IBM about what the company could do better internally and externally to retain customers and employees.
The task forces were to report back six months later (Canas & Sondak, 2011). Even though they were only required to be active for that six-month time frame, they are still in existence today because they worked so well and they…
Canas, K.A. & Sondak, H. (2011). Case study: Diversity as strategy. Chapter 3: Diversity management as systemic. Part 1: Uncovering the complexities of workplace diversity. Opportunities and Challenges of Workplace Diversity (2nd ed.). New York, NY: Prentice Hall
Walck, C.L. (1995). Editor's introduction: Diverse approaches to managing diversity. Journal of Applied Behavioral Science, (31), 119-123.
Thus it is important that diversity initiatives focus on these differences and help individuals understand one another's perspectives in order to maximize understanding and facilitate positive interactions in the workplace.
There are also many stereotypes that exist with regard to gender. There are those for example that believe that men are 'natural leaders' because they are more likely to exhibit traits including aggression and assertiveness. However most of these traits may be attributed more to gender stereotyping rather than the actual ability of a man or a woman to be an effective leader (Essed & Gircour, 1996).
It is vital that a diversity program incorporate a wide range of training mechanisms that help individuals overcome the gender roles that they might feel they are 'assigned' so that there true 'colors' may come out and they can excel as much as possible on a personal and a professional level.
Barrick, M.R., Higgins, C.A., Judge, T.A. & Thoresen, C.J. (1999). "The big five personality traits, general mental ability and career success across the life span." Personnel Psychology, 52(3): 621
Essed, P. & Gircour, R. (1996). "Diversity: Gender, color and culture." Amherst:
James, E.H. & Murrell, a.J. (2001). "Gender and diversity in organizations: Past, present and future directions." Sex Roles: A Journal of Research
Klimely, a. (1997). "Diversity programs: Coming of age." Black Enterprise, 27(12):115
The first step in creating diversity plan is to devise a strategy for the plan. It is necessary that the plan be devised with specific objectives in mind, and importantly that those objectives align with the organization' overall strategy.
The second step in creating a diversity plan is to understand the state of diversity in the workplace today. It is important to understand where the organization is today, in order to draw a pathway to get from that point to a new point defined in Step One. This involves taking a diversity audit of the company, which will help to illustrate some of the demographics, for example. It is also worth investigating what the prevailing attitudes are of people within the organization, and also it is necessary to understand what issues may have arisen in the past. This audit will also allow for step three.
Step three is the…
Boatwright, W. (2006) Diversity in the workplace. NIQCA. Retrieved Apr 23, 2013 from http://www.niqca.org/documents/Diversity.pdf
Hyter, M. (2004). Ten elements for creating a world-class corporate diversity and inclusion program. Novations Group. Retrieved Apr 23, 2013 from http://c.ymcdn.com/sites/www.fuelmilwaukee.org/resource/resmgr/diversity_toolkit/10_elements_mike_hyter.pdf
Diversity in the United States
Diversity has contributed to America's culture ever since the country was founded. In the beginning, the country consisted of various immigrant groups who brought their individual beliefs, religious practices, unique craftsmanship and inventiveness from all over the world. The United States was considered a melting pot because of its inherent diversity due to the vast immigrations from all over the world. However, even despite the vast amount of immigration and the concept of the melting pot, the country has always had to struggle to appreciate the advantages that diversity has provided for the country. Inequality and racism has been a persistent issues with the American society.
Today the country is still struggling with similar problems despite the fact that major struggles for equality have manifested. Diversity in the United States today includes many more different types of groups who are still struggling for their acceptance…
Keita, G. (2007, April). U.S. diversity breakthroughs and challenges. Retrieved from American Psychological Assoication: http://www.apa.org/monitor/apr07/itpi.aspx
Leweling, V. (1997, May). Official English and English Plus: An Update. Retrieved from Center for Applied Linguistics: http://www.cal.org/resources/digest/lewell01.html
United States Census Bureau. (2008, August 14). An Older and More Diverse Nation by Midcentury. Retrieved from United States Census Bureau: https://www.census.gov/newsroom/releases/archives/population/cb08-123.html
How do gende diffeences affect communication?
Geneally, males and females communicate somewhat diffeently. Males tend to communicate vey diectly and to focus on issues, often without consideing moe pesonal aspects of the convesation o the feelings of the othe peson. Females tend to communicate moe indiectly and often devote consideable attention to the pesonal aspects of communications and the specific thoughts and feelings of the othe peson. Males also tend to discuss abstact ideas and tangible things wheeas females tend to discuss people and elationships. Males ae moe likely to discuss things in impesonal ways wheeas females ae moe likely to establish pesonal appot befoe addessing impesonal issues. I have had expeiences woking with females whee my focus on wok was peceived incoectly as coldness o unfiendliness because of the diffeences in ou pesonal styles that wee pobably functions of gende.
Descibe thee baies to bidging diffeences. What stategies may…
references of some individuals and negative expectations of others. Naturally, those perceptions and expectations conflict with decision-making based on objective merit or the value actually contributed by individuals to the group.
Healey, J.F. (2008). Race, Ethnicity, Gender, and Class: The Sociology of Group
Conflict and Change. Thousand Oaks, CA: Pine Forge.
Schaefer, R.T. (2006). Racial and Ethnic Groups. New York: Harper Collins.
Frankie replies by allowing her to keep the bag she is hitting and giving her some hope. Later, Frankie agrees to train Maggie, but still maintains his distance by telling her that he will not be her manager. He even goes so far as to arrange for her to meet a manager, but Maggie insists on Frankie for the entirety of her boxing career, and after getting to know her better, Frankie concedes. Thus, Frankie begins to accept Maggie as he becomes more and more aware of her persistence and determination. His ability to accept her, then, some may argue, is built on her having masculine characteristics. If she were feminine at all, this critic would suppose, he would not accept her. However, this argument can be countered by simply suggesting that no characteristic is inherently feminine or masculine, but that each gender has equal ability to experience many characteristics.…
7) Ensure that appropriate accommodations are made for disabled applicants. 8) Know your own biases, including what stereotypes you have of people from different groups and how well they may perform on the job, what communication styles you prefer, and acknowledge that what one may consider to be appropriate or desirable qualities in a candidate may reflect more about personal preferences than about the skills needed to perform the job (UCSF, NDI).
In order to facilitate tolerance in the workplace organizations should institute programs related to diversity training for both employees and managers. These programs should focus on raising awareness of the current demographics in the organization as well as the community and the industry. Sometimes it may be necessary to institute a policy of affirmative action. Affirmative action focuses on specific groups of historical discrimination and emphasizes legal necessity and social responsibility. Organizations face enormous responsibilities for helping women,…
Bear, J.B., & Woolley, a.W. (2011, June). The role of gender in team collaboration and performance. Interdisciplanary science reviews. Vol. 36, Issue 2, 146-153. Retrieved February 26, 2012, from http://web.ebscohost.com/ehost/pdfviewer/pdfviewer?sid=aa10aca0-9710-4ddf-82ca-36d1d2518fd5%40sessionmgr10&vid=4&hid=12
Jonas, M. (2007, August 5) the downside of diversity. The New York times. Retrieved February 26, 2012, from http://www.nytimes.com/2007/08/05/world/americas/05iht-diversity.1.6986248.html?pagewanted=all
Kurtz, D.L. (2010). Contemporary business. 13th Ed. Hoboken, NJ: John Wiley & Sons Inc.
UCSF. (NDI) Chapter 12: Managing diversity in the workplace. Guide to managing human resources. University of California, San Fransico. Retrieved February 26, 2012, from http://ucsfhr.ucsf.edu/index.php/pubs/hrguidearticle/chapter-12-managing-diversity-in-the-workplace/
The media outlets that participated in discussing important race relations included such media giants as ABC News, ESPN, and the New York Times. But in Woods analysis also, there are disturbing trends. As he explains, for instance, many media outlets erroneously conflate the "Hispanic" with the word "immigrant." Some media commentators easily describe Mexican-Americans as "them" who could be contrasted with "us" (a code word for White Americans). These are but a few examples of how media misrepresents the realities of American diversity.
To improve diversity in the media, it is important to become proactive. First, we need to expose negative stereotyping and misrepresentation by responding to them in the media. We can contact the media stations and their sponsors and warn that we will withdraw our viewership and support unless they present American diversity in a balanced way. Second, we can pressure media stations to increase their ethnic staff,…
Diversity in the media and entertainment industries. (n.d.). Ethnic Majority. Retrieved from http://www.ethnicmajority.com/media_home.htm
Media activism. (n.d.). National Organization for Women. Retrieved from http://www.now.org/issues/media/index.html
Woods, K. (2001). The essence of excellence: Covering race and ethnicity (and doing it better). The Poynter Institute. Retrieved from http://www.poynter.org/content/content_view.asp?id=5048
Diversity Health Care
OBSERVATION OF DIVERSITY IN THE WORKPLACE:
Does the healthcare workforce reflect the faces of the community they serve?
The health care workforce is now beginning to reflect the faces of the communities in which they serve. Natural demographic changes in the United States make it necessary for the communities to reflect the changes in the underlying demographics. Hispanics are now the fastest growing population within the United States with nearly 37% of these individuals under the age of 18. The communities, in which the healthcare workforce interacts with, will undoubtedly change to reflect this demographic. Asian-Americans and African-American are also growing at a rapid interval. However, the changes have occurred in upper level management which reflects the changes in demographic composition. In addition, many of the lower level positions reflect the changes occurring in the broad macro level environment.
Is there diversity in the management team?
Using Power Point: Understanding Diversity answer the below questions
How could prejudice affect a person's ability to learn and work?
Prejudice could affect the person's self-esteem and self-confidence. Teachers and peers might treat the student differently than they would without the prejudice, even if the prejudice is "positive," such as prejudice toward Asian students in a math class. Prejudice might impede a person's ability to learn and work, because it impacts the reactions of both teachers and students.
How important is the issue of diversity in your daily life?
Diversity is hugely important in my daily life. I do not like being in homogeneous places, because they are not reflective of the world at large. The world is diverse, filled with people with differing points-of-view and backgrounds. My views and outlooks change when I interact with different people, and I like that diversity makes me think more critically and…
According to these authorities, "Workplace stressors often have detrimental effects on faculty job satisfaction and may lead to decisions to leave the institution or to leave higher education entirely. Although some degree of turnover is inevitable and perhaps desirable, high rates of faculty turnover can be costly to the reputation of an institution and to the quality of instruction" (p. 776). In many cases, the very faculty members that are adversely affected in this fashion are those the school district can least afford to lose, with a concomitant negative effect on those teachers who remain: "Too often the faculty who leave are those the institution would prefer to retain. Additional negative consequences of faculty turnover include costs for recruiting replacements, reduced integration within the academic department, disruption of course offerings, and diminished morale among those employees who remain in the organization" (Daly & Dee, p. 777).
In reality, the outcomes…
Aper, J.P. & Fry, J.E. (2003). Post-tenure review at graduate institutions in the United States: Recommendations and reality. Journal of Higher Education, 74(3), 241.
Becton, J.B. & Schraeder, M. (2004). Participant input into rater selection: Potential effects on the quality and acceptance of ratings in the context of 360-degree feedback. Public Personnel Management, 33(1), 23.
Broadnax, W.D. (2000). Diversity and affirmative action in public service. Boulder, CO: Westview Press.
Brownell, M.T., Ross, D.D., Colon, E.P., & Mccallum, C.L. (2005). Critical features of special education teacher preparation: A comparison with general teacher education. Journal of Special Education, 38(4), 242.
Consideration Ethics Diversity Proposal Choose ethical considerations diversity considerations affecting division. Write a proposal HR director. Provide details considerations. Justify important strategic HRM planning process.
Two ethics proposals: Diversity consideration
This organization is an EEOC-compliant employer and strives to incorporate diversity into its hiring practices and general worldview. Diversity is an important, stated goal for the organization and is a factor that is taken under consideration when making hiring decisions. The organization takes an active role in recruiting from colleges with substantial minority populations and its promotional literature paints an inclusive portrait of the organization, visually and verbally.
However, one problem with our organization is that while it has a strong record in recruiting minority candidates, it is lacking in terms of its capacity to retain them. This means at the upper levels of management, minority candidates are not represented in the corporate hierarchy. This creates, to some…
Diversity and Motivation
Human esources Manager of a good company would have an extremely responsible job on his shoulders. He would, in essence, be responsible for the well being of the employees of the company as well as for their efficient working in a manner that would bring profit for the company and not a loss. If he were to neglect his duties, the company would suffer, as would the employees. The success and proper utilization of the tremendous responsibility of the human resources manager lies in his understanding and grasp of the major concerns of the company he is working for, as well as certain management issues that would prove beneficial for the better functioning of the company. The primary concern of the manager of today must be an understanding of 'workplace diversity'.
What is diversity? It is the basic concept that no matter whom you are or what…
Employee Motivation in the Workplace" (2004) Retrieved at http://www.accel-team.com/motivation/. Accessed on 12 September, 2004
Employee Rewards" Retrieved at http://www.accel-team.com/motivation/employeeRewards_00.html. Accessed on 12 September, 2004
Executive Information Systems" Retrieved at http://www-users.cs.york.ac.uk/~kimble/research/ak/eis.html#_Toc329100790Accessed on 12 September, 2004
Improve Your Company Performance" Retrieved at http://www.gainshare.co.nz/. Accessed on 12 September, 2004
In the case of the aby oomers, they represent 76 million people. (Reeves, 2005) For many organizations, this is troubling, as they have no way of being able to replace the loss of talent that they are facing. When the workforce is more diverse, these kinds of effects are not as big of an issue, as the company can be able to hire new employees to replace those who are retiring. This will allow the business to be able to adapt, to the different challenges from the retirement of aby oomer employees. As those organizations that embrace diversity, will continue to innovate when many of their key competitors, are losing talented employees to retirement.
Clearly, those companies that can be able to embrace diversity in the workplace will be able to respond to various changes that are taking place, because of globalization. Where, the competitive pressures have become so extreme…
Diversity. (2010). Coca Cola. Retrieved from: http://www.thecocacolacompany.com/citizenship/diversity.html
Mason, A. (2009). The Future of Jobs in America. CBS News. Retrieved from: http://www.cbsnews.com/stories/2010/01/05/eveningnews/main6059551.shtml
Reeves, S. (2005). An Aging Workforce Effects. Forbes. Retrieved from: http://www.forbes.com/2005/09/28/career-babyboomer-work-cx_sr_0929bizbasics.html
Over the course of time, this helps to break down the common stereotypes and will improve individual understanding of different cultures. Once this takes place, is when you will see those who grew up in these communities become the face of new generation, who is looking beyond racial / ethnic generalities. Instead, they look at the individual's character, versus the racial group or nationality of a person.
The Impact of Diversity
When a community is more diverse, this will have a positive long-term benefit for everyone. Where, certain ethnic groups or nationalities that have been having problems advancing economically / socially will have the ability to do so. This is because when a community is practicing such polices; those who may have trouble obtaining access to various kinds of services or benefits have greater upward mobility. The reason why is: the different nationalities and racial groups will bring varying degrees…
Arreola, D. (2004). Hispanic-American Legacy. Hispanic Place, Latino Place (pp. 24 -- 30). Austin, TX: University of Texas Press.
Krase, J. (2009). Diversity in America: Past, Present and Future. Retrieved June 24, 2010 from Brooklyn Soc website: http://www.brooklynsoc.org/blog/node/70
UPS has also started providing healthcare tools to its employees.
The company offers career development opportunities to its employees.
The company offers compensation and benefit plans to its employees, irrespective of their seniority.
Employees with relevant years of experience are rewarded and their services are recognized with pride, the employees are best viewed as invaluable resource for the company.
UPS has recently launched workplace flexibility initiatives.
New employees are trained according to their job requirement.
Launch of Employee Communication program, which offers employee with a chance of communicating with other staff via deployment of world wide employee portal.
Messages from Chairman and CEO are televised annually so that the employees can better understand the challenges and plans that company intends to pursue in near future.
UPS adopted human resource initiatives are internationally acclaimed. The company's major initiatives include Welfare to Work, School to Work, Earn and Learn, and the Community…
UPS Progress Report.
UPS Press Release.
Information and relevant details gathered from, www.ups.com
" It is worth separating the two here, as the differences between the two highlight the diversity of the discipline. Behavioral learning is defined as "a change in behavior brought on by experience." (Psychological Approaches to Learning). Made famous through the Pavlov experiment, where dogs were shown to salivate at the sound of a bell once they had learned that food followed the noise, behavioral therapists seek to "re-condition" their clients. Thus, like their cognitive colleagues, behavioral therapists work with their clients to bring about conscious changes in their lives. epeated practice with different responses to troubling stimuli may allow a patient to adjust his/her behavior to be more productive.
In addition to these sub-disciplines, the diversity of psychology is further deepened by Humanism, Structuralism, and Functionalism, just to name a few. So much diversity has made the science appealing to a great diversity of practitioners, from therapists to patients.…
Cherry, Kendra. 2010. Psychology Theories. Available at: http://psychology.about.com/od/psychology101/u/psychology-theories.htm
Psychological Approaches to Learning. Available at: http://www.wcupa.edu/_ACADEMICS/sch_cas.PSY/Career_Paths/Educational/subfield2
Types of Psychological Treatment: A Guide to Psychology and its Practice. Available at: http://www.guidetopsychology.com/txtypes.htm
Understanding the Diversity of Students
In this reading, Garcia talks of how much diversity is affecting education. The issue would seem to be with the students, but more often it is with the teachers. This is largely because most teachers in this country are white and speak English as their only language. In contrast to this, their students are from many different nationalities and backgrounds. They also have different cultural ideas and many speak English as a second language, and often not very well. There are more and more immigrants coming into this country today, and so there are many more children that must be taught. These children are getting an education, but there is some concern over whether they are really getting the high quality of education that they want and need because of language and cultural boundaries that still exist in many schools between teachers and students.…
Diversity and Teaching
Perhaps no other institution so clearly reflects the diversity of individuals in America as that of public school systems. After the Brown v. Board of Education (1954) case that ruled segregation a constitutionally prohibited practice, schools have been struggling to incorporate and value the diversity in students. However, this has not been an easy endeavor given the influx of illegal immigrants into America and the declining funding available for school districts.
While immigration continues to change the once homogenous makeup of classroom's throughout America, teachers, administrators and students continue to struggle with the implementation of practices designed to address a discernable minority-based achievement gap in test scores, grades, and overall successes in education. With the increase in student's in America's classrooms that do not speak English as a native language and who continue to struggle with language acquisition, it is more important than ever to objectively evaluate…
The United States Commission on Civil Rights (2006). The Benefits of Racial and Ethnic Diversity in Elementary and Secondary Education: A Briefing Before. Washington, D.C., Retrieved from: http://www.usccr.gov/pubs/112806diversity.pdf
Grissmer, D., Flanagan, A., Kawata, J., & Williamson, S. (2000). Improving student achievement: What state NAEP test scores tell us. Santa Monica, CA: RAND.
We live in a world full of diverse people, and all these diverse people interact with each other. Most of the time, the differences between two people don't really matter much: it does not matter whether the person who checks out your groceries is gay or straight, black or white, male or female. However, in the classroom and the workplace, differences may complicate interactions some, leading to confusion or even arguments (Mendelson & Mendelson, 1998).
In the workplace, people tend to hold stereotypes regarding their co-workers based on all sorts of things: sexual identification, ethnicity, education, socio-economic status. While some of this may be prejudice, there are legitimate differences between groups of people. One easily spotted difference involves ethnicity. A person's ethnicity will affect personality. A person with strong Asian influence may resist answering know when someone makes a request. However, people should keep in mind that a wide…
Mendelson, Jack L., and Mendelson, C. Dianne. 1998. "An action plan to improve difficult communication (promoting diversity in the workplace)." HR Magazine, Oct.
National Apartment Association (NAA). 2004. "Diversity in the workplace: Equity Residential is on a mission." Units, Jan. 12.
Neale, Margaret A. 1999. "Why Differences Make a Difference: A Field Study of Diversity, Conflict, and Performance in Workgroups." Administrative Science Quarterly, Dec.
While some improvements in those strategies have occurred, further improvements are needed. To achieve this ends communities must begin to insist that their police department's leadership seriously seek to discover and eliminate cultural biases, prejudices, and other barriers that impede the ability of the police to effectively deal with cultural differences in the community. As America becomes more culturally diverse and citizens' skin colors begin to meld, the importance of recognizing sameness, rather than difference, becomes imperative.
Alexa Kasdan (2006) believes community groups need to work with police departments to analyze gaps in current recruitment efforts in order to develop new approaches to increase race and gender diversity among law enforcement personnel in their jurisdictions. The focus of recruitment efforts should aim toward building police forces whose members reflect the diversity of the wider society, even in overwhelmingly homogenous communities. Kasdan recommends beginning the process by gathering data to find…
Coderoni, G., R. (2002, November) The realtionship between mulitcultural training for police and effective law enforcement -- Perspective. The FBI law enforcement bulletin. In BNET, The CBS Interactive Business Network. Retrieved October 9, 2010, from http://findarticles.com/p/articles/mi_m2194/is_11_71/ai_94873352/?tag=content;col1
Jan, T. (2009, July 20). Harvard professor Gates arrested at Cambride home. Metrodesk. Boston.com. Retrieved October 10, 2010, from http://www.boston.com/news/local/breaking_news/2009/07/harvard.html
Kasdan, A. (2006, October) Increasing diversity in police departments: Stratigies and tools for human rights commisions and others. Program in Criminal Justice and Management, John F. Kennedy School of Government, Harvard University. Retrieved October 9, 2010, from http://www.hrccj.org/pdfs/increasing_police_diversity.pdf
Saulny, S., & Brown, R. (2009, July 24) Professor's arrest tests beliefs on racial progress. The NewYork times. New York Times Company. Retrieved October 9, 2010, from http://www.nytimes.com/2009/07/24/us/24blacks.html