Workplace Diversity Essays Examples

Workplace Diversity Cultural Diversification Is a Term

Workplace Diversity

Cultural diversification is a term that has become very popular in the recent years, especially among the people working in various organizations. A lot of concerns have arisen due to the flow of the immigrants into the major cities of the United States. Due to the arrival of the immigrants and the varying concerns of the people, a lot of human and civil rights organizations have started to ask the authorities to pay attention to this matter. There are many organizations where a need for the trainings and lectures regarding the cultural diversity has been felt by the officials for the employees. This trend and need has mainly taken place after the September 11 incident. Therefore, in today's world the understanding and acceptance of cultural diversity by employees in a workplace is of crucial importance for the successful management, leadership and running of an organization. Today the term cultural diversity is also known as multiculturalism. United Stated and Canada are known to have the highest number of immigrants in the higher-education institute. However, there are many other places where the ratio of multiculturalism is very high (Green et al., 2009).

One of the reasons because of which it…… [Read More]

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Workplace Diversity Managing Diversity Is

A good advertisement will demand candidates with a "demonstrated ability to work effectively in a diverse work environment," and there must be an effort to recruit a diverse applicant pool from a wide range of sources, universities, and regions of the country and world (Chapter 12, University of California at Berkley, 2007). Using a panel interview format with a diverse human resources team that is representative of the company creates a positive and representative face of the company. It is also essential that appropriate accommodations are made for disabled applicants.

Within the workplace, a real endorsement of diversity by the leadership is required. More than any other component, if employees do not feel that the leadership takes diversity seriously, they will not take diversity seriously in their endeavors. Clear mission statements reinforcing diverse values, sensitivity training, and creating mentoring and support groups are essential components of managing a diverse workforce (Marquis et al. 2006, pp.6-7). Retention is often the critical failure point for organizations, and groups that provide support for specific ethnicities, people with special needs, women and other demographics can improve both worker performance and comfort levels. Diversity training, though, must encompass all groups, not just the members of…… [Read More]

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Workplace Diversity Training First Activity -- Feeling

Workplace Diversity Training

First Activity -- Feeling Different

In this activity a group of workers (from diverse cultures) are asked to participate in a diversity training session, and they arrive in a room together waiting for instructions. They are asked to take a seat. The seats are arranged in a big circle.

(One) The leader of this activity asks each participant to recall a time when they felt different from everyone else around them. Did you ever walk into a room and you were the only African-American person, or you were the only male in a room full of females? Maybe there was a time when you were the only person who spoke Spanish, or the only person who spoke English -- what was it like to experience that incident?

(Two) Each participant is asked to think of just ONE WORD that explains how it felt to be the only one speaking Spanish or the only Caucasian in a room full of African-Americans, etc.

(Three) Participants are to walk around the room and instead of introducing themselves to all the other participants using their names, they are asked to use the ONE WORD in the introduction. For example, if a…… [Read More]

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Workplace Diversity Any Discussion of

They dropped back slightly to 1.5 million in 2002" (Mason-Dreffen 2003). Those increases occurred despite the fact that age discrimination can be difficult to prove, although the Supreme Court had eased the plaintiff's burden of proof (Ormsbee 2002). Song 2001

University of California at Davis professor of computer science, Dr. Norman Matloff, noted that in the IT world, "old" can begin at age 35. In addition, "The market has become more difficult for older workers since Congress passed a bill in 1998 that doubled the number of foreign high-tech workers from 65,000 to 115,000 that could be brought into the country under 'H1-B' work visas" (Matloff, quoted by Song 2001). Since Matloff was interviewed, the cap has been raised to 195,000 (Song 2001).

Despite this, in 2000, 843,000 IT jobs went unfilled, with about 20% of those being the programming positions Matloff said were at the heart of the problem of assumed technical ignorance in the older workers, who have not been "groomed in the programming acronyms of the moment -- Java, C++ or XML -- yet employers require actual 'paid' work experience in these technologies" (Quoted by Song 2001).

Lommel reports that California social psychologist Stephen Richardson was instrumental…… [Read More]

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Workplace Diversity Usually Conjures Up

As mentioned earlier, it is good for companies to be diverse because many workers have different situations that they are dealing with. Childcare is a major issue with many workers and now there are several companies that offer onsite childcare. This option takes a lot of stress off of the parents of having to drop the children off to daycare and then rush in the evenings to pick them up before the center closes. Workers who take advantage of this option have the convenience of checking on their children during break time and even having lunch with them. There is less separation time between parent and child which makes the parent more at ease. on-site childcare is a perfect example of how employers can help their staff to achieve work/life balance.

Another thing employers are doing is allowing more time off for employees to take care of their loved ones. Many companies offer time beyond the standard paid maternity leave for new mothers. Some also offer extend leaves of absence for the fathers as well. A new child is not the only reason an employee may need to take an extended leave of absence. As people are living longer, it…… [Read More]

Workplace Diversity Cultural Diversity in

.. A series of symbols used to represent things. [and it is] a process of "coding and then decoding these symbols" (Lewis, 2006). And what must never be lost is that both speaker and listener are stakeholders in the process. Moreover, when the peaceful management of culturally diverse workers is pivotal to the success of a company, it's important to remember that "intention is not a necessary condition for communication," and one may try, but one doesn't always communicate what one intends to communicate.

It is also relevant to touch on the work of Gregory Bateson; in researching possible solutions and definitions towards the management of "complex environmental problems" (Tognetti, 1999), Bateson believed, in the paraphrase of Sylvia S. Tognetti, that "one of the major fallacies of the scientific community is the premise that it is possible to have total control over an interactive system of which oneself is a part." Hence, one assumes that removal of key policy-makers and executives from workplace dymanics might help solve issues therin. And futhre, Bateson's emphasis was on "the management of uncertainty," Tognetti writes in Futures; and one of the ways Bateson approached complex problems was from a hierarchical perspective.

He relied heavily…… [Read More]

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Diversity in the Workplace Diversity

The patients are the one that will suffer the consequences in the first place. This will further influence the hospital's image and future activity. Eventually, the person held responsible for any possible damage is the HR manager.

The HR manager also has the alternative of reopening the search. But this does not mean that the outcome will be different. It is very unlikely to find a more suitable candidate for the job than Dr. Soysa and with less issues of debate.

As a consequence, the HR manager would find himself in the same situation as before. Even more, extra resources will have been wasted for another search. He would also have the financial aspect to explain.

In my opinion, the HR manager should hire Dr. Soysa as the new nursing director, despite the search committee's opinion. Communication is very important in this situation. The HR manager should try to change the search committee's beliefs on Dr. Soysa.

He should emphasize the fact that not hiring Dr. Soysa because of her weight and age is considered discrimination. This may draw legal consequences. The hospital's image might be altered.

The first thing that the HR manager, the search committee, and the hospital's…… [Read More]

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Workplace Diversity and Managing Differences Culture

Culture: Workplace Diversity and Managing Differences

An Experience of Sexual Harassment

Numerous definitions have been put forth to explain the term 'sexual harassment'. I, personally, think of sexual harassment as any form of degrading comments, gestures, or sounds directed at a person on the basis of their sex, even when there is no physical contact involved. A friend of mine had this male supervisor who just wouldn't stop making funny comments -- 'that skirt doesn't work for you', 'you need something shorter', 'why can't we just run off and get married?', and so on; and he would do so even when there were people around. Well, at first she considered this to be his 'unique' way of showing appreciation, but when push came to shove, she confronted him. The advances, however, still went on, and she was disturbed by the fact that he looked at her as an object and acted like he had power and control over her. She approached the departmental manager, explained that she was trying not to lose respect for her supervisor, and was transferred to another department, this time in a supervisory role. It was a promising opportunity, but she had to quit the job…… [Read More]

Aviation Strategy Workplace Diversity May

Whether sensitivity seminars do in fact negatively impact diversity, albeit, needs further investigation.

In "Workplace diversity: A generational view," Dale E. Collins (2004), a course developer for MGH Institute of Health Professions, asserts that generational diversity constitutes one factor that fuels dynamics in education and in the workplace. Because individuals today remain in the workforce longer and other individuals change careers, society routinely sees changes in the workforce composition. During 2003, the Silent or Veteran generation workers, were ages 61 to 78. Today, according to Collins, these individuals may be working in their second or third career. Even though this particular generation contributes a small portion of the workforce, the Silent possesses years of experience, knowledge and wisdom to the workplace. "As a result of surviving the Great Depression, this generation has become discerning and cautious. Their ability to adapt to rapid change is limited; however, this reluctance provides younger coworkers a valuable perspective in patience" (Collins, Silent section, ¶ 1-2). This generation positively influences the workplace, however, as its productivity, job accident rate, as well as its ability to learn new skills along with its ability to remain active rival other generations.

The report, "Diversity' defined in less than…… [Read More]

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Equal Opportunity and Workplace Diversity -- What

Equal Opportunity and Workplace Diversity -- what does it mean?

Equal opportunity implies that all individuals be dealt with similarly or comparatively and not impeded by preferences or inclination or favoritism. This implies that the most appropriate individual for a particular position or work or advancement is the individual who acquires that position focused around capabilities, experience, and information (Australia Breastfeeding Association, n.d).

As long as Labor laws and employment laws are concerned, employers would be responsible to delegate and practice equality in opportunities and will not indulge in bias or prejudice on the basis of sex, religion, race, ethnicity, nationality, disability or age, generally speaking. On the other hand, an employer that is resolved to equality in treatment additionally resolves to reasonable employment constructs in all areas of relationship that exist between the worker and management or owner, as the case might be. For instance, something as basic as posting employment opening in-house before freely publicizing them gives current workers the first preference at transfer or promotion opportunities before outside competitors.

Race discrimination - Workplace

It is illegal to victimize anybody in the working environment due to their genuine or accepted race. Workers are shielded from discrimination at all…… [Read More]

Workplace Diversity the Benefits of Diversity Cannot

Workplace Diversity

"The benefits of diversity cannot be achieved with isolated interventions. To the contrary, a complete organizational culture change is required in order to promote appreciation of individual differences… diversity is a multifaceted reality…" (Martin-Alcazar, et al., 2012)

The need for diversity in the workplace has been well established in the literature, but the need for managers and executives to build a culture based on diversity is still on the drawing boards for many organizations. Learning the how, why and when of diversity in the workplace is the next big step for companies, in particular those organizations competing in the global marketplace. Diversity in the workplace must be more than numbers and demographics, according to the literature in this paper. It is a moral imperative and in addition it should be an intelligent, insightful and practical business policy.

Introduction

Diversity is not a new concept in the workforce, but diversity has been receiving a great deal of attention due to the growing immigrant population in the United States and due to an awakening by human resource professionals vis-a-vis the need for fairness and justice in places of employment. This paper delves into and critiques the existing literature on the…… [Read More]

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Workplace Diversity Before Speaking With

I would consider Sussman's model, based on Johari's window, and consider whether John is truly prejudiced or simply naive about how to talk in multicultural settings. He may be mildly prejudiced and say such things as "Why don't foreigners learn to speak proper Englsh," but only around people for whom English is their first language.

If it appears that John is significantly prejudiced, then I would direct him to cultural sensitivity training. However, if he is just culturally naive, I would then give him a few pointers so he can avoid developing a perception of him as prejudiced among people who have not had a chance to get to know him well yet. By addressing the issue in the larger context of overall performance, John would get lots of positive feedback, allowing him to take this one point as constructive criticism.

Bibliography

Augsberg College. "The Johari Window: A Graphic Model of Awareness in Interpersonal Relations." Accessed via the Internet 6/6/05 http://www.augsburg.edu/education/edc210/johari.html

Kunigis, Allan. 1997. "Ten steps for communicators to boost organizational diversity." Communication World, April. Communication World; 4/1/1997;

Sussman, Lyle. 1997. "Prejudice and Behavioral Archetypes: A New Model for Cultural-Diversity Training." Business Communication Quarterly, Vol. 60.… [Read More]

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Diversity in the Workforce

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 Rights 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 will provide an overview of the discussion to this point, and the latter phase of the paper will examine the arguments against different ethical frameworks.

Diversity in the Workplace as an Ethical Issue

Prior to 1964, civil rights advocates had little success with the judicial branch. There had been efforts…… [Read More]

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Workplace Training Diversity Training Is an Important

Workplace Training:

Diversity training is an important step in developing awareness within an organization since it provides a venue and forum for discussion with a controlled and secure environment. Through diversity training in the workplace environment, both employers and employees are able to effectively address topics that are not frequently discussed. In most cases, diversity training in the workplace has proven to be efficient if it flows through an organization, which implies that it should be mandated training. Based on the primary objectives of the training, it can either involve the entire employee teams or functional levels within the organization. In order for this training to promote inclusion among teams in the workplace and achieve other objectives, it needs to be customized and relevant. Through customization and relevance, diversity training not only resonates with the audience but it's also applicable to the employees daily work experiences.

Dimensions of Workplace Diversity:

It's important for organizations to identify the various aspects of diversity that require the most attention within the particular context since there are numerous dimensions of diversity. Some of the most common dimensions of workplace diversity across the local and international organizations include ethnicity, gender, religion, race, age, ability, culture,…… [Read More]

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Diversity and Motivation

Diversity and Motivation

Human Resources 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 the nature of your background is; there is a place for you somewhere, in some workplace. How does one achieve diversity in the workplace? The various policies and regulations of the 'Equal Employment Opportunity'-EEO and the 'Affirmative Action' - AA constitute the guidelines for the human resources manager to follow.…… [Read More]

Diversity in the Workplace

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, Barriers, and Benefits 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; (4) and (5) Successful Management of Diversity in the Workplace. (2012, p.1) In regards to communication it is stated that there are "perceptual, cultural and language barriers" that must be overcome for success of diversity programs. It is reported that communication of an ineffective nature in the area of relating…… [Read More]

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Diversity Management With Respect to

Today, it is not uncommon for managerial leadership to be drawn from one pool and placed in the other in order to facilitate greater intimacy between operational aspects separated by geography and culture. Though this strategy brings with it a number of notable benefits with regard to the coordination of global operations, it does also bear with it a number of challenges which fall upon the Human Resources department to address.

Employing an expatriate as a leader in an otherwise nationally homogenous organization, for one example, will tend to require a conscientious acknowledgement of cultural differences which are likely to enter into engagements -- both in terms of the awareness of personnel and the individual in question. This will be intended to invoke dual sensitivities to inherent differences that might impact interpersonal relations, communication and managerial philosophy. Therefore, the HR Department must be prepared to bridge any gaps which might occur in this scenario by choosing the appropriate managerial candidate, devising goals which assume close parallels between differing national faces of the operation and by ensuring proper cultural training is in place within the existing organization.

Difficulties to this strategy of international management are demonstrably present. Specifically, it often difficult…… [Read More]

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Workplace Developing Flexibility Within the Workplace For

Workplace:

Developing Flexibility within the Workplace:

For a number of human resource managers from different organizations, developing flexibility within the workplace is one of the major problems for various firms. Actually, one of the most fundamental considerations for any high performing organization or firm is flexibility within the workplace. The need for developing flexibility within the workplace arises from its importance to the employees and the employers as well as its value in organizational performance. If the flexibility needs of employees and employers are met, their quality of work improves. For employers, they need flexibility in order compete and offer better services that meet the needs of consumers. On the other hand, employees need flexibility for the assurance of job satisfaction, job security, equality and the capability to live balanced lives within and without the workplace.

The advantages of flexibility within the workplace to the employers include the ability to meet the needs of customers, lessening of absenteeism and employee turnover, attraction and preservation of talent as well as increased employee commitment, motivation and productivity. On the contrary, workplace flexibility has certain advantages to the employees including an improved ability of managing work time, the potential for a reasonable and…… [Read More]

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Diversity and Individual Differences in

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 the American nation ever since its inception. It has also been one of the most difficult ideals to achieve. The pursuit of the great "American Dream" has left many a hopeful immigrant in degradation and poverty. One needs only to examine the literature - both fiction and non-fiction - to…… [Read More]

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Diversity Pros and Cons Diversity

And more women and people with disabilities will be on the job." (Cited on "Building and Maintaining a Diverse and High Quality Workforce," 2000, Diversity Guide Homepage)

Cons

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 persons simply for the sake of increasing an organization's diversity quotient, without truly changing the culture of the organization.

Solution

Ideally, creating a more diverse culture at an organization that includes, but is not synonymous with more diverse hiring practices, is ideal. One must strive to "create a company brand…… [Read More]

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Diversity as Strategy

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 wanted to continue. That speaks to the value of the task forces and the interest the people in them had in making their company better and more significant in the workplace. Diversity as a strategy can work, but there needs to be diverse ways in which that diversity is handled…… [Read More]

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Diversity Training in the Workforce

Disability issues, alas, can strike any employee at any time. We are all only temporarily able-bodied, as age can result in limited mobility even for healthy staff members.

Even relatively homogeneous corporate environments can benefit from diversity training efforts in the workforce. It is better to have diversity training before the workplace changes and "Rescue Diversity Training," to minimize a conflicted situation is needed. (Velasquez, 2004) America is increasingly diverse, and all employees must communicate with a diversity of customers, distributors, and other outsiders in their work, whom might be from diverse backgrounds.

Companies expanding into international markets, regardless of their current internal composition can thus benefit from diversity training. The nature of the diversity training incorporated into the company will be affected by the company's scope in its operations as well as the composition of the immediate workforce. Diversity training can be tailored to include issues of potential culture clashes as well as differing communication styles between men and women, and individuals of different backgrounds, culturally, ethnically, religiously, racially, and even regionally.

Works Cited

Society for Human Resource Management (SHRM) (November 28, 2004) "What Is the Value of Diversity Training?" SHRM Web page. Retrieved 28 Nov 2004 at http://www.shrm.org/diversity/training1.asp…… [Read More]

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Diversity of All the Challenges

This helps individuals to feel as if they do not have to choose between being good parents or good employees. It gives them personal places to connect with their families and areas to de-stress and reinvigorate their minds and body over the course of the workday. Also, incorporating education about different cultures and attitudes is another effective strategy for management. This can increase the ability for work not to simply seem like work, but to be invigorating for the individual's mind and life development. On a macro level, workplace education helps the corporate organization create better employees and better teams, and also may even help with their global strategy. For example, a Japanese-American woman who can discuss, during a sensitivity training session, her parent's different attitudes to aging, health, and medicine, and gender relations might give ideas to an advertising team later on how to pitch a new product to a Japanese test market.… [Read More]

Diversity and Culture for Any Organization With

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. In that regard, various definitions of the same exist. At the workplace, diversity essentially "refers to all of the ways that employees are similar and different" (Griffin and Moorhead, 2011). Diversity can also be seen as all those characteristics that bring out the uniqueness in individuals. Griffin and Moorhead (2011)…… [Read More]

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Workplace Privacy as the Nature

Deontologically, people might take a stand for personal physical privacy as an innate moral good; yet, precisely what each deontologist might define privacy to be may vary. Consequently, some deontologists might think that workplace surveillance and drug tests are morally acceptable, while genetic tests are not. Others might organize their beliefs differently -- all measures may be seen as morally unacceptable, for instance. Essentially, attesting to be either a utilitarian or a deontologist gives little indication of which way an individual might lean with respect to physical privacy in the workplace.

Legal precedents regarding these issues have made relatively little progress towards reaching a widespread consensus of how to handle such cases. The Burlington case concerning genetic testing could have accomplished this but failed because although it was settled out of court for 2.2 million dollars, "Burlington admitted no wrongdoing and there has been no determination that what it did was illegal," (Duke 1). In general, there is much work to do on both sides before realistic and ethically driven policies can be adopted on a broad scale.

Works Cited

Anonymous. "Improvements in Workplace Safety -- United States." Morbidity and Morality Weekly Report, vol. 48, iss. 22, 1999.

Duke, L.…… [Read More]

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Diversity in the Workplace

diversity in the workplace and how it affects those who work at the company. The writer explores the different diverse populations such as gender, age, race and personalities and discusses the problems and benefits of such diversity. The writer also discusses solutions to various problems that may arise.

As the world continues the process of globalization workplace diversity is becoming more and more common. The world will only become grayer as cultural and geographical walls are dismantled and in their place a blended society will emerge. The diversity in the workplace is something that has been addressed in seminars and theory classes for many years but the actuality of its existence on a day-to-day basis is something that is fraught with benefits as well as negatives. Diversity in the workplace can be a positive aspect for any company if it is cultivated as a positive aspect, or it can turn negative with the wrong handling. There are many ways to encourage and grow positive diversity in the workplace and with that success the workplace will flourish.

Defining Workplace Diversity

Before one can begin to solve the problems associated with diversity in the workplace one must be able to identify what…… [Read More]

Diversity Workplace Religio Annotated Bibliography Borstorff P

Diversity Workplace religio

Annotated Bibliography

Borstorff, P., Arlington, K. (2010). The Perils of Religious Accommodation: Employees' Perceptions. Proceedings of the Academy of Legal, Ethical and Regulatory Issues, 14 (1), 1-6.

The Perils of Religious Accommodation: Employees' Perceptions attempts to analyze, and to a certain degree to quantify, the effectiveness of employers in the workplace in their allowance for differences in faith in terms of religious observance for their employees. The primary methodology for this particular source was to conduct a voluntary, confidential online survey of 80 people with gainful employment to determine their opinions about the effectiveness of their varying employers' work-related policies regarding religion. Significantly, the majority of those surveyed (83%) were of Christian faith. Findings revealed that employers are not doing enough to accommodate for the differences in religion found in a country (U.S.A) with increasing levels of immigration and religious diversity. Approximately half of the respondents indicated that their companies had a clear means of expressing their policies on diversity, while other responses which illustrated a similar dubiousness of workplace diversity policy consisted of issues of around food, holidays, and attire.

Strauss, J.P., Sawyerr, O.O. (2009). Religiosity and Attitudes Towards Diversity: A Potential Workplace Conflict? Journal of…… [Read More]

Workplace Dispute and Resolution

marketplace, employers recognize that success requires attracting a talented workforce. Talent comes from all sources. Doing more than simply accommodating changing demographics, successful organizations have come to value the contributions that people from differing backgrounds bring to the workplace. To recruit and maintain a diverse workforce, an employer must have a plan for creating a work environment that makes all of its employees feel welcome."

In corporate settings, demographics of the organization play a large part in the workings of that organization.

Large corporate settings by and large indicate hierarchies and bureaucracy and, in many cases, people within the organization can feel that their diverse viewpoints, needs and backgrounds are stifled or simply not heard.

Also, problems of stereotyping, sexism, racism, and lack of upward mobility are problems that affect many members of a diverse workforce.

These problems often breed inefficiency in the workplace and at times, workplace conflict.

In particular, in many cases, masculine and feminine stereotypes are part of particular roles and occupations within a corporate setting.

Fortunately, most employers have begun to recognize the need to address this new face of the workplace. In addition to making strides to diversify the workplace, they have also found ways…… [Read More]

Diversity Goes Beyond Demographics and

The second is the business perspective, based on the idea that diversity is beneficial to the firm. 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,…… [Read More]

Rethinking Diversity in Public Organizations

Diversity in the Workplace

With globalization, different people ascribing to different cultures have crossed national borders in search of greener pastures. Similarly, multinational companies have expanded their operations across different countries bring about issues of cultural diversity in the workplace. While diversity brings about increased efficiency due to the expertise and varied methods of pursuing tasks, diversity may result into numerous challenges such as culture shock and disagreements. The following study endeavors to discuss how diversity in the workplace is related to and might be promoted to democracy.

Estlund (2003) posits that the workplace is an important site for the creation and maintenance of social capital and networks of trust and norms that aid people to pursue shared objectives. The workplace is an essential avenue establishing social connections across typical divisions of gender and race. With increased emigration, different people from different family, cultural, and religious backgrounds are increasingly working together in organizations bringing about issues of diversity. The term diversity in the workplace largely revolves around the dimensions which influence the perspectives and identities that people bring such as education, profession and religious beliefs just to mention a few. Workplace diversity entails the act of learning from others on…… [Read More]

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Diversity Cultural and Individual Diversity

References

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

Madden, Russell SHATTERING THE GLASS CEILING. Retrieved 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. Retrieved March 29, 2009, from Questia database: http://www.questia.com/PM.qst?a=o&d=5001074518

Stretch, J.J. (2006). Managing Diversity: Toward a Globally Inclusive Workplace. Social Work, 51(3), 279+. http://www.questia.com/PM.qst?a=o&d=5017110868

Wanguri, D.M. (1996). Diversity, Perceptions of Equity and Communicative Openness in the Workplace. The Journal of Business Communication, 33(4), 443+.… [Read More]

Works Cited:

Diversity Consciousness

Diversity Consciousness

Personal Growth

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 ideas and points-of-view. My diversity understanding has also improved in the way I recognize that seeing things from other peoples' perspectives can make me a more tolerant person and a better communicator.

My diversity skills have greatly improved after taking this course. Skills such as what types of questions to…… [Read More]

References:

Workplace Democracy the Issue of

"

Although this technology was touted as a way to improve customer service, many employees believed that it demonstrated that top level employees were distrustful of lower level employees. In the end the technology was still implemented, however there is anomousity that exist at the company as a result.

In spite of this scandal and others the company has been able to foster some aspects of workplace democracy through the development of community standards and teamwork. The company attempts to ensure that workers feel that they are members of the ebay family and their suggestions are heard and changes are implemented as a result. However, it appears that in some ways workplace democracy at Ebay has been more difficult as the company has expanded quickly and drastically.

Starbucks

Starbucks is a name that has become synonymous with coffee. Indeed this company began in Seattle, Washington and has grown to a worldwide corporation and the largest coffee franchise in the world. Starbucks has long been recognized for the way that it treats employees. In particular the company's ability to provide health benefits to fulltime as well as part time employees was and still is almost unheard of in the food service…… [Read More]

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Workplace Safety in Today's Society

Furthermore, in respect of the various cultures and languages within the workforce, the manual could also be printed in each representative language, as far as this is deemed necessary. This will ensure full understanding of the rules and regulations, and also promote the function of the entire workforce as a group (Nonprofit Risk Management Center, 2005 (b)).

Writing such a manual would then address the various important aspects of the program. These for example would include the reasons for the safety program, and its benefits for employers and employees. The rules and regulations of safety should then be thoroughly explicated, including the reasons for their implementation and consequences of not following such rules. A consequence of not wearing a hard hat in the required workplace areas can for example increase the danger of a head injury. Finally, the manual should include the rewards for promoting safety via not only following the rules and functioning effectively as a group, but also via reporting when failure occurs. It should be emphasizes that such reporting will result not in punishment, but rather in further training when this is estimated as a necessity. This section should also include a full explanation of the function…… [Read More]

Bibliography:

Diversity Health Care Observation of Diversity in

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?

There is diversity on the management team; has a very high standard of diversity. Particularly with the minority population, there is much representation in regards to the management team. Diversity should be a focal point for the healthcare community, particularly as demographics change. The management team reflects this diversity in a…… [Read More]

Diversity Education Corporate

Diversity Education

The American workplace has become increasingly diverse, a reflection of the American urban environment. Diversity training serves a few different purposes in organizations. The first is that it promotes an atmosphere of tolerance in the company, but many scholars have also made a business case for diversity. Some earlier writings on the subject outlined that diversity training helps to resolve internal conflict, improve communication flows within the company, align the company better with its market, and can also help improve organizational creativity by introducing new ideas to organizations (Cox & Blake, 1991). Later writers noted that the effects of diversity were complex, something that should be reflected in the way that the organization trains for diversity (Milliken & Martins, 1996).

As awareness of diversity grows, and the case for diversity training increases, it is evident that more companies are including a diversity component in their training programs. Initially, diversity training was oriented towards compliance issues, following the passage of the Civil Rights Act of 1964, but by the 1990s the tone of diversity training shifted. The focus at that point was on improving working relationships, and by the 2000s the focus for diversity training had shifted again, this…… [Read More]

Diversity What Is Diversity The Term Diversity

Diversity

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 backgrounds are able to provide alternative perspectives and thus increase creative potentials and problem solving outlets.

Systems Flexibility -- Qualities like bilingualism, biculturalism and the ability to effectively multi-task are all resources that highly diverse and flexible workforces can bring to the table.

Other factors that could have been added…… [Read More]

Diversity in Healthcare A Synopsis

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

HR Management often works off of the ideals of 'best practices.' This concept is discussed in the next article, "Managing the Diversity Revolution: 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 discrimination, which may be widespread in a number of industries including the healthcare industry.

Among the populations more likely to be discriminated against according to the author include women and older Americans, as well as those living under lower socio-economic status, as confirmed by the previous articles examined. The author…… [Read More]

References:

Diversity We Live in a World Full

Diversity

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 variety of factors may influence a trait in a person. One person might believe that others from a certain ethnicity tend to not value education, but that person might value education very much and be quietly working on an advanced degree.

It is difficult to talk about what effects on…… [Read More]

Resources:

Diversity and Ethics Reporting Systems

Diversity and Ethics Reporting Systems

Diversity Management and Discrimination Issues at Work

Enhanced globalization and immigration, which occurs for economic and socio-political reasons, has led to the development of multicultural societies across the globe. Today, many nations and workplaces have employees from diverse backgrounds. More often than not, cultural differences as well as other inherent differences such as gender often lead to stereotyping, categorization, and labeling; which set precedence for discrimination at the workplace (Appleby, 2007). In basic terms, workplace discrimination denotes unfair differential or unequal treatment of employees based on their differences in gender, nationality, religion, age, sexual orientation, ethnicity, or disability (Collins, 2012).

Gender discrimination issues are part of the discriminatory issues that arise out of gender differences or special gender-related issues such as pregnancy. It denotes the unequal treatment of employees based on their gender. Examples of issues that often arise in relation to this form of discrimination include inequality in pay and dismissal or unfair work policies relating to life issues that affect one gender, i.e. pregnancy (Appleby, 2007). The pay inequality problem is captured under the Equal Pay Act of 1963, which requires that both women and men should get equal pay if their job…… [Read More]

Diversity in Multicultural Business Globalization

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 religious institutions all had concerns about their ability to bring in the appropriate person for the positions at hand. Formally, Human Resource Management in the contemporary world is both the tactical and strategic manner in which an organization manages the human portion of its resources, both collectively and individually, and…… [Read More]

Diversity in the Workplace Given

Cox models have be used by many organizations to deal with conflict resolution issues, including those with diverse populations. In Cox analysis, the change model for work on company diversity has provided an effective approach to establishing and maintaining diversity in workplaces. When we review this issue, leadership is the key aspect here because this situation raises core questions about the company leadership's philosophy, vision, strategy and integration. Leadership in such situations has been found to be critical in guiding organizations during times of social change, especially with regard to dealing with diverse populations in work places. In such situations, sensitivity training has been successful if combined with a cost benefits analysis. While it might be "nice" to treat people with respect, it has statistically been proven that such efforts are enhanced when employee stakeholders find that the issue impacts their own bottom lines. They, they have a personal stake in the issue and they tend to be more motivated to overcoming differences to make a profit (Cox, 1991).

Unfortunately, we can not expect our employees to be saints . They have to see a personal payoff for themselves (and the families) that they support in order to take personal…… [Read More]

References:

Diversity Has Become a Hot

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.

What'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 respect that they would like themselves. An agreement can also be made, for example, if a person gets offended in any way, during the program, the person can yell a key word, such as "Ouch," at that time the issue will be discussed, with closure immediately resolved. This tends to…… [Read More]

Bibliography:

Diversity the First Step in Creating Diversity

Diversity

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 setting of pathways to get from where the organization is today to where it wants to be in the future. Pathways should also come with objectives. It is critical that the plan focuses on how to achieve the goals set out in the first stage, but also that there is…… [Read More]

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Diversity Issues in Schools That

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 of inappropriate job performance evaluations extend to both positive and negative ratings. If poor teachers are consistently rated as satisfactory or even superior, they will continue to receive within-grade increases and be retained in teaching positions where they may be doing more harm than good. Conversely, negative performance ratings of…… [Read More]

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Diversity Proposal Consideration Ethics Diversity Proposal Choose

Diversity Proposal

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 degree, a self-fulfilling prophesy. As there are few minority employees in leadership positions, qualified and dedicated employees are more likely to look elsewhere as their ambitions begin to grow. Also, no matter how broad-minded leaders of the organization may be, they invariably cannot be sensitive to all of the issues…… [Read More]

Diversity Inclusion One of the Greatest Challenges

Diversity Inclusion

One of the greatest challenges in education today is the fact that the basic demographic of the average student body has changed significantly over the last decades. This poses challenges not only in terms of cultural programs and inclusion, but also in terms of intellectual abilities and background. This is particularly the case in tertiary education. In most cases today, students come from many different backgrounds in terms of schooling and level of education. This poses challenges in terms of preparing students for the rigors of tertiary academic work. In addition to this and the great variety of cultural backgrounds represented on United States campuses today, there is also the challenge of preparing students for the world of work. Most workplaces today require some level of tertiary education. It is simply impossible to handle the rapid developments in terms of technology today without some sort of post-secondary qualification. In terms of the right to education and gainful employment, the government and tertiary institutions are therefore obliged to meet as much of the educational demand as possible.

The same is the case for a relatively small liberal arts tertiary education establishment. Like many American institutions today, the institution has…… [Read More]

Resources:

Diversity Training This Report Is

Diversity training reduces the potential for misunderstandings, conflict and litigation which usually can be traced back to differences in communication expectations. This training also helps to make a better mark with the public and to receive increased customer satisfaction levels. Once management and supervisory level employees become trained, organizations can count on more knowledgeable and proactive decision making from the leadership. It is a proven fact that happy employees and managers are more efficient and productive.

What are some ways to avoid negative employee reactions to diversity training? The easiest way is to first provide a true understanding of the concept of diversity training. In the majority of cases, people think that diversity training entails race or gender problem. Diversity is more than that. "Diversity is about encouraging and enabling all employees to draw on their talents, skills, and experience for the benefit of the business." (Bruno, 2004) as mentioned earlier, a very good way to avoid dissention in the implantation process of a diversity program is to have upper management support. Employees are less likely to avoid or criticize a program when they are fully aware that the management is supportive of diversity training. Another way of reducing negative…… [Read More]

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Diversity and Environment

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 tend to be associated with it. Diversity is highly correlated to social class. The more of a minority one's race and/or ethnicity is, the lower the social class tends to be (McIntosh 1990). This not only has to do with the realities of life, but it also has to do…… [Read More]

Sources:

Diversity the Impact of Diversity on Our

Diversity

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 U.S. To gain. After the late nineteenth century when the war was over and when the U.S. began a period of reconstruction was the first major milestone in this struggle. The Thirteenth Amendment outlawed slavery, the Fourteenth Amendment guaranteed equal rights for all and citizenship for blacks, and the Fifteenth…… [Read More]

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