Workplace Diversity Essays Examples

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Diversity in the Workforce

Words: 3123 Length: 10 Pages Document Type: Essay Paper #: 56956105

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]

Sources:
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.
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Workplace Training Diversity Training Is an Important

Words: 1142 Length: 4 Pages Document Type: Essay Paper #: 21973481

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]

References:
"Designing Effective Workforce Diversity Training Programs." (2006). PACT Training.

Retrieved March 14, 2012, from http://www.pacttraining.com/pact/pdf/devdivprograms.pdf
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Diversity and Motivation

Words: 2196 Length: 5 Pages Document Type: Essay Paper #: 29801649

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]

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Diversity in the Workplace

Words: 3815 Length: 12 Pages Document Type: Essay Paper #: 20076138

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]

Works Cited:
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
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Diversity Management With Respect to

Words: 8378 Length: 30 Pages Document Type: Essay Paper #: 96424615

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]

Sources:
Aguilera, R.V. & Yip, G.S. (2004). Corporate Governance and Globalization: Toward

an Actor Centred Institutional Analysis. Un iversity of Illinois: College of Business. Online at .
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Workplace Developing Flexibility Within the Workplace For

Words: 1581 Length: 5 Pages Document Type: Essay Paper #: 85025632

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]

References:
Chan, A (n.d.), The Challenges of Human Resource Management, ZeroMillion.com, viewed 5

February 2011, < http://www.zeromillion.com/business/hrm.html >
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Diversity and Individual Differences in

Words: 2536 Length: 8 Pages Document Type: Essay Paper #: 24914901

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]

Bibliography:
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
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Diversity Pros and Cons Diversity

Words: 992 Length: 3 Pages Document Type: Essay Paper #: 27226731

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]

References:
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
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Diversity as Strategy

Words: 708 Length: 2 Pages Document Type: Essay Paper #: 58125031

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]

Works Cited:
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.
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Diversity Training in the Workforce

Words: 459 Length: 1 Pages Document Type: Essay Paper #: 41676332

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]

Bibliography:
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

Velasquez, Mauricio. (2004) "Why Diversity Training Must Change: Why is it not working?" Diversity Training Group. Retrieved 28 Nov 2004 at http://www.diversitydtg.com/articles/training_changes.htm
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Diversity of All the Challenges

Words: 360 Length: 1 Pages Document Type: Essay Paper #: 1128243

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]

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Diversity and Culture for Any Organization With

Words: 803 Length: 2 Pages Document Type: Essay Paper #: 67723875

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]

References:
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.
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Workplace Privacy as the Nature

Words: 1547 Length: 6 Pages Document Type: Essay Paper #: 72979490

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]

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

Duke, L. "Genetic Testing in the Workplace: the Employer's Coin Toss." Health and Biotechnology, September 5, 2002.
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Diversity in the Workplace

Words: 1319 Length: 5 Pages Document Type: Essay Paper #: 75027048

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]

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Diversity Workplace Religio Annotated Bibliography Borstorff P

Words: 499 Length: 2 Pages Document Type: Essay Paper #: 85347274

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]

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Workplace Dispute and Resolution

Words: 932 Length: 3 Pages Document Type: Essay Paper #: 91597433

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]

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Diversity Goes Beyond Demographics and

Words: 832 Length: 3 Pages Document Type: Essay Paper #: 96571299

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]

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Rethinking Diversity in Public Organizations

Words: 723 Length: 2 Pages Document Type: Essay Paper #: 79661067

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]

References:
Levine, D. (2003). "The Ideal of Diversity in Organizations." The American Review of Public Administration, 33 (3): 278-294

Selden, S. And Selden, F. (2001). "Rethinking diversity in public organizations for the 21st Century: Moving toward a multicultural model." Administration & Society, 33 (3): 303-329
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Diversity Cultural and Individual Diversity

Words: 1510 Length: 4 Pages Document Type: Essay Paper #: 41505131



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:
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
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Diversity Consciousness

Words: 1563 Length: 5 Pages Document Type: Essay Paper #: 96144853

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:
"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
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Workplace Democracy the Issue of

Words: 3519 Length: 13 Pages Document Type: Essay Paper #: 62718214

"

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]

Sources:
About Nike. Retrieved October 22 from; http://www.nike.com/nikebiz/nikebiz.jhtml?page=1

Anderson, T. (2004) Retrieved October 22 from; http://www.benefitnews.com/work/detail.cfm?id=6377 ePay - troubles at eBay 2004. Retrieved October 22 from; http://www.hebig.com/archives/001917.shtml
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Workplace Safety in Today's Society

Words: 2185 Length: 7 Pages Document Type: Essay Paper #: 46157601

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:
Nonprofit Risk Management Center. "What is workplace safety?" 2005(a). http://nonprofitrisk.org/ws/c1/wkplcsafety.htm

Compiling a work safety manual." 2005(b). http://nonprofitrisk.org/ws/c3/compile.htm
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Diversity Health Care Observation of Diversity in

Words: 580 Length: 2 Pages Document Type: Essay Paper #: 69855724

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]

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Diversity Education Corporate

Words: 1003 Length: 3 Pages Document Type: Essay Paper #: 16176232

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]

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Diversity What Is Diversity The Term Diversity

Words: 623 Length: 2 Pages Document Type: Essay Paper #: 11355502

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]

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Diversity in Healthcare A Synopsis

Words: 3232 Length: 12 Pages Document Type: Essay Paper #: 80574563

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:
Aronson, D. (2002). "Managing diversity revolution: Best practices for the 21st century."

Civil Rights Journal, 6(1):46
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Diversity We Live in a World Full

Words: 972 Length: 3 Pages Document Type: Essay Paper #: 5353774

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:
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.
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Diversity and Ethics Reporting Systems

Words: 580 Length: 2 Pages Document Type: Essay Paper #: 39309624

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]

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Diversity in Multicultural Business Globalization

Words: 2610 Length: 9 Pages Document Type: Essay Paper #: 55891455

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]

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Diversity in the Workplace Given

Words: 491 Length: 2 Pages Document Type: Essay Paper #: 2197899



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:
Cox, Taylor. (1991). The multicultural organization. Academy of Executive Management, 5 (2), 37-47.

Facts about discrimination based on sexual orientation. (2011).
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Diversity Has Become a Hot

Words: 1012 Length: 3 Pages Document Type: Essay Paper #: 1050572

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:
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.
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Diversity the First Step in Creating Diversity

Words: 673 Length: 2 Pages Document Type: Essay Paper #: 85981169

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]

References:
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
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Diversity Issues in Schools That

Words: 3345 Length: 12 Pages Document Type: Essay Paper #: 74862249

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]

Sources:
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.
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Diversity Proposal Consideration Ethics Diversity Proposal Choose

Words: 616 Length: 2 Pages Document Type: Essay Paper #: 31948552

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]

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Diversity Inclusion One of the Greatest Challenges

Words: 1325 Length: 4 Pages Document Type: Essay Paper #: 33197211

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:
ACPA and NASPA (2010, Jul. 24). Professional Competency Areas for Student Affairs Practitioners. Retrieved from: http://www.naspa.org/images/uploads/main/Professional_Competencies.pdf

Prescott, B.T. (2012, Oct. 4). What Demographic Changes Mean for Colleges and Counselors. The Chronicle of Higher Education. Retrieved from:  http://chronicle.com/blogs/headcount/what-demographic-changes-mean-for-colleges-and-counselors/31958
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Diversity Training This Report Is

Words: 949 Length: 2 Pages Document Type: Essay Paper #: 90097480



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]

References:
Adamson, Jim (2000). "How Denny's Went From Icon of Racism to Diversity Award Winner." National Productivity Review, Winter.

Anonymous (1999). "DuPont's Formula for Harassment-free-workplace." Training & Management Development Methods, Vol. 13(1), 901.
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Diversity and Environment

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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:
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.
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Diversity the Impact of Diversity on Our

Words: 993 Length: 4 Pages Document Type: Essay Paper #: 82058481

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]

References:
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.