This paper analyzes the conflict that stems from diversity in the workplace. By understanding the struggles of members of different races, genders and sexual preferences, managers can concentrate on making these minorities feel more inclusive.
Written in 2002; 7,900 words; 23 sources; MLA; $ 170.95
Paper Summary:
Learning to manage diversity is crucial to the survival of any organization. This paper asks why women, blacks, Asians and Hispanics are under-represented in management positions. By using statistics, the explanations that are commonly used, are confronted and additional explanations (based on the statistics are presented). This paper also explains how not properly managing diversity can be detrimental to the organization and offers suggestions for making minorities more inclusive.
Introduction
Gender
Race
Blacks
Asian Americans
Hispanics
Sexual Orientation
Recommendations
Conclusion
Works Cited
From the Paper:
"By the year 2010, the Labor Department estimates that 48% of the workforce will consist of women and 31% will be people of color. (Bureau of Labor) This large group of employees that are not considered "white males" demonstrates the need for organizations to focus on diversity. Because of the combinations of gender, race, ethnicity, and sexual orientation, there will always be conflict in diverse organizations. It is crucial for effective managers to understand the differences in employees and develop methods of overcoming this conflict. Managing diversity is not about getting employees to like one another; instead, it is about creating an environment that enables employees to perform their jobs. (Thompson, 209) Without effectively managing the conflicts stemming from diversity, an organization is subject to a decrease in production, profitability, and the possibility of lawsuits."
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