Abstract Research on exposure to television and movie violence suggests that playing violent video games will increase aggressive behavior. Playing violent video games also decreases prosocial behavior. Laboratory exposure to a graphically violent video game increased aggressive thoughts and behavior. Video game violence has a positive effect on aggressive behavior. By reducing exposure to violence, children can reduce their outward aggressive behavior.
Abstract This paper examines studies pertaining to violent video games as encouragers of aggressive behaviour. The paper explains that these studies take different approaches to the same mechanism that much previous research has asserted to exist between young people who play violent video games and observable aggression expressed in their thinking and self-expression or behaviour. The writer points out that one paper was found to be more thoughtful, varied, less reductive and more generative of new questions than the others towards reflection on what studies of this variety can produce in terms of useful or stimulating information. The writer then looks at how all three studies indicate the sway in psychology of what previous studies have found in numbers, in studies of varying quality or small differences seeming to be unanimous in correlating violent video games and user aggression. The writer concludes that many studies addressing violent video games in relation to aggression obviously point to an unspoken question as to why such aggression of sometimes very serious forms is demonstrated by many persons in North America - a society that has attained one of the highest standards of living, ever seen.
From the Paper "A comment is made on violent media as known to produce aggressive behaviour according to various studies of different kinds. The conclusion repeats the introduction's statement on violent video games perhaps inducing automatic aggressive associations of the self. However, the reader is never quite sure what aggressive associations of the self are. One presumes that a student of a certain age has enough insight to report that, yes, he or she is aware of feeling angry or 'wired up' after interacting with a violent video game, but this need mean very little. Perhaps a student having had a difficult morning or a delayed trip to school would report that he or she also felt aggressive, or a student having had to deal with an intense, unpleasant experience of another kind. Again, is aggression anger, or anger expressed outwardly, or annoyance?"
Abstract This paper is an analysis of the characteristics of diversity, focusing on benefits, challenges and finally scrutinizing various techniques of managing the diversity at individual and organizational levels. It discusses the workforce in terms of diversity as a legal obligation and also changing workforce demographics due to organizations' needs. The paper aims at highlighting various characteristics of diversity while focusing on benefits, challenges and finally scrutinizing various techniques of managing the diversity at individual and organizational level.
Table of Contents:
Abstract
Introduction
What is Diversity Reasons for Emergence of Diversity Characteristics of Diversity Different Communication Patterns
Benefits of Diversity The Challenges
Individual Approaches to Managing Diversity Organizational Approaches to Managing Diversity Conclusion
References
Table-1: Salary Differentials
Table-2: Overall Population Growth and Racial Composition
From the Paper "No two humans are alike. People are different not only in gender, culture, race, social and psychological characteristics but also in their perspectives and prejudices. Society had discriminated on these aspects for centuries. Women and minority groups were denied of their due rights. But not any more. Since 1960s, when federal legislation prohibited employment discrimination, minorities and female applicants have become the fastest-growing segment in the work force. Diversity makes the work-force heterogeneous. The work-force diversity used in the corporate world today is the varied characteristics of employees working in same organization. Despite the magnitude of the ethical, legal, economic, social, and political dimensions that define diversity initiatives in the workplace, the fields of human resource development and continuing professional education have yet to develop an integrated vision for creating more inclusive work environments. There are issues being raised. Dominant groups including top level managers are not fully prepared to accept the reality. There are communication problems as well. But then there are enormous benefits too. Organizations that are still lacking in this field will have to initiate measures to make their workforce diverse in order to compete or even survive in the coming decades."
Abstract The purpose of this study is to identify effective strategies that may be applied by employing organizations to attain diversity goals. Data was collected and analyzed from a sample of 32 private sector organizations with 500 or more employees. The study found that both functional and hierarchical diversity in organizations are related significantly to: diversity program structure, rank and file support for the program, community support for the program, top management support for the program, program participation requirements, and program communications. The paper includes charts and statistics as well as the questionnaire used in the study.
Contents:
Introduction to the Study
Statement of the Problem
Purpose of the Study
Importance of the Study
Scope of the Study
Rationale of the Study
Definitions of Terms
Overview of the Study
Review of the Literature
Introduction
Group Values and Social Identity
Formation and Roles of Groups
Governmental Framework for the
Management of Diversity The "Glass Ceiling" Issue
Alternative Explanations for the
Under Representation of Women in
Top Management
The Role of Achievement Motivation
Organizational Strategies for the
Management of Diversity Dimensions of Diversity and
Diversity Management
Responses to Increased
Cultural Diversity Discussion of the Literature
Review Findings
Literature Review Summary
Methodology
Introduction
Research Design
Hypotheses
Operationalizing the Variables
Population and Sample
Instrumentation and Data Collection
Data Analysis
Data Analysis
Overview of the Findings
Results of the Hypothesis Testing
Hypothesis 1 Results
Hypothesis 2 Results
Hypothesis 3 Results
Hypothesis 4 Results
Summary, Discussion and Recommendations
Summary of the Study
Discussion of the Findings
Recommendations for Further Research
Appendix
References
From the Paper "Mandatory participation in diversity programs was found to be associated with the highest levels of diversity, and optional participation in diversity programs was found to be associated with higher levels of diversity than that found in organizations with no diversity programs. Program communication that was both frequent and scheduled was found to be associated with the highest levels of diversity, and programs were communication was sporadic were found to be associated with higher levels of diversity than that found in organizations with no diversity programs."
Tags: management, business, organization, flexibility, diverse
Abstract This paper uses the example of Con Edison as a company that has successfully tapped into the talents of a diverse workforce. The paper discusses ways that companies can take advantage of the different cultural backgrounds of their employees and use these differences to benefit the company.
Defining Diversity Tapping into Diverse Talents
How to Capitalize on Diversity The Paradigm Shift from Diversity as Liability to Diversity as Opportunity
Incorporating Diversity into Decision Making
Corporate Strategies to Capitalize on Diversity Communication Issues
From the Paper "Con Edison is a major employer in the greater New York City area providing energy and energy-related products and services. In addition to the five boroughs of New York City, it serves Westchester County in New York and small areas of New Jersey and Pennsylvania. It is located in the area of the country that has long been the first destination of many people immigrating to the United States. In addition it has well-established ethnic communities comprised of the descendants of people who brought new cultures to New York City and then put down roots there. As a result, the employment pool for Con Edison is one of the most diverse in the nation, including people not only of both genders but also of all ages and ethnic backgrounds. "
Tags: ethnic, communities, employment, pool, diversity, of, background, cultural, assumptions
Abstract This synopsis examines the current state of diversity within the health care industry and suggests approaches to alleviating diversity issues within the industry at large and within the communities the health care industry serves.
Diversity in Health Care
Abstract
Minorities and Health Care
Diversity and Women
Ecosystems Approach to Diversity Managing Diversity: Best Practices
Progress in Reform
Conclusions/Analysis
From the Paper "The study also reveals that racial and ethnic minorities are much less likely to get treatment for serious conditions including HIV and cancer. According to the Institute patient and provider attitudes combined are to blame for the inequality that exists. The study suggests that "system-level factors" exist that contribute to racial and ethnic inequality in the healthcare industry, and that among these are language barriers, geographic barriers, cost containment pressures such as those imposed by managed care and even attitudes and beliefs."
Abstract This paper evaluates methods organizations can adopt to help promote greater gender diversity. These methods include conducting annual diversity surveys, providing team building seminars and encouraging team building efforts within the organization. Such efforts lay the groundwork for building a culture that promotes diversity and encourages women to excel at all levels of the organization. It also works to provide women the tools they need to succeed within the organization and within a group setting.
Outline:
Intervention Methods and Diversity in the Organization
Direct Methods of Establishing Diversity Competence
Indirect Methods of Establishing Diversity Competence
Conclusions
From the Paper "Traditional intervention methods may include various techniques and tools used to eliminate the cultural biases that exist within enterprises large and small. Intervention methods basically involved direct and indirect actions that one engages in to alter certain events or behaviors to improve the performance of a group and reduce behaviors considered undesirable (Garmston, 2004). Interventions may be helpful in promoting greater empowerment among groups that are traditionally singled out in the workplace, including women."
Abstract This paper provides an overview and analysis of Steven Vertovec's newly developed theory of 'super-diversity, as seen in the United Kingdom. The paper further discusses how the type and intensity of diversity in the United Kingdom has changed drastically in recent years. The discussion focuses on how this concept of super-diversity evolved and developed out of the British concept of multiculturalism and how super-diversity relates to or within the theory of multiculturalism. The paper includes a history of British multiculturalism.
Outline:
Introduction
Diversity in Britain
Super-Diversity Conclusion
From the Paper " In the traditional sense of diversity in Britain, the imperial past of the empire created many transnational connections that have occurred as a result of the economic networks of multinational corporations. In addition this diversity has increased through the flow of capital, the migration of labour and the spread of ideas and information (Gardiner & Matthews 2000). The authors also insists that the advent of the internet has created a free movement of information which means that British culture is now available to many regardless of political boundaries."
Tags: multiculturalism, super-diversity, ethnicity, United, Kingdom, Britain, immigration
Abstract This paper discusses an organizational position on diversity and how it has implemented a diversity training program to enhance and encourage diversity in the workplace. Additionally, an overview of the diversity implementation plan is offered, with insights on how the organization intends to focus attention among its various publics to its diversity programs in the workplace.
From the Paper "Canteen Corporation's diversity awareness program is centered on its diversity training initiatives to heighten awareness of the diversity issue and its attention to them. The campaign is based on the publication of a position paper on diversity and diversity training in the workplace, as well as several press releases illustrating the company's efforts in these important areas. Further, these initiatives are supported by an action plan, employee involvement and ongoing training regarding diversity. Position Paper on Diversity: The Canteen Corporation has been an active force in developing diversity in the workplace across its operations since its formative years. Diversity has been an important and highly sought after quality in organizations over the past twenty years."
Abstract In this article the writer explores the meaning of the word diversity. The writer explains that diversity refers to differences among culture, race, ethnicity, religion, and sexual orientation of all people, to name a few. Further, the writer points out that to function in our changing world, it is important to have an understanding and appreciation of diversity. The writer discusses the aspect of diversity in culture, in the workplace and in gender roles. The writer concludes that managing diversity is an organizational process by which human resources are identified, allocated, and expanded in ways that make them more efficient.
From the Paper "If one looks back to television shows that were created in the 50s or 60s, one can compare the roles of women then to the roles of women now. Women were portrayed as housewives and mothers. They served the family and took care of the household chores. Rarely, a television show from that era would put a wife into the workforce and if they did, it would be a job such as a secretary.
As times have changed, the majority of men and women tend to meet somewhere in the middle. Men in today's society have began to take on certain domestic duties in the household to enable them to play a larger role in the family. In a recent study most men reported happy to share household responsibilities with their wives."
This well-researched and informative paper analyzes the positive as well as productive aspects of maintaining a culturally diverse staff while focusing mainly in the field of retail.
Abstract This paper discusses the benefits to the psychological well-being of a culturally diverse workforce. This paper provides various strategies and methods for creating and maintaining a culturally diverse workforce while also stressing the importance in equality amongst the genders. The writer of this in-depth paper contends and explains why the creation of a culturally diverse workforce can and will ensure the long-term success of a business organization. The writer delves into the hiring practices of the Wal-Mart Corporation as well as other companies while discussing the pros and cons of their business practices as they relate to implementing a culturally diverse staff. This paper also explores the issue of sexual and cultural discrimination in the workplace. This paper supplies the results of various published studies as well as statistics and data relevant to this particular topic.
From the Paper "Of course, there are many ways to view possible differences between cultures. Value systems work in some cases, but in others, something like power distance comparisons might be used. Relying on an interpretation of value system differences would be exceptionally useful in a group of collaborators, to guide discussions and prevent disagreements from deteriorating into loud arguments. Understanding cultural differences based on a system of power distances can help immensely when dealing with manager-employee relationships instead.
There are many "large-power-distance cultures". Virtually every society other than the American places more emphasis on the leader as leader. American managers working with multicultural groups may attempt to involve all employees in the decision-making process."
Abstract This paper discusses how workplace diversity can be viewed as either a problem or as a resource. It looks at how diversity is defined in terms of demographics; the nursing profession is made up primarily of females. It also discusses how one aspect of workplace diversity consists of individual and organizational change and how attention to diversity involves being aware of individual differences and providing various choices and alternatives.
From the Paper "Workplace diversity can be viewed as either a problem or as a resource. Diversity is defined in terms of demographics; the nursing profession is made up primarily of females. Furthermore, the profession consists of many ethnic and racial groups. In addition, each nursing workplace has various goals and values (Jamieson & O'Mara, 19991). One aspect of workplace diversity consists of individual and organizational change. Attention to diversity involves being aware of individual differences and providing various choices and alternatives. Another area of diversity, and especially in Toronto workplaces, is multicultural diversity. Multiculturalism as an ideal and a policy often fails so that systemic racism can be a serious problem."
Abstract This paper presents an examination of the impact of diversity on rire service in the United States. The writer explores several Supreme Court decisions, federal mandates and measurement tools to further illustrate the topic. Issues regarding diversity in hiring practices are also explored. The author notes that fire services managers need to be careful to legitimately encourage diversity in the workforce while at the same time practice hiring that maintains the safety of the team by only hiring members capable of performing the job.
From the Paper "Productivity in the fire rescue services is an important element of existence for several reasons. Because the service is dependant upon public dollars for its budget needs it is important to be able to track productivity and to show increases or decreases so that the budget committees can properly allocate funds to maintain the service.
Productivity can show an increase by sending out more trucks on each call, conversely it can show a decrease in numbers if fewer responders are sent to the initial call and back up is called for later if it is deemed necessary by the first response team.
Other factors that can impact productivity measurement are changes int eh area being serviced. Productivity measurement often takes into account things such as risk factors. If the area finds ways to reduce the risk factors of fire or rescue need then the productivity numbers are going to be reduced.
If the risk factors in an area are significantly increased the productivity numbers are also going to increase. "
Abstract This paper is the result of research done on diversity management training. A survey of employees was taken to determine how comfortable they felt in the present climate at the workplace The paper proves that in order to attract the most advantageous employees, diversity training may be utilized to enable employees to interact and understand one another better.
From the Paper "In the workplace of today's world there are often varying cultures and backgrounds to contend with, whether employee, employer, or client. In the case of this researcher, diversity training and management in the workplace is an issue, which Management may face. Having been faced with the issue, Management will need to determine the validity of diversity training and its place in the workplace, as well as the outcomes of such training and the benefits and detriments to the company as a whole."
Abstract Southern California teachers have many issues to face in the classroom. Many students have special needs due to disabilities or because they are gifted. This paper shows that, in California, teachers have to be especially prepared for cultural diversity. They must make adjustments in instructional and behavioral strategies and to their own biases. The paper includes new ways of looking at diversity and teaching methods to introduce. It also includes a table.
Paper Outline:
Abstract
Cultural Diversity in the California Classroom
Culturally Responsive Teaching Strategies
Behavior Strategies
Final Thoughts
References
From the Paper "Dealing with molding behavior for a multicultural group is very similar to any group of students. Children need to feel respected and involved to behave appropriately. When diversity enters the classroom respect comes through cross-cultural understanding. The teacher can facilitate respect by modeling and reinforcing appropriate behavior (Burnette, 1999). There will be some students in the classroom that come from a multi-cultural household. These students have already crossed the barriers of diversity and are wonderful role models for uneducated students."
