Abstract This paper is a literature review to evaluate if the category of being a 'developed' or 'developing' countries is an erroneous measurement in relation to understanding perceptions of countries on the environment. The author concludes that this study clearly demonstrates that an erroneous belief is held by many who state the claim that developing countries are less interested in the environment and hold less interest in addressing environmental concerns than are other countries. On the contrary, developing countries have a great interest in environmental concerns specifically as related to crop research. Several graphs and charts are included with the paper.
Table of Contents:
Objective
Introduction
Statement of Thesis
Literature Review
Summary and Conclusion
From the Paper "A report published April 25th, 2006 by the World Public Opinion Research Organization states that a poll conducted in thirty countries finds that a worldwide consensus finds that climate change is a problem of a serious nature. As a matter of act in a poll of 33,237 individuals worldwide conducted by GlobeScan Incorporated between October 2005 and January 2006 states: "Across all countries, on average 90 percent say that 'climate change or global warming, due to the greenhouse effect' is a serious problem. Only three countries have less than eight in ten endorsing this view.""
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 This paper evaluates methods organizations can adopt to help promote greater gender diversity. These methods include conducting annual diversitysurveys, 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 addresses the problems of a law office, which is in financial trouble., which has only white male attorneys and the only females working there are secretaries. The author provides specific details regarding how diversity would have prevented the situation. The paper explores the meaning of diversity.
From the Paper "According to Josh Greenberg, in an online article for "Ezine", most workplaces are becoming increasingly diverse as people from different genders races, cultures, ethnic origins and lifestyles find themselves working together.r As the economy becomes increasingly global, our workforce becomes increasingly diverse. Organizational success and competitiveness will depend on the ability to manage diversity in the workplace effectively. Diversity encompasses race, gender, ethnic group, age, personality, language, ethnicity, cultural background, disability, sexual orientation, religious belief, cognitive style, tenure, organizational function, education ..."
Tags:Diversity, racial quotas, affirmative action, diverse workforce, EEO regulations, non discrimination, keeping clients happy
Abstract This paper considers ethics and diversity in hiring and retention practices at the Boeing Company. It examines the global workforce of Boeing, the impact of government regulations on Boeing's employment practices and Boeing's commitment to diversity.
From the Paper "The Boeing Company is one of the two largest airframe manufacturers in the world and has a global workforce ..."
Tags: boeing company, ethics, diversity, human resources
Abstract This paper examines the results of the 6th Annual Metlife Study of Employee Benefits Trends survey. The paper looks at the employees' desire for workplace access to insurance and savings products and advice growing, as shown in the Metlife study. The paper discusses the findings that employers underestimate the role of benefits in employee loyalty.
From the Paper "In part because of concerns about the economy, also because of growing personal financial responsibility and the baby-boomers seeing retirement in the not-to-distant future, this year's survey shows that more than ever employees are turning to their employers for financial advice and growth. Over half of Americans in the workforce are now obtaining most of their financial and retirement services through the workplace - up six percent from last year. Employees are looking toward their employers for guidance- 44 percent want access to general financial planning advice at work, up from 30 percent last year. Nearly half of all employees also want their employers to provide retirement advice. Personnel of all ages are becoming more responsible about taking care of their financial future. Many of the employees who sought advice from their employers this year have never done so before."
Abstract This paper explains that the social identity theory paradigm, important to understanding diversity in the workplace, suggests that, when individuals are members of a group, they are more likely to derive their sense of identity or part of it from that group. The author uses a questionnaire to interview police officers about field information regarding the retention practices of hiring agencies with the intent of uncovering how the social identity theory might be linked to retention and progression within the workforce. The paper concludes that, if recruits joining the organization perceive that the only opportunities available to them are among the rank and file employees, they will leave and pursue opportunities for advancement elsewhere; thus, an improved educational program, which targets minority understanding and opportunity, might result in a more positive outcome for the organization.
Table of Contents
Social Identity Theory Paradigm
Retention of Staff and Turn Over
Methodology/Summary of Findings
From the Paper "What causes turnover? In the modern labor market the demographics of a diverse workforce suggest that employees no longer respond to traditional management practices and are instead looking for a "metamorphic" workforce where they can build a social identity that is comfortable and productive within the organization. Managers must work toward gaining insight into employees' diverse attitudes and belief systems by understanding core beliefs, fostering long term employee development plans and understanding individual's personality traits."
Tags: retention, progression, turnover, survey, program
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 survey gathers both demographic data from the respondent and gathers data based on questions relating both specifically to the university and to a New Orleans oddity, the Mardi Gras Indian, none of whom are Native American. The paper explains that in studying the students' reaction to a certain passage regarding the Mardi Gras Indians and relating it to other Tulane policies, it may be possible to gain some insight on racism and stereotyping.
Abstract The end of the nineteenth century is seen as an era of trust busting under President Roosevelt and the Progressives. This was an era in which industry was subject to increasingly strict regulation in an effort to preserve the competitive marketplace. The following discussion will explore this issue: In what way and to what extent was business regulated in the United States during the nineteenth century? An issue of secondary importance will also be considered: In what way did nineteenth century regulation of business foreshadow the manner in which business is currently regulated at the beginning of the twenty-first century.
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 offers two essays, one supporting the need for government regulation, the other denying it and supporting deregulation. The first notes that government regulation is necessary to assure safety, to prevent disease, to protect the rights of the individual, and to assure a level playing field in business. While one might argue that certain specific regulations are over-reaching or unnecessary, one must support the idea of regulation itself.
From the Paper "Government regulation is necessary to assure safety, to prevent disease, to protect the rights of the individual, and to assure a level playing field in business. While one might argue that certain specific regulations are over-reaching or unnecessary, one must support the idea of regulation itself, which after all was only undertaken once it was clear that the marketplace would not be effective in certain areas, such as enforcing safety rules, protecting consumers from fraud and misrepresentation, and reducing predatory practices on the part of business. Regulation typically refers to governmental efforts to control individual price, output, or product quality decisions of private firms in an effort to prevent purely private decision-making that would take inadequate account of the public interest. The first modern regulatory agency was established by Congress in 1887--the Interstate Commerce Commission--to control railroad rates. By the 1960s, government regulation was commonplace in the transportation..."
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."
