Abstract This paper discusses the diverse components that affect a person's experience with his/her respective job. It looks at the factors that affect choosing a particular career and how a person handles work stress. The paper also looks at the different factors that contribute to a person's decision-making ability and how he/she integrates different experiences in order to build his/her unique personality.
From the Paper "As those mentioned above, experience at work are affected by a person's age, gender, ethnicity, social class and by many others not mentioned. All of these affect one another. Life at work is characterized by diverse experiences, both negative and positive ones. And they all come together to build a well rounded person. Whether we let our age, gender or any other factor affect us negatively or positively will also depend on us. We could be flexible enough to accept the things we cannot change in ourselves, like our age, and work on those things we can still improve on, like our educational level."
Abstract This paper points out that there are additional aspects of diversity besides race and ethnicity and that it is important to a company's future that it understand and value all of these aspects.
From the Paper "Sexual orientation only recently has been recognized as an important aspect of diversity programs. Most diversity programs have a general equality provision that states that an individual cannot be discriminated against based on sexual orientation (Sanders, 2002). Individuals that have a sexual orientation that is considered 'different' from the traditional female/male sexual orientation may face prejudice and discrimination in the workplace, thus it is critical that employers address sexual orientation and incorporate diversity training that specifically addresses sexual orientation."
This paper is an in-depth examination and extensive study of the role that management plays in helping to insure the success of diversity in the workplace.
Abstract This paper is both a study and in-depth analysis of the role that leadership plays in ensuring that diversity in the workplace is a success. The author begins by examining the history of integration, beginning with the Civil War and post-Civil War periods, the the History of Civil Rights and pays special attention to the impact of the Civil Rights Act of 1964 on diversity in the workforce. The paper also details how the role of women and ethnic groups has changed. Some of the topics covered include the relationship between leadership and diversity and the face of diversity and leadership in the New Millennium. The author then discusses the different assumptions and hypothesis used in the study about diversity in the workplace. The author outlines the study's purpose which is to prove that managers' actions affect the workplace. It then discusses how the researcher's methodology was to interview lower and middle management in twenty-five medium to large-size organizations about their attitudes towards diversity and to rate their findings. The author then discusses the results of the research, breaking down the different areas that were covered in the study, which effectively support the hypothesis that managers' actions, behavior and attitudes have a direct impact on the success or failure of diversity in the workplace.
From the Paper "There are two primary theories on leadership. Some suggest that leadership is a given talent. Some people have it and others do not. This was the prevailing thought in the earlier part of the century. Today, it is realized that leadership embodies certain traits, characteristics and skills that can be easily taught and trained into potential leaders. Hollander and Offerman had some innovative theories centered on this concept. They felt that effective leaders could shape subordinates through modeling. In other words, they could practice the principles that they wished to instill on their subordinates and accordingly the subordinates would act in the same manner as the leader (Hollander, & Offermann, 1990). When placed in the context of creating greater diversity in the workforce, this theory has many ramifications. A leader cannot expect that the employees will be receptive and non-confrontational if the leader themselves does not act in this manner."
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 In this article, the writer discusses that organizational diversity is the presence of differences such as gender, age, race and ethnicity as well as physical ability and sexual orientation of associates in an organization. This paper addresses four areas of cultural diversity and demographic characteristics: gender, ethnicity, age, and differences in personality traits. The writer maintains that success in any work setting depends on a respect for people and an understanding of human behavior in complex organizational systems. The writer concludes that diversity in a positive organizational culture is advantageous for the growth and success of the organization.
Outline:
Abstract
Gender
Ethnicity
Age
Personality Traits
Conclusion
From the Paper "A major factor stimulating the growing diversity in organizations today is the strong trend associated with the changing demographics in America. In relation to gender differences, approximately 50% of the current workforce in America is female. Another interesting fact is 72% of women with children under the age of 18 are in the workforce. The increase of females in the workforce is remarkably different in comparison to past years. Some of the perceived reasons for the increased rate of women in the workforce are: the necessity of women to support families; efforts of families to maintain a higher standard of living; or women seeking the opportunity to excel and succeed in a corporate environment. The increased rate of women in the workforce has contributed heavily to diversity in the workplace."
An examination of how the characteristics of religion and ethnicity, personality traits, age and gender affect individual behavior within the workplace.
Abstract This paper discusses how diversity and demographical characteristics affect individual behavior within the workplace. It focuses on the characteristics of religion and ethnicity, personality traits, age and gender. The paper discusses each of the characteristics and then examines how they each influence individual behavior at work.
Table of Contents:
Statistics of Diversity and Demographic Research
Religion and Ethnicity
Personality Traits
Age
Gender
From the Paper "There are many essential elements, which define diversity and how this diversity influences individual behaviors. Especially in today's corporate world as well as our society, diversity contributes significantly in strengthening an organization and employers can benefit greatly by practicing and incorporating diversity into the workplace. Companies that hire or diversify employees from various age groups will profit from the extensive resources employees posses as well as profit by becoming ethically diverse since these employees have very valuable and diverse points of view to offer. Once an employer can look beyond age, gender, religion and other false senses of diversity behaviors, they will begin to uncover and establish a workplace based on skills, abilities and performance as well as to initiate eliminating uncertainties that employers encounter everyday, which will only help promote a productive, ethical, and more diverse workforce."
Abstract The paper examines how religion and ethnicity, personality traits, age and gender influence individual behavior. The paper believes that once an employer can look beyond age, gender, religion and other false senses of diversity behaviors, they will begin to uncover and establish a workplace based on skills, abilities and performance.
Outline:
Statistics of Diversity and Demographic Research
Religion and Ethnicity
Personality Traits
Age
Gender
From the Paper "How does diversity and demographical characteristics affect individual behavior within the workplace? Keep in mind that there are various forms of diversity and demographical characteristics to consider, such as age, ethnicity, religion, personality traits, occupation and even gender just to name a few. Diversity can be defined as the condition of being different or composed of distinct elements or qualities. In a business perspective, organizations in today's society realize that incorporating diversity into the workplace truly enhances the organization as well as its employees. Demographical characteristics, on the other hand, are defined as the statistical characteristics of human population, for instance, age and income, to identify markets."
Abstract The writer of this paper discusses the need for a more expanded and defined multicultural curriculum in present classroom settings. This paper explores the various teaching styles and approaches that need to be introduced in order to present different cultures and nationalities, including: Films, plays, biographies and other forms of literature. An additional style includes having students participate in joint activities which improves inter-group relations amongst different cultures. When students do things together they have opportunities to judge people on their own merits rather than on stereotypes. The writer contends that today's educators need not only support but the relevant teaching tools to deal with cultural diversity in the classroom. This paper also examines the various approaches available that will help decrease the differences amongst minorities in the classroom.
Table of Contents:
Introduction
What to Teach
How to Teach
References
From the Paper "In our institutions we have diverse classrooms. Students having an alike cultural heritage do not mean that they are all similar. They may dress alike or they might be bond in a systems compelling them to do things like others however if the are provided the chance, most of the high school students will disclose their dissimilarities. The main thing is to provide them a chance. Now taking into account these factors it is a challenge for the teacher to be able enough to effectively distinguish and value the aesthetic ways that students feel free to express themselves and to effectively take advantage of their actions, words, or habits to argue on issue of diversity."
Tags: education, culture, minority, curriculum, diverse
Abstract This paper discusses the idea that the "dispositional construct" otherwise commonly known as "negative activity" would play a significant role in the rate of job stress and job strain reports put forward by employees. This idea is based on the work of Caplan et al as well as upon the Minnesota Multi-phasic Personality Inventory (otherwise known as MMPI), and cleverly devises a comprehensive questionnaire which seeks to determine the exact relationship between underlying NA symptoms and a person's ability to handle job-related stress.
A discussion on the way in which stress is a psychological and physical response to the demands of daily life that exceed a person's ability to cope successfully.
Abstract The following paper examines how a mild level of stress and tension can from time to time be beneficial. The writer discusses how different levels of stress can be beneficial such as feeling mildly stressed when carrying out a project or assignment which often induces us to do a good job and to work energetically. This paper examines how stress is often characterized by fatigue, sleep disorders, irritability, continuous worrying and depression. The way in which accumulated effects of stress may lead to more serious medical problems is also examined. Finally, the way in which stress may be work-related or may stem from personal problems, such as divorce, family conflicts or financial concerns or from a combination of these factors id discussed.
From the Paper "Too much stress is not good and constant stress often causes adverse effects. Most individuals are familiar with the adrenaline rush response to an emergency. The heart pulsates, the muscles contract, and the lungs expand; and while this is happening, we are able to use greater than normal strength and speed. This response is the body's way of rescuing itself when confronted with an emergency. We do not have to think about it to make it happen. Whether we are stuck in traffic, about to give a speech in front of a group, or sitting in the waiting room at a doctor's office, the human stress response happens automatically. The difference between the two is that the adrenaline response in an emergency starts and resolves itself quickly. The response to being stuck in traffic may not. The adrenal glands, located above the kidneys, secrete the emergency passes. Then the body returns to its normal function. However, the stress response is more complex and can last longer. "
Abstract The paper explains that interpersonal stress occurs when a relationship between two people is important to one or both participants and at least one of the participants is not getting the desired responses from the other one. The paper looks at the work of Anita DeLongis and Susan Holtzman who explored the effect personality plays on a person's ability to cope with interpersonal stress in a variety of ways. The paper also reviews the studies of D.S. Moskowitz who looked at the issue of interpersonal stress in a more abstract way. The paper compares their ideas and concludes that both authors contributed thought-provoking ideas about the analysis of stressful interactions.
From the Paper "DeLongis and Holtzman (2005) have looked at the effect personality plays on a person's ability to cope with interpersonal stress in a variety of ways. In the article cited, they looked at two different situations where family interactions would likely to be stressful sometimes: when one of the partners has a significant debilitating illness (in this case, rheumatoid arthritis), and when the family unit has both children and stepchildren living under the same roof. They explored the possible clinical applications of their findings."
Abstract This paper discusses the influences and impact of diversity factors such as ethnicity, gender, religion, and geographical background--urban versus rural, on personal behavior. It rejects the idea of innate differences in people.
From the Paper "Diversity is a central fact of American life. Americans' ancestors came from every part of the world and in a vast and complex country their experiences are influenced by ethnicity ..."
"The MMPI-2 (Minnesota Multiphasic Personality Inventory 2) is widely used as a tool to assess personality. It is used in applications as diverse as...
900 words (approx. 3.6 pages), 2 sources, 2005, $ 35.95
Abstract "The MMPI-2 (Minnesota Multiphasic Personality Inventory 2) is widely used as a tool to assess personality. It is used in applications as diverse as assessing symptoms of social and personal maladjustment, discerning whether people are suitable for high-risk public safety positions, and to support decisions regarding classification and treatment in the criminal justice system."
From the Paper The Minnesota Multiphasic Personality Inventory 2 (MMPI-2) is a widely used tool to assess personality (Pearson Assessments). It is used in applications as diverse as assessing symptoms of social and personal maladjustment, discerning whether people are suitable for high-risk public safety positions, and to support decisions regarding classification and treatment in the criminal justice system (Pearson Assessments). Fundamentally, both the MMPI and the MMPI-2 were created to make comprehensive assessments of a range of personality characteristics and psychiatric syndromes exhibited by people with various psychological disorders (Harrington and Mcdermott).
Abstract This paper discusses how in a completely integrated and culturally aware and accepting society, diversity has become the supreme buzzword. It looks at how diversity has become the supreme goal and how this complex issue of assimilated groups and multicultural social groups is one that is not so clear-cut as tossing each and every different type of person together and ending up with a happy result.
From the Paper "In our supposedly post-melting pot, completely integrated, and culturally aware and accepting society, diversity has become the supreme buzzword. In our schools, our workplaces, even our spots of entertainment and shopping, diversity has become the supreme goal. But what do the people who have cheapened and thrown this word around know of diversity? This complex issue of assimilated groups and multicultural social groups is one that is not so clear cut as tossing each and every different type of person together and ending up with a happy result. No, there definitely are some disadvantages or pitfalls when implementing and embracing and diversity. Yet, diversity is a goal for which we should strive, as its benefits and positives are many."
Abstract This paper takes a look at the increasing debate regarding character education and diversity. The paper attempts to define the word 'character' by supplying definitions from various related sources. The paper then goes on to discuss how building character in the nation's next generation of leaders, is an obsession of politicians, who have used tax dollars to fund character education in the schools. The paper concludes by saying that character and diversity education in the school or workforce is an evolving art, not an exact science.
From the Paper "In one nursing home, when "complaints arising simply from miscommunication among races or situations that resulted because of cultural misunderstanding," became frequent, the human resources department decided to take proactive steps to integrate diversity training and character building exercises into the workplace environment. They deemed this especially critical, given that the healthcare field is becoming increasingly populated by younger African-American, Hispanic, and Cambodian persons, who are now working side-by-side older, Caucasion employees that have been employed in the field all of their lives. (Hoban, 2005, p.1) "
