| Papers [1-15] of 100 :: [Page 1 of 7] | | Go to page : 1 2 3 4 5 6 7 —> | Search results on "DIVERSITY FIRE SERVICE": |
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Diversity in Fire Service, 2007.
This paper examines the impact of diversity on the fire service.
1,386 words (approx. 5.5 pages), 6 sources, APA, $ 46.95
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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.
Introduction:
Supreme Court Assistance
Diversity
Productivity
Conclusion
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. "
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The Fire Service, 2006.
A discussion on the American fire service and its future modifications.
2,003 words (approx. 8.0 pages), 6 sources, MLA, $ 63.95
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Abstract
This paper discusses, in-depth, the revolution that the American fire service is to incur. It mentions the general workings of the service and describes the modifications that need to be made due to changes in society, especially after the events of 9/11. Reformations like training, interaction with the community, external funding and expanded services are explored.
From the Paper
"The two fire chiefs interviewed both foresee similar changes occurring in the fire service over the next decade. How the changes are actually implemented and managed differed slightly, but the vision was the same. As in the past, the prime focus of fire service departments is fire suppression. Over the last decade, emergency medical services have also been added to these departments as a primary concern. Other services are expected to be added in the future. One fire department chief is head of a fire department in a predominantly rural area. Faced with catastrophic wildfires in his area two years ago and not being adequately prepared for such a fire storm is one of the main areas in which this department will change in the near future. Already, they have added a Wildland Team to their fire services department."
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United States Fire Service, 2003.
Examines the history of the fire service in America.
2,250 words (approx. 9.0 pages), 3 sources, $ 79.95
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Abstract
Discusses the Colonial period, the initiation of fire wardens, the use of bucket brigades to put out fires, Benjamin Franklin's Union Fire Company and the concept of municipal fire fighting. Includes a timeline of the development of technology.
From the Paper
"In 1999, Mother Earth magazine published a long, historical article concerning fire, and man's use and abuse of it. It is such an exceptional analysis that it deserves to be quoted at the beginning of this..."
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Risk Assessment in the Fire Service, 2008.
This paper discusses levels of acceptable risk in the fire service since the 9/11 terrorist attacks.
2,192 words (approx. 8.8 pages), 8 sources, APA, $ 68.95
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Abstract
The paper relates that in the aftermath of September 11, 2001, the level of acceptable risk changed and the public demanded action. The paper provides a review of some of the recent fire events that have sparked a public outcry and outlines what steps were taken in response to public demand. The paper shows how over time, public pressure tends to focus attention on the worst offenders in any type of disaster-related trends in an effort to raise the acceptable level of risk involved.
Outline:
Review and Discussion
Conclusion
From the Paper
"Following the terrorist attacks of September 11, 2001, many observers were heard to comment that, "Things would never be the same again," and in many ways they were right. One of the more pressing issues to emerge since September 11 has been the call for improved security and communications across the country to help first responders better cope with the mayhem and chaos that are natural concomitants of such events. Establishing an acceptable level of risk for fire hazards following the highly publicized collapse of the World Trade Center is a risk assessment responsibility, but it has been heavily influenced by the risk management demands of all of the stakeholders involved, which is to say the American public."
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"Don't Fire Them, Fire Them Up", 2006.
This paper serves as a book review of the "Don't Fire Them, Fire Them Up: Motivate Yourself and Your Team" by Frank Pacetta.
675 words (approx. 2.7 pages), 1 source, $ 26.95
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Abstract
In this article, the writer discusses leadership principles through a review of Frank Pacetta's book 'Don't Fire Them, Fire Them Up: Motivate Yourself and Your Team'. The writer examines Pacetta's presentation of leadership principles for both business and military organizations. Further, the writer points out that Pacetta maintains that ultimately, the proper application of psychology is vital for success in the workplace, for the primary motivational tools all rely upon psychology for effectiveness.
From the Paper
"In his book, 'Don't Fire Them, Fire Them Up: Motivate Yourself and Your Team', Frank Pacetta presents a unique demonstration of leadership principles that can be used in both a military and non-military environment. As he identifies leadership principles, Pacetta emphasizes that motivation is one of the most vital aspects of leadership and critical to success in both business and military organizations."
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"Don't Fire Them, Fire Them Up", 2006.
This paper introduces, discusses and analyzes the book "Don't Fire Them, Fire Them Up" by Frank Pacetta.
1,019 words (approx. 4.1 pages), 1 source, MLA, $ 36.95
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Abstract
In this article, the writer identifies leadership principles and describes their applicability in either a military and non-military situation. The writer compares the principles of management and leadership exhibited by Mr. Pacetta with those principles of leadership found in or demonstrated in their work environment. The writer claims that Pacetta's book is a glimpse into the successful turnaround of a struggling Xerox sales office in Cleveland Ohio in the 1990s. Further, the writer discusses how the author uses several basic principles of management and leadership along with his own unique additions to "fire up" his employees and create a successful organization.
From the Paper
"Leadership is about winning, but it is also about using common sense to win, and Pacetta offers many bulleted checklists and questions that give managers quick, timely advice. He even offers a concise explanation of every chapter, complete with bullets, at the back of the book for someone who needs quick advice and does not have time to sit down the entire book at once. As the reader moves through the book, they begin to have a greater understanding of Pacetta's methods, why they worked, and how to apply them to their own business (or even personal) situations. The book reads somewhat like a sports team's "rah-rah" message before they head out to the playing field, and partly like a military manual. Pacetta uses this voice effectively to appeal to a wide audience of managers who tend to be male and tend to relate to these types of messages because they are familiar with them at home and in the workplace."
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Diversity in the Workplace, 2002.
An analysis of the effect of cultural diversity in the workplace and the use of diversity programs.
2,857 words (approx. 11.4 pages), 6 sources, MLA, $ 84.95
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Abstract
This paper discusses the issues relating to diversity in the workplace and why this diversity is essential to the globalization of a corporation as it promotes customer relations, product innovation and investment opportunities. In particular it investigates diversity programs and their impact on racial and ethical relations in the workplace. Through a literature review, it examines how programs such as affirmative action have created hostility and racial tension due to white racism and how the current diversity programs have created ethical tensions due to their inclusivity of a broad spectrum of people. It examines how racial tensions lower morale and have a negative influence on the attitudes of employees. It concludes with an explanation of why these programs are necessary and important and are here to stay despite their seemingly ineffectiveness.
From the Paper
"In the years following the formation of the Philadelphia Plan the concept of affirmative action was created. Affirmative action was designed to give minorities a fair opportunity to gain the education and employment that only whites had access to. Today the term affirmative action has been replaced with ?diversity programs?. While the basic concepts of the terms are virtually identical there are some obvious differences in their definitions. Affirmative action was designed primarily to help ethnic minorities while diversity programs cover a broader range of people to include homosexuals and those with physical and mental handicaps."
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Diversity Training, 2005.
A look at the importance of diversity training and diversity programs to the workplace.
721 words (approx. 2.9 pages), 10 sources, MLA, $ 25.95
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Abstract
This paper examines how diversity is an important feature of every corporation today and how it has also created alarming potential for discrimination and conflicts. It looks at how diversity management or diversity training helps employees understand their differences and resolve them amicably.
From the Paper
"Diversity programs focus "on making changes in the awareness and the attitudes of the participants. The strategy is to create changes that will have a long term positive impact on the organizational culture, with the objective of creating a safer and more productive working environment for all organizational members."(Karp et al. 2000) They aim at creating a more productive working environment where each employee feels valued and differences can be minimized. Diversity training programs also help HP personnel avoid discriminatory practices during hiring, firing, appraisal and disciplining of an employee. Diversity training plays the most dominant role in creation of a completely discrimination and conflict proof working environment."
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Diversity Training for Law Enforcement, 2008.
A discussion of diversity in an organization including a concrete proposal for a diversity training program in a law enforcement organization.
3,056 words (approx. 12.2 pages), 19 sources, APA, $ 89.95
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Abstract
This paper discusses the importance of effective diversity training for law enforcement. It discusses the dysfunction within the human resource management (HRM) of the organization in question, relative to diversity. The paper then provides background information on what true diversity is in an organization and offers a concrete proposal for a diversity training program.
Table of Contents:
Overview
Diversity
Proposal
Diversity Program Outline
Objectives of the Program
The Case for Diversity - Improving an Organization's Bottom Line
Communication--How to Improve and Teach It
Stereotypes in the Workplace--Use of Us/Them Mentalities
Listening--How to Improve It
Body Language--Non-Verbal Communication
The Organizational Cultural Audit
Budget Proposal for Diversity Program
Rationale for ROI
Rationale for Personnel Expenses
Non-personnel Expenses Rationale
From the Paper
"Diversity has been an important and highly sought after quality in organizations over the past twenty years. In some sense it has become the holy grail of organizational efficiency and awarded almost mythical status as a panacea for a lack of organizational vision and creativity. Diversity programs have been instituted in companies and organizations as diverse as Allstate is to Canon ("Diversity", 1998). Almost every organization, public or private, makes some attempt to address diversity its workforce. Diversity in the workforce is most often equated with racial and cultural dimensions and the development of these differences in an equitable and productive manner (Thomas & Ely, 2001). In all instances, diversity training and the development of diversity is meant to both improve the work environment as well as the underlying performance quotient of the organization."
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Diversity in Employment, 2004.
This paper presents a literature review and recommendations for the management of diversity in employment.
2,880 words (approx. 11.5 pages), 25 sources, MLA, $ 85.95
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Abstract
This paper explains that diversity in the workplace generally has been thought of as purely an employment equity issue; however, diversity is coming to be recognized as an asset, which, like any other asset, can be well managed and can contribute to the bottom line. The author points out that managing diversity is a challenge because it requires organizational change, which means fostering a cultural environment that values differences and maximizes the potential of all employees. The paper stresses that, above all, diversity means recognizing the uniqueness of another person whether that person is a customer or an employee.
Table of Contents:
Introduction
Diversity Defined
Diversity Pros and Cons
Diversity and Success
Diversity And Company Image
Management of Diversity
Diversity and Training
Organizational Values And Diversity
Conclusion
From the Paper
"First, establish your core values as an organisation and use this as a foundation on which to build you diversity strategy. Remember you're changing the culture of your organisation, and that is a very long and painstaking process. You must champion diversity personally. Without commitment diversity will not take root in your organisation. Celebrate diversity. Make an annual event out of celebrating diversity. Recognize and honor employees who practice diversity. That kind of recognition sends out a powerful message that your organisation is committed to diversity."
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Diversity Management, 2006.
An in-depth analysis of diversity at the individual and organizational level.
5,605 words (approx. 22.4 pages), 20 sources, MLA, $ 136.95
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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."
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New York Civil Service, 2002.
A report on the need for improving the pay and status of New York City police and fire officers, following September 11.
13,859 words (approx. 55.4 pages), 14 sources, MLA, $ 249.95
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Abstract
This paper explores the current status of New York City's police and fire services, focusing on the need to maintain or improve the morale and efficiency of the city's civil service. Given the city?s commitment to budget cuts and vocal opposition to salary cuts, the city is faced with two options. Either it must change the way that it works, or fire thousands of people. In this environment, it is essential that the city retain the commitment of its employees. The paper includes copies of the interview questions and answers used in this study.
Contents:
Introduction
Thesis Proposal
Literature Review
Methodologies
Research Process
Interviews
Conclusion
Works Cited
From the Paper
"New York City seems on the verge of a looming crisis. With a dwindling revenue base and newfound obligations associated with security issues, it has been the task of the Bloomberg administration not only to continue Giuliani's legacy of responsible city management but merely to keep the city solvent. Among one of the main tasks facing the city's administration has been to maintain or improve the morale and efficiency of the city's civil service. If seen as a separate country, the economy of New York City rank 14th among the world's largest economies; larger than Australia, the Netherlands or Russia."
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Diversity in the Work Place, 2002.
A study into effective strategies used by companies to achieve the goals of diversity in the work place.
14,091 words (approx. 56.4 pages), 41 sources, MLA, $ 249.95
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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."
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Diversity Management, 2008.
An analysis of the relationship between diversity programmes and the success of minority workers in Dubai.
21,493 words (approx. 86.0 pages), 90 sources, APA, $ 249.95
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Abstract
This paper explores the relationships among variables related to the acceptance of diversity programmes by the majority of workers in Dubai. It looks at the relationship between the level of support and involvement of executives and managers and then discusses the success of diversity programmes as measured by the retention of minority employees.
Table of Contents:
Chapter I: Introduction to the Study
1.0 Introduction
1.1 Statement of the Problem
1.2 Purpose of the Study
1.3 Statement of the Research Questions
1.4 Hypotheses
1.5 Definition of Terms
1.6 Theoretical Framework
1.7 Relationship Among Variables and Controls
1.8 Assumptions
Chapter II: Review of the Literature
2.0 Introduction
2.1 The Meaning of Diversity in Organizations
2.2 Theoretical Frameworks of Cultural Diversity
2.3 Contingency Variables in the Cultural Diversity to Firm
2.4 Diversity Initiatives
2.5 Moderating Impact of Diversity Initiatives on the Diversity
2.6 Summary
Chapter III: Methodology
3.0 Introduction
3.1 Purpose of Study
3.2 Instrument
3.3 The Research Site
3.4 Summary
Chapter IV: Findings
5.0 Introduction
5.1 Subjects
5.2 Instrument Analysis
5.3 Summary
Chapter V: Discussion, Recommendations, Conclusion
5.0 Introduction
5.1 Discussion
5.2 Limitations of Study
5.3 Implications for Future Research and Practice
5.4 Conclusion
From the Paper
"Recommended managerial practice is to be active and follow the new trends of the diversify work environment. Managerial best practices include increasing the full benefit of diversity; management must promote understanding, value new cultures and differences, and demonstrate commitment to employee development. Diversity business best practices can be used to focus in diversity inclusion; competitive advantage; interpersonal relationships; new organizational culture; and the well-being of employees, stakeholders, and the corporation. When managed properly, the resource of diversity can improve organizational performance on the traditional goals of revenue growth, profitability, and maximization of resource unitization (Cox & Beale, 1997)."
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