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Diversity in the Workplace, 2002.
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.
4,445 words (approx. 17.8 pages), 8 sources, MLA, $ 116.95
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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."
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Diversity in the Workplace, 2004.
A look at the changing role of diversity management in the workplace.
3,092 words (approx. 12.4 pages), 8 sources, MLA, $ 90.95
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Abstract
This paper examines how diversity in the workplace has moved from being something segments of the population sought as a legal or moral issue to a wise business decision, a recognition that a diverse workplace matches a diverse population ,and so improves business. It explores how diversity management has become a key issue and the means by which the process is controlled and directed and problems are addressed. It shows how communication can be a key issue, as it so often is in management, and how communication issues may alter the way diversity is developed and the way problems are solved. It looks at how communication with and from minority workers is an important element in managing the workplace, just as communication with customers of all backgrounds is.
Outline
Diversity and the Consumer
Diversity in the Workplace Today
Training in Communication
Diversity Management
Conclusion
References
From the Paper
"Communication is clearly a key to diversity management, as it is to the effective functioning of the organization at all levels. It becomes more important in a diverse workplace because different social groups from different background may express themselves differently as well. In addition, diversity management involves communicating with every employee and making it known that they are welcome to communicate with management if they have a problem, a suggestion, or other communication. This applies even in a very large company, for advances in telecommunications and transportation have made it possible and even advantageous for companies to have employees located throughout the world. Creating effective communication both at the peer-to-peer level and at the manager-subordinate level can be difficult in these situations, but it can be enhanced by the use of teleconferencing, e-mail, and other tools, all of which can be used effectively in order to foster more effective communication."
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Cultural Diversity in the Workplace, 2003.
Outlines diversity programs in the workplace.
2,300 words (approx. 9.2 pages), 11 sources, APA, $ 79.95
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Abstract
This paper discusses business values and cultural diversity. It includes a background section outlining diversity programs in the workplace, as well as legal, ethical and social responsibility sections. Cultural diversity in the workplace is considered from the utilitarian ethical standpoint.
From the Paper
"Recent years have seen considerable attention paid to diversity programs in the workplace. Affirmative action has come under ..."
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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 in the Workplace, 2004.
This paper answers a series of questions about diversity in the workplace.
1,575 words (approx. 6.3 pages), 0 sources, $ 55.95
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Abstract
This looks at several issues regarding diversity in the workplace. The writer discusses the existence of bias against one or more minority groups. The writer explains that this prejudice includes changes in women's role in the workplace and discrimination faced by African Americans. The writer concludes that diversity should be valued.
From the Paper
"Gender roles in Western societies have been changing rapidly in recent years. For example, as more women adopt the role of single parents and primary breadwinners they become more interested in careers, rather than in relatively low paying jobs. This can create friction in the workplace, as women begin to compete more actively and more effectively for leadership and managerial positions. What are some of the difficulties men have in adjusting to women's new roles? One of the most ... "
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Diversity in the Workplace, 2008.
A discussion of the legal requirements by state and federal government with respects to race, gender, age and ethnic diversity in the workplace.
1,561 words (approx. 6.2 pages), 8 sources, APA, $ 51.95
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Abstract
This paper discusses various forms of diversity in the workplace. It also looks at the impact of these forms of diversity on how an organization functions. The paper discusses the legal requirements by state and federal government and their mandate that all organizations have sufficient elements of diversity with respect to race, gender, age and ethnic backgrounds.
Table of Contents:
Age Diversity in Organizations
Sexual Orientation and its Impact on Diversity
Religious Diversity
Geographical Differences
From the Paper
"The origins of the individual also determine the range and extent of exposure to life that might be faced. Inner cities with their high crime rates, lower quality of life and sub standard infrastructure of education might bias and influence the individual. Suburban life associated with a higher standard of living and lower crime rate might make the inner city appear dangerous and violent. In addition, the impressions and ideas obtained from media could influence the though process more than the actual facts that exist in inner cities. Geographical differences could also attract worker to select different opportunities. Urban dwellers more comfortable with the opportunities and the access to a wide variety of social and communal living might be less willing to move to rural location. Urban dwellers could also be biased against what they feel are opinions and values by which rural population live by."
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Diversity in the Workplace at Wal-Mart, 2005.
Examines how the management at Wal-Mart deal with the issue of diversity in the workplace.
2,250 words (approx. 9.0 pages), 6 sources, $ 89.95
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Abstract
This paper is analyzes the role that the large company Wal-Mart plays in insuring diversity in the workplace.
The premise is that Wal-Mart considers diversity an important issue and continually takes measures to ensure the growth of minority employees and keep stock of the types of merchandise that minorities are looking to purchase. Wal-Mart maintains diversity in all areas of operations control, which the paper focuses on.
From the Paper
" "Making sense of the prospects for the future of work and employment in a fast changing global economy is a formidable task" (Nolan2005). This is especially true for large companies and organizations such as Wal-Mart. "Each week, more than 100 million people patronize Wal-Mart Stores and Sam's Clubs, with more than 50 percent of this customer base being minorities" (Top 10 Best Companies 2005). Wal-Mart recognizes the importance in diversity in the workplace and continues to take measures that will continue the growth of minority employees as well as focusing on the merchandise and needs of minorities. Today, Wal-Mart considers the problems with diversity as important and continues to take a look at operating management plans, strategic work team utilization, diversity in employees and management, and diversity in managing conflict and stress, strategic appraising and rewarding employees and management, and diversity in all areas of operations."
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Diversity in the Workplace, 2005.
This paper is a sexual harassment case study which demonstrates the value of diversity in the workplace.
990 words (approx. 4.0 pages), 2 sources, APA, $ 35.95
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Abstract
This paper explains that one might assume that the more varied the workforce population, the more opportunities for misunderstanding in the workplace; however, in a more varied workplace population, employees are much more likely to be tolerant of and more willing to understand each other. The author points out that, when a workforce lacks diversity, managers and other key organizational representatives fail to put into place diversity training programs that recognize the cultural and ethical differences of minority people. The paper concludes that sexual harassment is one example of a problem that might be mitigated by a more diverse workforce and that the case supports the argument that diversity might facilitate more understanding and tolerance in the workplace.
Table of Contents
Introduction
Case Analysis
From the Paper
"In this particular situation, one employee approached his manager because he felt that a co-worker was sexually harassing him. "John" claims that "Jessica" the new employee on the line, physically abused him on more than one occasion. When asked to describe what exactly happened, John stated that every time he bumped into Jessica in the mornings, she would come up to him, give him a hug and pat him on the shoulders. John, a happily married father of three, thought that the woman might be coming onto him. Upon closer examination however, the manager in question realized that Jessica was from a traditional Thai family that has just moved to the states a few years ago. She always greeted everyone she knew with a hug, and even sometimes offered a kiss on the cheek. Her actions were anything but sexual harassment, however since John was unaccustomed to any similar advances from employees, he felt the woman was out of line."
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Religious Diversity in the Workplace, 2005.
This paper discusses the management of religious diversity in the workplace.
4,090 words (approx. 16.4 pages), 10 sources, APA, $ 110.95
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Abstract
This paper explains that the recent growth in legal complaints associated with religion in the workplace reflects the increasing variation of the U.S.. The author points out that many religious harassment cases include managers or colleagues who humiliate an employee's religious attitude or custom through abuse or other disparagement behavior where, similar to cases of suspected sexual or racial harassment, employers who know of such behavior but do not take steps to prevent it. The paper concludes that education is considered crucial in making the religious rights of members of minority religions compatible with safeguarding the basic ideology of religious rights for all.
Table of Contents
Introduction
Becoming Increasingly Important to Employees/ Managers
Dealing with Religious Differences/Harassment in the Workplace
Conclusion
From the Paper
"As per the Sikh religion, it is compulsory for them to carry a knife, which has been a matter for the employers. In a case told by the Sikh Coalition, an employer prohibited having this ceremonial knife, but information and interference from the Sikh coalition persuaded the employer to remove the ban. The dreadlocks that are a religiously authorized hairstyle for the Rastafarians have raised problems in the workplace. There have been legal actions created against FEDEX for firings over dreadlocks, and Greyhound paid an amount of $33,500 to end favoritism in hiring case brought by a Rastafarian man in Buffalo, New York. He was deprived of a driving position due to his long dreadlocks, and lesser-qualified candidates occupied those positions. These cases ask for remedy more than the immoral to the specific person, but to alter the difficult corporate culture as well."
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Managing Diversity in the Workplace, 2002.
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.
7,900 words (approx. 31.6 pages), 23 sources, MLA, $ 170.95
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Abstract
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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Cultural Diversity in the Workplace, 2007.
A discussion on cultural diversity in the workplace, focusing on the works of Geert Hofstede.
1,918 words (approx. 7.7 pages), 7 sources, MLA, $ 61.95
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Abstract
In this paper, the writer proposes that it is a widely embraced certainty that harmony, civility and amicable cooperation in the workplace are highly desirable goals for any company in any industry. The paper examines how the most successful teams and leaders in management are those who have met multicultural challenges head on. The paper further examines the work of Geert Hofstede, focusing on his cultural consequences concepts.
Outline:
Introduction
Geert Hofstede's Cultural Consequences Concepts
Fons Trompenaars & Charles Hampden-Turner
Works Cited
From the Paper
"It is also relevant to touch on the work of Gregory Bateson; in researching possible solutions and definitions towards the management of "complex environmental problems" (Tognetti, 1999), Bateson believed, in the paraphrase of Sylvia S. Tognetti, that "one of the major fallacies of the scientific community is the premise that it is possible to have total control over an interactive system of which oneself is a part." "
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Diversity in the Workplace, 2006.
This paper examines Canteen Corporation's diversity awareness program.
675 words (approx. 2.7 pages), 2 sources, $ 26.95
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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."
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Diversity in the Workplace, 2002.
This paper is a study of how globalization has affected the workplace and examines how this diversity has transformed the face of the work environment.
1,215 words (approx. 4.9 pages), 3 sources, APA, $ 41.95
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Abstract
This paper discusses how diversity in the work place has affected business practices in the United States. The author explores different diverse populations such as gender, age, race and personalities and discusses the problems and benefits of having such diversity in any given company. Using different examples, the author also presents some solutions to various problems that may arise as a result of this new diverse work environment.
From the Paper
"As the world continues the process of globalization workplace diversity is becoming more and more common. The world will only become grayer as cultural and geographical walls are dismantled and in their place a blended society will emerge. The diversity in the workplace is something that has been addressed in seminars and theory classes for many years but the actuality of its existence on a day-to-day basis is something that is fraught with benefits as well as negatives. Diversity in the workplace can be a positive aspect for any company if it is cultivated as a positive aspect, or it can turn negative with the wrong handling. There are many ways to encourage and grow positive diversity in the workplace and with that success the workplace will flourish."
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Diversity in the Workplace, 2005.
This paper is a research project to study diversity in the police as suggested by the social identity theory paradigm.
3,915 words (approx. 15.7 pages), 18 sources, APA, $ 106.95
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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."
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Cultural Diversity and Workplace Integration, 2002.
Provides some stragegies for integrating culturally diverse employees into the American workplace.
650 words (approx. 2.6 pages), 3 sources, $ 26.95
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Abstract
Summary: The purpose of this paper is to come up with effective strategies for the integration of a "culturally diverse" employee (in this case, a 27-year-old single Japanese female) into the workplace of an American manufacturing facility.
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