| Papers [1-15] of 100 :: [Page 1 of 7] | | Go to page : 1 2 3 4 5 6 7 —> | Search results on "ETHNIC DIVERSITY": |
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Race, Ethnicity, and Diversity, 2001.
This paper is about racial hatred, how people learn to hate, and why their reasoning is flawed.
1,558 words (approx. 6.2 pages), 4 sources, MLA, $ 51.95
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Abstract
This paper defines the terms race, ethnicity and diversity and applies them to racial hatred in America. The paper refers to the movie, "American History X", Malcolm X, Dr. Martin Luther King, Jr., the Declaration on Independence, and the Brown vs. Board of Education on Topeka case. The paper talks about how people learn to hate and why people who have racial hatred are flawed in their reasoning for it. It explores why we would should not hate, especially in a place like America and how it goes against all the values Americans hold dear. This paper also addresses the issue of terrorism.
From the Paper
"In American History X, Derek Vinyard was overwhelmed with hatred against all people of another race or ethnicity. He had a hatred against any expression of diversity. Race and ethnicity are simply words used to describe characteristics of people, and diversity is the word used to talk about the differences in these characteristics. Race, ethnicity, and diversity are just words and descriptions; they do not express the character of a person which it what really matters. Race is drawn essentially among color lines and color does not say much about a person. Race concerns the differing physical characteristics between people whose ancestors stem from different geographical origins. The three main races of the world are the Caucasian who are originally European and have white skin, the Negroid race, which originated in Africa and have black skin, and the Mongoloid race that has skin that falls somewhere between black and white. Race can also describe differences in facial features, body size, limb proportion, skull measurements, and hair color."
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Management of the Ethnically Diverse, 2002.
The management of ethnically diverse groups in an organization.
2,400 words (approx. 9.6 pages), 36 sources, $ 89.95
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Abstract
This paper demonstrates the need of an ethnically diverse population in the business organization to prevent conflict in the global world.
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Attribution and Socialization in Ethnically Diverse Youth, 2000.
This paper examines the youth group formation in social psychology.
1,305 words (approx. 5.2 pages), 5 sources, APA, $ 44.95
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Abstract
The paper observes the characteristics of adolescents and how their cognitions and behaviors contribute to their peer group formation and social development. These observations support the group formation concepts of social psychology. The paper bases its findings on five studies that look at the process of socialization in youth and have identified techniques and patterns utilized.
From the Paper
"Social psychology by definition is the study of groups, and group formation is never more obvious or influential than in the stages of adolescence. Adolescents employ a variety of techniques, including self-serving bias and attributions, in the formation of their peer groups and in their socialization. While research directly examining these particular techniques in adolescence is somewhat rare, many researchers have studied general ways in which youth socialize. Five articles related to this topic have been reviewed, each dealing with characteristics of adolescents and how their cognitions and behaviors contribute to their peer group formation and social development."
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Diversity: Ethnicity, Gender, Religion, and Geography, 2005.
Discusses the impact of diversity factors on personal behavior.
920 words (approx. 3.7 pages), 3 sources, APA, $ 31.95
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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 ..."
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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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Workplace Diversity, 2004.
A look at diversity in the workplace with a focus on ethnic males.
9,258 words (approx. 37.0 pages), 21 sources, MLA, $ 191.95
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Abstract
This paper describes the current status of the change in the composition of the US workforce, in particular, in terms of ethnic diversity amongst males. Much research has been conducted on this subject, and much of this is discussed here. Policy documents have also been adopted, according to changes in laws regarding equal opportunities, and these are also discussed here. The implications of the changing ethnic make-up of the workforce on businesses is discussed, as are the consequences for businesses if they do not keep up with this demographic shift. The positive impacts, such as ideas generation and transplantation to other countries, are discussed, as are some negative impacts of an increased ethnic diversity in the workforce of the US. Overall, it is concluded that an increase in ethnic males in the workplace will be an excellent input for many businesses.
From the Paper
"The organization that competes successfully in today's business marketplace makes it a priority to provide capital or responsive, market-oriented products and services to clients and customers (Foster et al., 1988). The way an organization communicates these priorities is by tying them to the company's mission through a series of goals and action plans: successful companies know that without such policies they fail to remain competitive (Foster et al., 1988). What American business isn't certain of, however, is how workforce diversity affects a company's competitive abilities: will the ability to manage diversity become yet another factor in a company's success (Foster et al., 1988)?"
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Ethnic and Racial Segregation in Canadian Cities, 2006.
A paper discussing the growing ethnic and racial diversity and resulting segregation many Canadian cities are now experiencing.
2,700 words (approx. 10.8 pages), 6 sources, $ 106.95
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Abstract
Canada's large metropolitan areas, Toronto, Montreal, and Vancouver, are increasingly defined by the ethnic and racial heterogeneity of their populations. As a result of increased immigration in the post-World War II period, the number of peoples with backgrounds other than English and French has swelled the population of the country. In many respects the experience of Canadian cities in this regard mirrors that of North American cities in general. It is in this context that this essay examines the phenomenon of ethnic and racial segregation in Canadian cities.
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Ethnicity in Nursing Programs, 2007.
An analysis of the research study "Perceived Barriers for Ethnically Diverse Students in Nursing Programs" by Amaro D., K. Abriam-Yago, and M. Yoder.
1,638 words (approx. 6.6 pages), 1 source, MLA, $ 53.95
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Abstract
The paper discusses Amaro, Abriam-Yago and Yoder's nursing research study that examined the ethnic experience in nursing education. The paper relates that the number of study participants was too small, but the results still provide some useful insights for further research, as well as action points that nursing education institutions can apply for future ethnic education initiatives. The paper includes a copy of the research study.
Outline:
Abstract
Problem
Study Purpose
Research Question
Study Design
Subjects and Setting
Data Collection Methods
Data Analysis Procedure
Strengths\Limitations
From the Paper
"In a qualitative research study, Amaro, Abriam-Yago and Yoder, examine several major issues concerning nursing education in the current environment. Their study, entitled "Perceived
Barriers for Ethnically Diverse Students in Nursing Programs", addresses several important aspects of nursing education that are largely overlooked by administrators and professionals in the field. These issues, as they relate to ethnic minority presence among nursing staff, are: increasing healthcare costs, tax revenue concerns, general shortage of nursing professionals, and an imbalance of ethnic nurses in comparison to ethnic patients (Amaro, Abriam-Yago & Yoder, 2006). These and other researchers feel that, in addition to the overall shortage of nursing staff of any demographic make-up, a worsening trend of loss of ethnic minorities among existing and future nursing staff is unsustainable in the mid to long-term."
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Managing Diversity in Iran, 2002.
A look at the Iranian governments role in managing cultural diversity in the country.
1,150 words (approx. 4.6 pages), 4 sources, $ 44.95
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Abstract
This six-page paper discusses the steps that the Iranian government has taken in order to increase corporate diversity in the country. The paper analysis the management of ethnic diversity in Iran and the corporate strategies that the country has employed in promoting and protecting people from various ethnic groups.
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Workplace Diversity, 2004.
A discussion of whether diversity in the workplace is based on ability or race and ethnicity.
869 words (approx. 3.5 pages), 2 sources, MLA, $ 30.95
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Abstract
This paper looks at whether the call for diversity in the workplace is based upon qualification, ability, and intellectual contribution, or whether there is a distinct correlation with the color of a person?s skin or their ethnicity. It looks at how America's laws are based on the belief that every human being is of equal worth, entitled to the same privileges and opportunities, without regard to race, gender, disability, or age and how, in reality, this idea is not respected by all in America?s job market. It examines the creation of laws, such as Executive Order 11246, to ensure that anyone and everyone with the qualification, abilities, and intellectual capacity of performing a certain job will not be impaired from such an opportunity because of another?s bias or prejudice and how such laws have created what we know now in the business world as ?workplace diversity?.
From the Paper
"Workplace diversity is a concept that continues to evolve as more industries move toward a global marketplace. Today, in order to be successful, organizations must bring together different people, requiring them to work in new and different ways. So why bother with diversity, because of the following reasons. With a variety of employees who appreciate and value different ways of working, a diverse organization will respond more rapidly and more effectively than an organization that has rigid ways of working. Changes in demographics are beginning to affect all aspects of business life. The pool of talent available in the labor market is now broader and more mixed than ever."
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Diversity at American Airlines, 2002.
Using American Airlines as an example, a study of workplace diversity in an organization.
1,450 words (approx. 5.8 pages), 5 sources, MLA, $ 48.95
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Abstract
This paper uses American Airlines as an example to identify the ethnicity issues that affect workplace interaction. It shows how American Airlines is an organization that is concerned about their employees and offers programs to help interact both ethnic and diversity in the workplace.
From the Paper
"As you enter the Chicago O?Hare airport to fly with American Airlines, you will notice men, women, African-Americans, Native-Americans, and various nationalities all working together. The American Airlines work with those who are handicapped as they furnish wheel chairs and baggage men to help with their luggage. Diversity and ethnicity in the workplace is essential in today?s world. American Airlines care about their employees regardless of their race, gender, ethnic background, religion, or age."
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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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Workplace Diversity in Business Management, 2007.
This paper addresses four areas of cultural diversity and demographic characteristics found in the workplace.
766 words (approx. 3.1 pages), 2 sources, MLA, $ 27.95
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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."
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Contemporary Diversity, 2007.
This paper discusses contemporary diversity issues in today's society.
1,150 words (approx. 4.6 pages), 6 sources, MLA, $ 39.95
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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."
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Healthcare in Australia, 2006.
Examines the issues that impact on the health of Australia's culturally and ethnically diverse population and what they mean for healthcare.
1,751 words (approx. 7.0 pages), 6 sources, APA, $ 56.95
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Abstract
This research paper attempts to evaluate how Australia's culturally and ethnically diverse population is affected from a health perspective. More specifically, the paper attempts to define the approach healthcare must take to attend to the needs of its diverse population with regards to the many health related problems specifically related to the cultural diversity and socio-economic and demographic differences inherent within the population.
Table of Contents
Introduction
Health of the Population
Cultural and Ethnic Diversity Related to Health
Health Promotion in Australia
Conclusions
From the Paper
"Overall the health of the population in Australia is considered excellent (Eagar, Garrett & Lin, 2001). However, those that would evaluate the health of wealthy urbanites adopt this sentiment or the citizens densely packed into Australia's major urban centers. There are however discrepancies in the status of health as one looks at other populations that inhabit the country. The indigenous population in Australia for example, is "believed to rank among the worst in the world" (Eagar, Garrett & Lin, 2001:33). Disparities in health status also exist within the country that are related to the following: gender, ethnicity, age, geographic region and socioeconomic status (Eagar, Garrett, & Lin, 2001:33)."
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