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Successful Management of a Diverse Workforce, 2005.
This paper studies cultural diversity within the workplace and discusses factors for the successful management of such a workforce.
1,800 words (approx. 7.2 pages), 5 sources, $ 71.95
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Abstract
This five page paper discusses managing a diverse workforce. The author notes that successful management of a diverse workforce primarily depends upon an awareness of how racial, cultural and regional values influence the performance and interaction of employees. The writer further discusses that the emotional freedom to be forthright about race, gender and cultural values is often related to greater job satisfaction and, ultimately, to greater individual and perhaps even collective productivity.
From the Paper
"Successful management of a diverse workforce primarily depends upon an awareness of how racial, cultural, and regional values influence the performance and interaction of employees. The emotional freedom to be forthright about race, gender, and cultural values is often related to greater job satisfaction and, ultimately, to greater individual and perhaps even collective productivity. In order to promote this attitude, managers should be aware of studies which have found that minorities working for companies with nondiscrimination policies that included effective cultural diversity programs were more satisfied with their jobs, since a positive working environment is certain to foster greater job satisfaction, peer acceptance, and workplace morale."
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Diverse Workforce, 2002.
Discusses management and training of a diverse workforce.
2,400 words (approx. 9.6 pages), 10 sources, $ 89.95
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Abstract
This paper discusses management and training of a diverse workforce--a true need of today when the American workforce is becoming increasingly diverse. The best practices model applied by teachers in the diverse classroom would be a good framework for organizations to work in. For affirmative action that forces the acceptance of diversity must be put in practice to avoid difficult circumstances.
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The Diverse Workforce.
This paper discusses the drive of the multinational corporation to develop and embed into the corporate consciousness the need for a truly diverse workforce.
1,270 words (approx. 5.1 pages), 10 sources, APA, $ 43.95
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Abstract
This paper explains that diversity has become a key buzzword in the American human resources management vocabulary, resulting in the adoption of standardized operating procedures, but, when applied to multinational businesses at various global locations, these two seemingly noble principles are not always commensurate or harmonious in practice. The author points out that, even in the U.S., tensions regarding the standardized operating procedures of the employer's American workplace can be rooted in sociocultural misinterpretations, frustrations, and confusions from cultural shock regarding the different faiths and ethnic assumptions of employees. The paper suggest that, when relating to foreign multinational companies, a hands-off attitude may be the best policy; the founding company must be careful not to direct the employment practices and management of franchisees' staff, but when the resources and guidance are not gaining strides in production, such policies may need to be evaluated.
From the Paper
"The conflict is even more manifest in business, which requires standardized procedures to remain financially afloat and competitive on a global level, but also requires tolerance of local cultures and practices to retain employees and to make products attractive. There are now more new faces and diversity amongst the global workforce and more multinational business than ever before. This trend is expected to continue into the 21st century, particularly with the creation of international alliances of trade and commerce such as the European Union and the use of the Internet in global commerce, further connecting the marketplaces of the world."
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Human Resource Management and Diversity, 2007.
This paper looks at diversity in the workforce and the implications for human resource management.
1,116 words (approx. 4.5 pages), 6 sources, MLA, $ 38.95
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Abstract
The paper relates that human resource management today includes the need to recruit and embrace diverse employees. The paper explores the ramifications of a diverse workforce for human resource management and offers various methods and techniques for the management to cater to this diversity. The paper discusses how the incorporation of many different cultures and traditions on work projects can only serve to benefit a company.
Outline:
Introduction
Human Resource Management Techniques
Conclusion
From the Paper
"The field of human resource management has always been a field that encouraged diversity. By its very nature the people that have an interest in working in the field generally have the type of personalities that enjoy diverse groups of people and diverse job duties. The globalization of the world has changed the face of society in ways that have never before been experienced. Today, the American workforce is more diverse than in the past and with that diversity comes differences in cultures, beliefs and traditions(Cox, 1991). Human resource management today includes the need to recruit and embrace diverse employees and the need to encourage the positive elements of that diversity while at the same time maintaining individuals' rights with regard to their background."
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Diversity in the Workforce, 2002.
Examines the issue of diversity in the workforce and offers a positive assessment.
2,944 words (approx. 11.8 pages), 6 sources, APA, $ 87.95
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Abstract
This paper uses the example of Con Edison as a company that has successfully tapped into the talents of a diverse workforce. The paper discusses ways that companies can take advantage of the different cultural backgrounds of their employees and use these differences to benefit the company.
Defining Diversity
Tapping into Diverse Talents
How to Capitalize on Diversity
The Paradigm Shift from Diversity as Liability to Diversity as Opportunity
Incorporating Diversity into Decision Making
Corporate Strategies to Capitalize on Diversity
Communication Issues
From the Paper
"Con Edison is a major employer in the greater New York City area providing energy and energy-related products and services. In addition to the five boroughs of New York City, it serves Westchester County in New York and small areas of New Jersey and Pennsylvania. It is located in the area of the country that has long been the first destination of many people immigrating to the United States. In addition it has well-established ethnic communities comprised of the descendants of people who brought new cultures to New York City and then put down roots there. As a result, the employment pool for Con Edison is one of the most diverse in the nation, including people not only of both genders but also of all ages and ethnic backgrounds. "
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Diversity in the Workforce, 2007.
An examination of the six best practices that encourage diversity in the workplace.
1,368 words (approx. 5.5 pages), 6 sources, MLA, $ 45.95
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Abstract
The paper reviews the six effective best practices that have been created and enforced by a variety of American companies to foster workplace diversity. The paper discusses the need for a company to create a diverse organization of individuals from many backgrounds and to incorporate diversity in top positions. The paper examines the need to expand diversity policy into business strategy, communicate the message with real financial resources, measure diversity with real numbers and nurture talent and promote inclusion as part of the company mission. The paper evaluates the potential efficacy of these practices in the context of the U.S. military and concludes that the military has met the benchmark of quality.
Outline:
Abstract
Introduction
Best Practices
Conclusion
From the Paper
"Diversity is a common buzzword in corporate management today. "In a nation that is becoming increasingly multiethnic, and in a world that is ever more interconnected, diversity has become an inescapable business reality." (Aronson, 2002, p1) But first and foremost, an organization must put words into the form of concrete policies, or, as in the article from Black Enterprise states in its title, a company must "walk the walk." (Alleyne, 2005) "Managed well, diversity can be a source of competitive advantage; managed poorly (or simply left to its own devices), [corporate diversity can become] a source of frustration, resentment, and yes, even disaster." (Aronson, 2002, p.1)"
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Cultural Diversity in the Workforce, 2002.
An investigation of various factors concerning multiculturalism in the workplace.
2,650 words (approx. 10.6 pages), 6 sources, $ 97.95
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Abstract
This paper investigates the impact that cultural diversity has within the workplace in terms of its positive and its negative assets. This is achieved through examining the process through which multiculturalism benefits the workplace, and the problems that can result from a multi-ethnic setting created on insecure terms. In addition, the legal process of promoting a culturally diverse environment is also addressed, especially the concept of hiring quotas and how these quotas might in turn foster reverse discrimination if used.
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Managing Diversity in the Workplace.
This paper discusses that valuing diversity should be a consistent part of the professional development of all employees at every level within the organization.
2,800 words (approx. 11.2 pages), 6 sources, MLA, $ 83.95
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Abstract
This paper explains that a diverse workforce, which represents a changing world and marketplace, is important to organizations in the creation of a competitive environment and an enhancement of work productivity. The author points out that effective management of diversity benefits the associates by creating a fair and safe environment where everyone has access to the opportunities and challenges. The paper relates that to be successful in creating a workforce diversity program requires the constant participation of the human resource professions in recruitment methods and training of diverse employees.
From the Paper
"The agencies are required to devise new systems of measuring to intermittently watch and evaluate the successfulness of their diversity efforts and formulate modifications wherever necessary. The results are required to be collective and formulated in collaboration with senior managers and supervisors. To be successful in developing and sustaining strong diversity efforts the agency heads are required to make their staffs like senior executives, managers and supervisors responsible for accomplishment of the results. The OPM also evaluate the effectiveness of the agency in executing different diversity initiatives. Additionally, making the managers and supervisors responsible for building and maintaining a diverse, high quality workforce, agencies are required to take adequate precautions to acknowledge the success duly."
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Managing in Today's Workforce, 2002.
This paper discusses the importance of effectively managing the diverse workforce of today.
2,400 words (approx. 9.6 pages), 5 sources, $ 89.95
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Abstract
This ten-page graduate paper discusses the importance of effectively managing the diverse workforce of today. The workforce today is very different from what it used to be some decades ago, this is because of the rapid changes that the corporate world has encountered in the United States. With these changes, a change in human resource management practices is also required.
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Workforce Management, 2002.
A discussion of workforce diversity and employee motivation.
1,550 words (approx. 6.2 pages), 8 sources, MLA, $ 50.95
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Abstract
Workforce diversity and employee motivation are two important issues the human resource manager must deal with. Managing these issues incorporates the four activities of management: planning, organizing, leading and controlling. This paper examines how the four activities are part of human resource management, with a focus on workforce diversity and employee motivation.
From the Paper
"Planning for human resources means ensuring that there are enough staff available now and that the future staffing requirements are planned for. This also includes taking into account changes in the future. If the company is going to expand or to change direction, the effectiveness of staff must be planned for. Planning impacts on employee motivation in several important ways.
"Firstly, changes to staff requirements must be planned for and staff reactions to change should not be ignored. One thing can be almost assured in any changes that effect staff: that the natural reaction will be to reject the changes. The most effective way to prevent this is to predict it and take action to prevent it. Planning of changes to staff should include informing staff of the changes and gaining their support. This will result in less stress and uncertainty for the staff, as well as showing them that they are important enough to be considered. This is a motivating factor for staff."
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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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Workforce Diversity, 2005.
A look at the pros and cons of diversity in the workplace.
1,350 words (approx. 5.4 pages), 3 sources, $ 53.95
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Abstract
This paper discusses how workplace diversity can be viewed as either a problem or as a resource. It looks at how diversity is defined in terms of demographics; the nursing profession is made up primarily of females. It also discusses how one aspect of workplace diversity consists of individual and organizational change and how attention to diversity involves being aware of individual differences and providing various choices and alternatives.
From the Paper
"Workplace diversity can be viewed as either a problem or as a resource. Diversity is defined in terms of demographics; the nursing profession is made up primarily of females. Furthermore, the profession consists of many ethnic and racial groups. In addition, each nursing workplace has various goals and values (Jamieson & O'Mara, 19991). One aspect of workplace diversity consists of individual and organizational change. Attention to diversity involves being aware of individual differences and providing various choices and alternatives. Another area of diversity, and especially in Toronto workplaces, is multicultural diversity. Multiculturalism as an ideal and a policy often fails so that systemic racism can be a serious problem."
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Richard Nixon: From Success to Failure to Success, 2006.
An essay following Nixon through his failures in the early 1960s to his successful election to the presidency of the United States.
2,286 words (approx. 9.1 pages), 3 sources, MLA, $ 70.95
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Abstract
This paper presents a brief outline of former U.S. President Richard Nixon's political career. The paper traces Nixon's early political successes starting with his vice presidency under President Dwight D. Eisenhower through a series of setbacks over the next few years to his victory in the 1968 presidential election against President Lyndon B. Johnson.
From the Paper
"The press ran with the story and Nixon was under fire. He admitted to remembering "something between $15,000 and $18,000 collected and disbursed" (Morris, P. 763). One newspaper reported Nixon received and "expense allowance from up to fifty to one hundred well-to-do southern California political angels since he entered the U.S. Senate in 1951" (Morris, P. 763). The fund was actually used to pay for extra clerical work and to answer mail from his home state. In a statement released by his attorney the facts of the money were described as "It handles postage for mail on which I do not choose to use the much-abused senatorial franking privilege. It defrays travel expenses. It pays for the cost of printing speeches and documents which otherwise might have been printed at the taxpayer's expense." (Morris, P. 767). Nixon had not done anything illegal, and had in fact saved the taxpayers money. This did not prevent his enemies from continuing their political attack. In spite of the fact, Eisenhower had already chosen Nixon as his running mate for the 1952 Presidential campaign, and all investigations failed to prove the fund was not used illegally, but rather honorably, there was even mixed emotions regarding Nixon within the Republican Party. Nixon's supporters urged Nixon to stand tall and not resign as running mate. However, Harold Stassen, a staunch Republican supporter from Philadelphia, suggested Nixon offer his resignation to Eisenhower for the good of the party (Morris PP. 800-801). Nixon did not offer his resignation and Eisenhower won the election in a landslide."
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The Changing Workforce, 2007.
This paper discusses the need for companies to recruit and retain a diverse workforce.
1,045 words (approx. 4.2 pages), 7 sources, MLA, $ 36.95
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Abstract
The paper discusses how diversity is more than just avoiding claims of discrimination. The paper stresses that to remain competitive, companies must attract a talented labor pool. The paper shows how changing demographics combined with expected labor shortages imply that companies need to embrace a diverse workforce to attract workers. The paper warns that the transition to a diverse workforce will not be easy. It will require significant changes in organizational behavior as well as modifications to policies and procedures.
From the Paper
"In Henderson v Irving Materials, Inc., et al 94 FEP case 976, Nathaniel Henderson, a black truck driver at Irving Materials, complained that he was subjected to racial harassment over a period of nine months by two co-workers. Henderson stated that he complained to his immediate supervisor and that and that the supervisor was present during some of the incidents and even participated in them. The plaintiff further alleged that he complained to the general manager about several of the incidents. Title VII of the Civil Rights Act of 1964 clearly prohibits discrimination in employment on the basis of race, sex, national origin and religion."
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The Canadian Workforce, 2005.
This paper presents some problems and solutions for immigrant diversity in the Canadian workforce.
4,500 words (approx. 18.0 pages), 16 sources, $ 178.95
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Abstract
The paper observes the diverse Canadian workforce as it applies to the immigrant contingent. The paper illustrates how immigrants face many struggles and inequalities when entering the workforce. The paper discusses some of these inequalities, which include earnings upon entry, cheapening of their human capital, expectations and difficulties with assimilation, and troubles with furthering their education. These problems are discussed, as well as some policy changes which Canada might implement in order to make the workplace more fair and friendly for its immigrant workers.
From the Paper
"During the past century, the civilized nations of the world, most importantly those found in North America in Canada and the United States, have done much in the way of diversifying their workplaces and workforces. Minorities have been given greater opportunities for not only workforce placement and advancement, but also for better education and training, as well as overall better treatment. Yet, while native-born Canadian minorities might now be receiving better and even just treatment and opportunities, those that immigrate to Canada still are doomed to face discrimination, lesser economic and employment prospects and an overall lesser quality of life."
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