Diversity in the Federal Workplace Research Proposal by Nicky

Diversity in the Federal Workplace
A research proposal on the subject of discrimination within the workplace.
# 148974 | 2,201 words | 12 sources | APA | 2011 | US
Published on Nov 16, 2011 in Labor Studies (General)


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Description:

This paper is a research proposal on the subject of diversity within the workplace. Taking a look at the complexity of the issue, the writer explores the problems of definition, resources, and understanding that pervade the workplace. Providing a plethora of sections on affects, the paper also has a section in regards to counter arguments to the notion of affirmative action. The conclusion states that the research found provides the basis of bias against minorities in the federal workforce.

Outline:
Introduction
Research Methodology
Considering Minorities - Definitions
The Type of People Affected
The Counter Argument
Gender and Communication
The Burden of Culture
Legal Situation
Developing Dialogue about Workplace Diversity in federal Offices
Implications for Global Context
Conclusion

From the Paper:

"While all have free opportunity, the state or other organizations on defining minorities creates minority communities. On account of this label these communities are forced to live together and to associate only with each other. The minorities in American government and the attitude of others to them are often analyzed. But the argument was that if minorities were not defined then there would not be any discrimination. (Rose; Rose, 1948) One way of induction through qualification is the Outstanding Scholar Program -- OSP. The researcher Glenn L. Starks analyzed OSP data of 47,976 OSP employees hired from 1991 through 2000. The aim was to test the job fit theory and generational theory, the study was made to see if higher education could give greater retention to employees in key positions. The OSP employees are found to require jobs that are to them meaningful with feedback, independence, and opportunities to learn and good financial benefits. (Starks, 2007)
"Is it true that the minorities will benefit if there are provision to provide special education and better opportunities at attempting civil service selection processes? That is an issue that could be argued by analyzing another democracy like India which has brought in reservations for their minorities both on the job and in the campus. Has this increased the employment of the minorities in the upper scale of pay in that country? There is a doubt about that. There could be an argument that the upper strata of the service also have lesser women, Hispanic etc. This could be because we see and count persons by their ethnic origin rather than their quality and service merit for the positing. The argument is that where any person proved merit to a post he or she must get it irrespective of their origin or color. (Welch; Cleckley; McClure, 1997)"

Sample of Sources Used:

  • Cross, Elsie Y. (2000) "Managing Diversity--The Courage to Lead." Quorum Books. Westport, CT.
  • Henderson, George. (1994) "Cultural Diversity in the Workplace: Issues and Strategies." Praeger: Westport, CT.
  • Kessler-Harris, Alice. (1983) "Out to Work: A History of Wage-Earning Women in the United States." Oxford University Press. Oxford.
  • Kikoski, Catherine Kano; Kikoski, John F. (1999) "Reflexive Communication in the Culturally Diverse Workplace." Praeger Publishers. Westport, CT.
  • Millman, Jennifer. (2007) "Which Federal Agencies Fail at Diversity? EEOC Tells All" Retrieved 19 May, 2009 from http://www.diversityinc.com/public/2260.cfm

Cite this Research Proposal:

APA Format

Diversity in the Federal Workplace (2011, November 16) Retrieved December 11, 2019, from https://www.academon.com/research-proposal/diversity-in-the-federal-workplace-148974/

MLA Format

"Diversity in the Federal Workplace" 16 November 2011. Web. 11 December. 2019. <https://www.academon.com/research-proposal/diversity-in-the-federal-workplace-148974/>

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