Diversity term papers

Publicado em Agosto 2017

And don’t associate the name of your organization with such institutions. Second, each group appears most comfortable communicating within their own group. Some examples of companies that have implemented successful diversity programs are Slectron, a high-tech company based in California’s Silicon Valley. The patterns are similar to those Gilligan described in comparing how women and men create moral order. Are they involved in and aiding in building the community? Johnson Controls, a medical equipment manufacturer, has integrated their efforts at diversity into their extensive vision statement. These are marital status, religious beliefs, education, parental status, work background, military experience, and even income and geographical location. 9-10). Find Academic Sources; …Jun 13, 2015 · Sample Essay on A World View of Cultural Diversity Cultural diversity is also called multiculturalism. They are, respect for every individual, encouragement of initiative and creativity, excellence essay on hard work in everything we do, and commitment to stewardship. It is vital to business survival that the workplaces strive to diversity term papers attain this ideal collaboration. Collaboration provides a logical structured and disciplined framework for creating a workplace where cultural change happens because members of a company accept responsibility for behaving differently, and they are willing to be held accountable to each other for that new behavior (Marshall, 1995, p. A focus on fair and respectful treatment for everyone communicates the strongest message regarding an institution’s commitment to diversity. Sing its praises. Diversity research paper. Anything less means that you risk treating employees according to only what’s right for the company instead of what’s right for them. A good starting point for valuing diversity is to view everyone as different from us, and to view them as people about whom we can’t make assumptions. It is a challenge because it requires organizational change; it means fostering a cultural environment that values differences and maximizes the potential of all employees. Progress can be measured using five individual but interconnected criteria to gauge progress. 3) One of the best definitions for diversity I have come across says, “Diversity is the mosaic of people who bring a variety of backgrounds, styles, perspectives, values, and beliefs as assets to the groups and organizations with which they interact ” (Rasmussen, 1996, p. The need for civil behavior should be clearly defined as a bottom-line risk-management issue, particularly in such high stakes business issues (Paskoff, 1996, p. Finally, there is the issue of maintaining momentum, once the commitment has been made and processes have been set in motion is order to monitor progress. ” Don’t use quotas when establishing hiring or promotion policies. Primary dimensions include age, race, ethnicity, physical qualities, gender and diversity term papers sexual orientation. However, diversity is coming to be recognized as an asset which can, like any other asset that is well managed, contribute to the bottom line. Its headquarter staff of only 440 represent 11 nationalities an speak 30 languages. Its 3,200 employees include 30 nationalities speaking 40 languages and dialects. Recruiting underrepresented people means developing new networks, which can take lots of time and some money – and planning ahead. The third guideline is representation. So what should you do? 46-47). , a small Massachusetts company, has, in the words of the Wall Street Journal, turned a potential Tower of Babel into a competitive advantage worldwide. Measure. However, an often-overlooked area is that of secondary dimensions. There are four values that should reflected in organizational diversity. We also have the choice of whether to disclose this information or not; we can conceal it. A powerful example of the tactical use of office technology is the electronic meeting. Technology can eliminate differences among us that do not matter; it can neutralize favoritism and bias. As you build diversity into your culture, keep in mind as well that there are several “do’s” and “don’ts” you may want to be aware of. Again, it is a matter of inclusion diversity term papers not exclusion. Additionally, Avon Mexico currently has one of the country’s few women vice presidents (Advancing Women, 1997, on-line). This goes back to some of the things mentioned earlier (Bloch, 1998, on-line); on going training programs for the entry level employees, well-developed essays about teaching internship and coop programs that emphasize diversity, company support by financially contributing to cultural and ethnically diverse organizations, sponsoring diverse associations via memberships, partnerships, conferences, scholarships, co-ops, advisory services, job fairs, loaned executives, and mentoring programs to name a few. Others believe that diversity is something that will happen on its own with out intervention. The Platinum Rule is “Treat others as they want to be treated” (Rasmussen, 1996, p. To assure fair daily treatment, managers and employees should be taught basic rules that they can apply universally. At this stage the needs assessment is not intended to expose or punish anyone. The final measurement standard is public perception. This workplace will include growing numbers of women, people of color, people of different ethnic backgrounds, aging workers, workers with a variety of physical handicaps, and people with alternative lifestyles. How is diversity entrenched in day-to-day business activities? Because it’s the right thing to do? This approach created a backlash, because traditional employees felt they would be overlooked just so “a quota could be filled. Executives who research paper on marilyn monroe teach by example; those willing, say, to decline membership in an all-white country club because it would send the wrong message, have the greatest impact (Mueller, 1998, p. 494). White paper Diversity & Inclusion: Making the Mix Work 2012 Source and References Aon Hewitt’s flagship research in the region Qudurat™ 2012 Aon Hewitt’s Middle ... 188). If used properly, they eliminate favoritism, bias, and boss control. Only companies that have cultures that support diversity will be able to retain the best talent necessary to remain competitive. 306, 317). Avoid taking only a cosmetic approach to diversity. We must begin by recognizing the unique cultures of different racial, gender, ethnicities, abilities, differing lifestyles, etc. When viewed from this perspective valuing diversity is openness, fun, and can even be a cause for celebrating in discovering how we can join together to create more as a united team than any one of us can on our own. It means creating and inviting atmosphere, both for recruitment and retention (Lester, 1995, p. How well organizations deal with this demographic shift from a workforce made up primarily of the white-Anglo male, to one including more nontraditional and diverse workers will directly affect the bottom line. They won’t, if you have to be forced by government or public opinion to embrace it (Poole, 1997, p. How do employees feel about the organization? They don’t work and often breed resentment in those who have not been selected for a position. Diversity in the work place has generally been thought of as purely an employment equity issue. Economically, workplace diversity is a tonic for the bottom line. Organizations promoting diversity should be persistent in their efforts, and women and minorities should diligently utilize all their resources so they can reach their maximum potential (Steorts, 1995, p. 274). When individuals are able to change their rigid views so that they can perceive others in a more favorable light, then the conflict and tension decreases (Oubre, 1997, on-line). With the increasing complexity of our society, we now need to extend the Golden Rule because it does not account for people’s different and unique needs. Secondly, there has to be a strengthening of commitment by top-level management (Morrison & Crabtree, 1995, 47). Businesses have begun scrambling to understand the implications. As with Johnson Controls, it may be advantageous for a company that looks at results as a part of their appraisal systems, to build diversity management into its mission statement, business objectives and strategies. Don’t join clubs that discriminate against or deny membership to women or any minority or religious group. Third, the cultures of gender and race give unique perspectives on organizing experiences. ” Training should focus on behaviors that are and are not permitted, especially those behaviors that are illegal. Do they feel that they are limited in achieving their goals within the organization? 173). The goals of diversity should be to make certain that all candidates, and employees receive equitable treatment from their supervisors and co-workers: That they get a fair chance to compete for promotions, and that they are able to participate in the range of business and social events that determines opportunity (Paskoff, 1996, p. This change represents a move away from dominance by the white-Anglo male toward an increasingly diverse and segmented population. However, diversity in the workplace really is so much more than this, we must also consider aging workers, handicapped workers, those with alternative lifestyles, and even physical traits to name others (For the sake of simplification, throughout this paper these will usually be included in the term, minorities). But eventually, diversity management should be incorporated into normal leadership training or mentoring programs. 70-71). MGT 3410: Globalization and Diversity Diversity Research Paper MGT 3410: Globalization and Diversity. Realizing the need for competence and accountability with diversity issues is the easy part, the hard part is figuring out how to do it. An excellent example of a business taking their commitment to diversity into the worldwide arena, is Avon Mexico. Companies need to emphasize that they have their own cultures to which every employee can belong and where everyone abides by the same rules. The workplace must endeavor “…to understand and use the full range of human potential within a very diverse population…”(Wentling & Palma-Rivas, 1998, p. 31). 493). 173). It is an opportunity because organizations that proactively address diversity have a competitive advantage. 5). We all had to modify our own behavior to “fit in: to expectations of parents, teachers, friends and society. And they have greater customer satisfaction and loyalty. Rather than suppression differences between people, companies will need to learn to value differences. Voice Processing Corp. It is at this level that that the connection between diversity and the bottom line be clearly understood. Minority employees are fewer in number, so, they view the organization in diversity term papers an isolation perspective. Instead of finding ‘slots’ for women and minorities, and helping them adjust to the dominant white male style, organizations need to acknowledge and embrace a range of styles. First, the “don’ts. This can be done by including people with differences in meetings, and by giving best assignments to a diverse group of people. 183). 16). Leadership involvement is of key importance. The Platinum Rule gives other permission to be different from us and reminds us to honor that difference. Because of the threat of lawsuits? Without commitment diversity will not take root in your organization. Employment equity is usually tied to legislation and focuses on preventing or correcting discriminatory practices that apply to designated groups. After launching an internal cultural awareness program to help its diverse work force better understand each other and work together, Solectron has more than tripled its revenues during the last three years and won a highly respected Baldridge prize (Bloch, 1998, on-line). Some of these include; communicating a commitment to fair treatment. 70-71). The first is employee perception. 178). The goal of this needs assessment is to serve as a self check on the internal operations of a company. You must champion diversity personally. Live it. Although well intentioned, affirmative action focused on creating a “special” process for certain people, which was unnatural and forced. Without their diverse employees, they could not have successfully produced or marketed the company’s voice-recognition software program. ” It created an “us versus them” mentality, which is productive for no one (Rasmussen, 1996, p. Generally when someone begins speaking about diversity in the workplace, thoughts of Affirmative Action, racial diversity, or even sexual equality are usually foremost in our thoughts. For instance, women hold lower level positions at lower salaries than men, therefore, they tend to see the organization from the bottom. Look Up diversity term papers Quick Answers Now! However, as adults, we are now able to make our own decisions about what we do and do not believe, and how to act on those decisions, rather than continuing the habit of “fitting in” (Rasmussen, 1996, p. Companies with diverse work forces stand a better chance of tapping into those markets. The Platinum Rule transcends the approach of affirmative action. According to Gilligan, men define moral order in terms diversity term papers of hierarchy, separation, and abstraction. You won’t know if you’re making progress with diversity unless dissertation comparative you chart that progress (Poole, 1997, p. 13). This perspective starts with the assumption that each cultural group organizes and defines experience within it’s own set of cultural systems. Some areas that seem to be essential; performance evaluations that measure diversity competencies that reflect the commitment to diversity, tracking reports that show the representation of women and minorities, executive bonuses tied to objectives for the advancement of women and minorities, and 360-degree feedback programs that provide managers with annual reviews by bosses, and peers. A mosaic enables people to retain their individuality while contributing collectively to the bigger picture. And don’t forget to measure. Obviously, it may be necessary at first to sponsor specific diversity courses. 242). And make it fun. First, it describes diversity as a mosaic, which is different form the traditional label of a melting pot. Going back to the issue of best business practices and the bottom line, we need to emphasize the value and benefits of work force diversity (Wheeler, 1997, essay help melbourne p. This is an expansion of the Golden Rule (Rasmussen, 1996, p. 64). 60). Liability for discrimination arises as a result of illegal conduct, not because of “beliefs” or “attitudes. Paper instructions: Research Paper and Interview in Social Diversity. Make an annual event out of celebrating diversity. Because it’s marketsavvy, and is being demonstrated to improve the corporate bottom line (Mueller, 1998, p. Second, this definition of diversity applies to and includes everyone; it does not rule out anyone. All of this must be paired with an understanding of the dimensions of diversity. Free sample research paper about Diversity in education, society and America at Good Example Papers. This may include flexible work hours, part time work, job sharing, and the option of working at home. The American workplace is changing and is expected to change at an even more accelerated rate in the near future. Principles that support these goals can be used by any organization to mange diversity productively and reduce liability risks. Women and minorities identify interpersonal barriers as obstacles to their success, while white men see formal structures and policies as eliminating any obstacles. Primary dimensions are aspects of ourselves, which we cannot change. Are the various designated groups represented at all levels of the organization? On the other, they create doubt within those who have. You should even go out of your way to do this. It makes it a moral and ethical imperative, the right thing to do. Don’t force diversity down people’s throats. This is a challenge to be contended with on a daily basis. 46). Once again, most importantly is that management must “walk the talk” (Wheeler, 1997, 495). And that spells disaster for workplace diversity. Look Up Quick Answers Now! This definition has three noteworthy points. Academic Research Paper Writing at ... No matter how well-intentioned the diversity program, it won’t be worth much unless employees see top management embracing diversity as a way of life. These advantages translate into higher productivity and bottom-line profitability (Anonymous, 1997, p. Measure. Gender, racial, and ethnic diversity means different things to different people. A final area to be aware of is that of collusion. , provide the basis for new perspectives on understanding organizational behavior. It is important, therefore, for organizations to take action to encourage and foster diversity in the workplace (Clarke, 1995, p. People are usually less sensitive about secondary dimensions, because they are elements we have some power to change. How does the community regard the organization (Blank & Slipp, 1998, p. Celebrate diversity. And organizations should become increasingly intolerant of failures to respect or manage diversity. Diversity Research Paper. 64). The network groups focus on the needs of particular minority groups. One of the first steps to optimizing the productivity of employees is to help them intellectually and emotionally understand why different groups of people have diverse beliefs and cultural behaviors. Because it fosters creativity? It means acknowledging their right to be who they are. 235). Then there should be a way to measure this. Technology is the great equalizer. Once again, it is important to note that no company can build a diversity culture unless it first makes human respect an integral part of its corporate value system. Using the Platinum Rule makes it okay for us to have differences. Although initially a company may put special accountability measures in place, eventually accountability should be built into the organizations normal appraisal systems (Digh, 1998, p. Managing diversity is both a challenge and an opportunity for management. Dissertation writing service uk online resume writers write research paper for moneyCreating an American Psychological Association (APA) outline for diversity in the workplace involves using APA standards for citing sources in research papers within ... An effective reward system should be established. Once you’ve developed that strategy, communicate and reinforce its messages and principles constantly to your employees, through newsletter, special publications, videos, speeches, e-mail, seminars, workshops, whatever. Their initiative not only stresses creating career opportunities will writing uk for women and a culture where women can be successful, but also supports a broad range of women’s interests in Mexico including breast cancer research, women’s athletics, academic scholarships, and cultural activities. The key is to strike a balance. 188). Diversity in the workplace is no longer just theory. Collusion is cooperation wit others, knowingly or unknowingly, to reinforce stereotypical attitudes, prevailing behaviors, and norms. They have not only included diversity awareness, but have established Diversity Committees to “examine their objectives and seek new opportunities for improving the company through diversity efforts” (Johnson Controls, 1998, on-line). Finally, this definition describes diversity as an asset, as something desirable and beneficial! You want your employees and customers to see you as being out in front on this issue. Believe in it. Diversity Research Paper diversity research paperResearch Paper and Interview in Social Diversity. Finally, don’t wait to be legislated into adopting a diversity strategy. It was designed to prevent us from doing harm to others – things which others obviously would not like. They are able to attract, motivate and retain high potential employees. The Golden Rule is a time-honored practice that is a foundation of many religious disciplines. Also, focusing on what people have in common. Creating culture is a bottom-up, gradual exercise. Do employees feel that they are treated with respect regardless of age, gender, race, religion or background? With the emergence of the global economy, it is argued that we need to go beyond affirmative action to affirming diversity. 7)? 70). Search for Diversity Research Papers. Diversity is growing almost as quickly as the number of software vendors at an accounting convention (Talbot-Allen, 1995, p. Technology has none of the bias or favoritism that we often see among people. Workforce diversity refers to the reality of a workforce consisting of a broad mix of workers from widely differing backgrounds, genders, ages, values, and the list goes on. Such network groups will be assisted by members of the senior management team who serve as the communication link between the groups and the rest of the company (Gasorek, 1998, p. Unacceptable conduct must be identified and prohibited. We cannot assume that others want to be treated exactly the way we do. As of 1997, in Mexico, where women make up only 20 percent of the workforce, Avon Mexico’s workforce was comprised of 54 percent of the employees and 31 percent of mangers within three reports of the president, up from 24 percent in 1993. A third step is choosing solutions that fit a balanced strategy, and then demanding results (Morrison & Crabtree, 1995, 103). Morally, regardless of its impact on the bottom line, a diverse work force may be seen as a moral imperative: in a stable society all segments of the population have a stake in the society’s prosperity and equal access to its benefits. What’s more, under such circumstances, employees work. According to this definition, we are all diverse. There has to be built in ‘building blocks’ to maintain the momentum (Morrison & Crabtree, 1995, p. They are things people know about us before we even essays for mba open our mouths, because, with the exception of sexual orientation, they are physically visible. A number of factors account for these differing experiences. A “tool” in the truest sense of the word is the technology we have available today. Diversity is not the same thing as employment equity. 317) I have touched on the aspect that to compete successfully in an increasingly interdependent environment, businesses will have to refine their ability to manage, and benefit, from diversity. A recent Towers Perrin survey found that 74 percent of corporations say they have a diversity program or are planning to start one. First, establish your core values as an organization and use this as a foundation on which to build you diversity strategy. Above all, remember, diversity means recognizing the uniqueness of another person whether they are customer, employee, or ourselves. Each group would create a vision statement (and possibly a business plan) that supports the company’s objectives and develop activities that promote networking, mentoring, coaching and community out reach. That kind of recognition sends out a powerful message that your organization is committed to diversity. This list clearly demonstrates that we are all similar and different on an infinite number of dimensions, of which culture is only one (Rasmussen, 1996, p. 173). Performance expectations address the employees’ role in valuing and working successfully in a company that has diversity as a key workplace objective (Digh, 1998, p. Their commitment to diversity is evidenced by such efforts as, Inroads, a program that allows Johnson Controls to identify and train young minority talent for leadership through internships and co-op assignments designed to prepare them for corporate and community leadership; Johnson Controls Foundation, supports the company commitment to valuing diversity by financially contributing to cultural and ethnically diverse organizations; Sponsorship to diverse associations via memberships, partnerships, conferences, scholarships, co-ops, advisory services, job fairs, loaned executives, and their mentoring program. A needs assessment approach can be a proactive tool for the purpose of interpreting the state of an organization in relation to a particular concern. How sound is the company reputation as a leading edge organization in the area of valuing diversity? Many companies have confronted the issue of diversity in diversity term papers subtle, and structural ways. Active recruitment and mentoring of underrepresented groups is an important aspect of assuring diversity in the workplace. Some believe that diversity is about quotas, and affirmative action. In contrast, diversity is voluntary and it looks at every employee in the organization. And they work because they are based on a core value of respect for people (Kluge, 1997, p. Possibly the most important principle for valuing diversity is The Platinum Rule. Ways to accustom management to workplace diversity must be found. Innovation envisions diversity as a process and a resource rather than a problem, and it defines the goal no longer as assimilating but, instead, optimizing differences (Mueller, 1998, p. 142-143). A key here is that as the number of women and minorities in the work force grow, so will their influence as consumers. 12). Hand in hand with active recruitment and mentoring is building support networking groups within organizations. Forming better work relationships among employees through better interaction and communication, more effective work teams, less conflict and misunderstandings have been shown to be some of the pluses of such commitment (Wentling & Palma-Rivas, 1998, p. These are human and humane responses to increasingly complex employee needs. Companies that focus on teaching rules of civil behavior have found that their managers and employees accept this sort of training far more readily than they do with typical diversity programs. These groups have different needs, which must be accommodated within organizational structures if their full talents are to be utilized for the benefit of the organization. It can’t be imposed from above although management commitment is essential to its success. In approaching the issue of diversity within an organization the first step is in discovering what diversity problems exist within an organization. It can encourage free and open exchange of ideas, providing everyone a shot at contributing. This is probably still the widest form of exclusion. The managers can only expect peak performance if they show genuine respect for each individual (Talbot-Allen, 1995, p. 10-11). The implication is that each group identifies, defines, and organizes it’s experience in the organization in unique ways (Fine, Johnson, & Ryan, 1990, p. First, the context of organizational life is different for each group. That makes diversity more than just a business or hiring issue. Since access to communication networks determines the particular information we receive, different groups receive different information through with to interpret the world. Search for Diversity Research Paper. Effectively managing work force diversity is an issue that organizations are addressing with increasing frequency. Remember you’re changing the culture of your organization, and that is a very long and painstaking process. Mentoring in itself is an indispensable tool for enhancing the professional development of both individuals, in part through the sharing of information about each other and their experiences (Gasorek, 1998, p. Talk about it. Women define moral order in terms of interpersonal relationships (as cited in Fine, Johnson, & Ryan, 1990, p. S7-S8)? The ultimate goal of this process is to recognize and eventually transform stereotypes of others that reinforce age-old prejudices. Types of collusion include; silence, denial, and active participation. Collusion is common because of the way we are socialized as children. Why? Foreign customers are accounted for approximately half of the fiscal 1995 revenues of more than $10 million, an increase of 30 percent of pre-1994 annual sales of only $5 million (Bloch, 1998, on-line). Next is business integration. In making this assumption we perpetuate the values and beliefs of the dominant culture. The fourth measurement is leadership. If you can use the Internet, e-mail, and other tools of technology, then you diversity term papers can use them to influence change and set the stage for more effective diversity management. Recognize and honor employees who practice diversity. 9). Embrace it. Efforts to develop and use performance evaluations that measure diversity competencies reflect the commitment to diversity as a business benefit systems. Targeted use of technology can be our tactical advantage in managing work force diversity (Wheeler, 1997, p. Performance expectations address the employees’ role in valuing and working successfully in a company that has diversity as a key workplace objective (Digh, 1998, p. The purpose of this paper is to explore the ... Research has suggested that men, women, and the various minorities do not share a common culture of organizational life. A critical survey of the internal structure and of existing policies and procedures may be necessary to establish a positive, affirming work environment (Diversity Training, 1998, on-line, Morrison & Crabtree, 1995, 26). 11-13). Organizations, therefore, must work to recreate structures and processes that cater to a diverse workforce (Newell, 1995, p. Diversity in the Workplace This Research Paper Diversity in the Workplace and other 62,000+ term papers, college essay examples and free essays are available now …This is a good example essay Diversity. Some experts who study diversity, however, believe that diversity is not something that should be left up to chance.