| Papers [1-14] of 100 :: [Page 1 of 8] | | Go to page : 1 2 3 4 5 6 7 8 —> | Search results on "FAMILY DIVERSITY": |
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Family Diversity, 2004.
A sociological investigation into the concept of family diversity.
1,708 words (approx. 6.8 pages), 3 sources, MLA, £ 34.95
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Abstract
This paper discusses how the term ?family diversity? is used in sociology to explain the different types of situations in which a family can exist. It examines how for many years the nuclear family has been thought to be the most normal and best situation in which to live, not only by functionalists and New Right thinkers, but also by ordinary people in society. It looks at how research shows that the nuclear family is actually in the minority when looking at different family types and assesses the significance of the ideological claim that the nuclear family is ?normal, natural and best? using different sociological theories which either challenge (feminism) or support this claim (functionalism).
From the Paper
"The ideology of the family itself is very nuclear, suggesting that marriage, and a clear division of labour within the marriage is vital for the family to survive happily. Functionalists see the family as an important, primary agent of socialisation with its main function to socialise new generations into the culture of their society, teaching them vital norms and values, which works both positively for the individual and for society overall. Talcott Parsons (1955), one of the leading supporters of the functionalist view claimed that the nuclear family originated after the effects of industrialisation had required a more mobile workforce and only a nuclear family unit could allow this."
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Family Diversity, 2002.
A sociology paper discussing the diversity of the concept of the "ideal" American family.
2,015 words (approx. 8.1 pages), 3 sources, MLA, £ 40.95
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Abstract
This paper examines the concept of the typical American family and discovers that no such concept exists. It looks at the diversity of American society and within this diversity, the different types of family structures which exist. The writer states that just as the American people are diverse, American family should be diverse too.
From the Paper
"The typical American family may be an ideal, but it will never be a practical option. Even if the American family could be achieved on a broad level, it would only produce many problems for society. The better solution is to recognize that the American family is as diverse as the American people. Rather than trying to reduce this diversity in the family, it should be embraced, with every family free to create a structure that works for them."
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"Canadian Families: Diversity, Conflict and Change", 2002.
Summarizes the themes and conflicts presented in "Canadian Families: Diversity, Conflict and Change" regarding the family of contemporary society.
2,025 words (approx. 8.1 pages), 7 sources, £ 47.95
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Abstract
The authors examine the many themes and conflicts that surround the discussion of the family today. They reveal how the definition of "family" that the social elites construct is very different from what reality actually is. They show how economic realities, violence within the home, and discrimination on all levels, affect families in all walks of life. The authors do an excellent job in demonstrating how the division between men's and women's tasks have significantly changed since capitalism has become embedded within the society.
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Diversity and Family, 2009.
A discussion on diversity's influence on conflict and decision-making in families.
1,333 words (approx. 5.3 pages), 3 sources, APA, £ 27.95
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Abstract
The paper explains that both conflict and decision-making are part of family behavior and they are both important in improving the communication within a family. The paper then discusses how diversity effects conflict in two ways; the conflict about the task at hand as well as the emotional conflict related to the task. The paper asserts that the goal is to get the right mix of ideas, attitudes and opinions so that individuals can agree to disagree but still go on to get the job done. The paper believes that involving all family members who are old enough and mature enough to think about and make decisions may increase conflict and diversity, but will also increase options.
From the Paper
"Having diversity in a family can be a great thing or a bad thing, depending on what the diversity involves and how much of it there is. People should be encouraged to be themselves and to be different, but only if it does not come at the cost of the safety and well-being of others. Diversity plays a large role in conflict and decision making. Both conflict and decision making are part of family behavior, and they are both important. Decision making moves a family in a new direction. Hopefully, that direction will be forward, but sometimes bad decisions are made, so decision making is not always good. Conversely, conflict is not always bad. It can sometimes come about because of bad decisions, but this can turn out for the good when conflicts are brought to the table and resolved. Often, this improves the communication within a family and helps those who are in charge of making the decisions make better ones in the future, thus moving the family as a unit forward."
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Diversity Management: Why Engage in Diversity Training?, 2002.
Findings of the researcher on the topic of diversity management training.
896 words (approx. 3.6 pages), 4 sources, £ 19.95
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Abstract
This paper is the result of research done on diversity management training. A survey of employees was taken to determine how comfortable they felt in the present climate at the workplace The paper proves that in order to attract the most advantageous employees, diversity training may be utilized to enable employees to interact and understand one another better.
From the Paper
"In the workplace of today?s world there are often varying cultures and backgrounds to contend with, whether employee, employer, or client. In the case of this researcher, diversity training and management in the workplace is an issue, which Management may face. Having been faced with the issue, Management will need to determine the validity of diversity training and its place in the workplace, as well as the outcomes of such training and the benefits and detriments to the company as a whole."
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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, £ 53.95
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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 Training, 2005.
A look at the importance of diversity training and diversity programs to the workplace.
721 words (approx. 2.9 pages), 10 sources, MLA, £ 15.95
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Abstract
This paper examines how diversity is an important feature of every corporation today and how it has also created alarming potential for discrimination and conflicts. It looks at how diversity management or diversity training helps employees understand their differences and resolve them amicably.
From the Paper
"Diversity programs focus "on making changes in the awareness and the attitudes of the participants. The strategy is to create changes that will have a long term positive impact on the organizational culture, with the objective of creating a safer and more productive working environment for all organizational members."(Karp et al. 2000) They aim at creating a more productive working environment where each employee feels valued and differences can be minimized. Diversity training programs also help HP personnel avoid discriminatory practices during hiring, firing, appraisal and disciplining of an employee. Diversity training plays the most dominant role in creation of a completely discrimination and conflict proof working environment."
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Diversity in Employment, 2004.
This paper presents a literature review and recommendations for the management of diversity in employment.
2,880 words (approx. 11.5 pages), 25 sources, MLA, £ 53.95
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Abstract
This paper explains that diversity in the workplace generally has been thought of as purely an employment equity issue; however, diversity is coming to be recognized as an asset, which, like any other asset, can be well managed and can contribute to the bottom line. The author points out that managing diversity is a challenge because it requires organizational change, which means fostering a cultural environment that values differences and maximizes the potential of all employees. The paper stresses that, above all, diversity means recognizing the uniqueness of another person whether that person is a customer or an employee.
Table of Contents:
Introduction
Diversity Defined
Diversity Pros and Cons
Diversity and Success
Diversity And Company Image
Management of Diversity
Diversity and Training
Organizational Values And Diversity
Conclusion
From the Paper
"First, establish your core values as an organisation and use this as a foundation on which to build you diversity strategy. Remember you're changing the culture of your organisation, and that is a very long and painstaking process. You must champion diversity personally. Without commitment diversity will not take root in your organisation. Celebrate diversity. Make an annual event out of celebrating diversity. Recognize and honor employees who practice diversity. That kind of recognition sends out a powerful message that your organisation is committed to diversity."
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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, £ 86.95
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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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Healthcare and Diversity, 2009.
This paper examines diversity within the healthcare industry and how to improve diversity within healthcare organizations.
2,732 words (approx. 10.9 pages), 9 sources, APA, £ 51.95
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Abstract
The paper looks at diversity among management and their employees in the healthcare sector and discusses the needs of consumers who come from a low socio-economic status, racial minorities and women. The paper looks at effective approaches to diversity and shows how greater workforce diversity may lead to improved public health.
Outline:
The Role of Managers
Minorities: Lack of Proper Healthcare
Diversity and Women in Healthcare
Managing Diversity: Best Practices
Progress in Reform
Conclusions/Analysis
From the Paper
"Healthcare Managers play a vital role in the development and implementation of their organization's diversity programs. They need to develop short-term, as well as, long-term diversity initiatives, such as improved internal structures/culture, reward systems and performance feedback. Gathering information about best practices is a good place to start. Ultimately, you'll need to identify what programs will be successful in your organization and how you will be able to measure that success.
"The need for diversity is important when it comes to healthcare management, says Rupert Evans, president and CEO of the Institute for Diversity in Health Management. "We need more minorities at the executive level," he says. While the percentage of minorities in management positions is still not large, "we have seen over the last five years that [diversity in management] is on the radar screen," he says."
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Diversity in the Work Place, 2002.
A study into effective strategies used by companies to achieve the goals of diversity in the work place.
14,091 words (approx. 56.4 pages), 41 sources, MLA, £ 157.95
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Abstract
The purpose of this study is to identify effective strategies that may be applied by employing organizations to attain diversity goals. Data was collected and analyzed from a sample of 32 private sector organizations with 500 or more employees. The study found that both functional and hierarchical diversity in organizations are related significantly to: diversity program structure, rank and file support for the program, community support for the program, top management support for the program, program participation requirements, and program communications. The paper includes charts and statistics as well as the questionnaire used in the study.
Contents:
Introduction to the Study
Statement of the Problem
Purpose of the Study
Importance of the Study
Scope of the Study
Rationale of the Study
Definitions of Terms
Overview of the Study
Review of the Literature
Introduction
Group Values and Social Identity
Formation and Roles of Groups
Governmental Framework for the
Management of Diversity
The ?Glass Ceiling? Issue
Alternative Explanations for the
Under Representation of Women in
Top Management
The Role of Achievement Motivation
Organizational Strategies for the
Management of Diversity
Dimensions of Diversity and
Diversity Management
Responses to Increased
Cultural Diversity
Discussion of the Literature
Review Findings
Literature Review Summary
Methodology
Introduction
Research Design
Hypotheses
Operationalizing the Variables
Population and Sample
Instrumentation and Data Collection
Data Analysis
Data Analysis
Overview of the Findings
Results of the Hypothesis Testing
Hypothesis 1 Results
Hypothesis 2 Results
Hypothesis 3 Results
Hypothesis 4 Results
Summary, Discussion and Recommendations
Summary of the Study
Discussion of the Findings
Recommendations for Further Research
Appendix
References
From the Paper
"Mandatory participation in diversity programs was found to be associated with the highest levels of diversity, and optional participation in diversity programs was found to be associated with higher levels of diversity than that found in organizations with no diversity programs. Program communication that was both frequent and scheduled was found to be associated with the highest levels of diversity, and programs were communication was sporadic were found to be associated with higher levels of diversity than that found in organizations with no diversity programs."
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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, £ 55.95
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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 Management, 2008.
An analysis of the relationship between diversity programmes and the success of minority workers in Dubai.
21,493 words (approx. 86.0 pages), 90 sources, APA, £ 157.95
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Abstract
This paper explores the relationships among variables related to the acceptance of diversity programmes by the majority of workers in Dubai. It looks at the relationship between the level of support and involvement of executives and managers and then discusses the success of diversity programmes as measured by the retention of minority employees.
Table of Contents:
Chapter I: Introduction to the Study
1.0 Introduction
1.1 Statement of the Problem
1.2 Purpose of the Study
1.3 Statement of the Research Questions
1.4 Hypotheses
1.5 Definition of Terms
1.6 Theoretical Framework
1.7 Relationship Among Variables and Controls
1.8 Assumptions
Chapter II: Review of the Literature
2.0 Introduction
2.1 The Meaning of Diversity in Organizations
2.2 Theoretical Frameworks of Cultural Diversity
2.3 Contingency Variables in the Cultural Diversity to Firm
2.4 Diversity Initiatives
2.5 Moderating Impact of Diversity Initiatives on the Diversity
2.6 Summary
Chapter III: Methodology
3.0 Introduction
3.1 Purpose of Study
3.2 Instrument
3.3 The Research Site
3.4 Summary
Chapter IV: Findings
5.0 Introduction
5.1 Subjects
5.2 Instrument Analysis
5.3 Summary
Chapter V: Discussion, Recommendations, Conclusion
5.0 Introduction
5.1 Discussion
5.2 Limitations of Study
5.3 Implications for Future Research and Practice
5.4 Conclusion
From the Paper
"Recommended managerial practice is to be active and follow the new trends of the diversify work environment. Managerial best practices include increasing the full benefit of diversity; management must promote understanding, value new cultures and differences, and demonstrate commitment to employee development. Diversity business best practices can be used to focus in diversity inclusion; competitive advantage; interpersonal relationships; new organizational culture; and the well-being of employees, stakeholders, and the corporation. When managed properly, the resource of diversity can improve organizational performance on the traditional goals of revenue growth, profitability, and maximization of resource unitization (Cox & Beale, 1997)."
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