| Papers [1-14] of 100 :: [Page 1 of 8] | | Go to page : 1 2 3 4 5 6 7 8 —> | Search results on "INTERVIEW CULTURAL DIVERSITY": |
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An Interview About Cultural Diversity, 2006.
An interview with a person of Hispanic decent who lives in America.
1,053 words (approx. 4.2 pages), 0 sources, £ 25.95
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Abstract
This paper is an interview of a person who describes himself as "Hispanic." He comments on his culture, Hispanic representation in the media, discrimination towards him and religious affiliation. He elaborates on the challenges he experiences being part of a minority group, as well as the benefits in his eyes.
From the Paper
"My interviewee reported that he thinks great strides have been made in how Hispanics are shown in the media. However, he still thought it was misleading. For example, he noted that even when a role was a Hispanic character, a non-Hispanic actor plays the role. He used the example of Catherine Zeta-Jones, who is from Wales, in the Zorro movies. He feels Hispanic actors are under-represented compared to the number of them living in the United States."
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Cultural Diversity in the Classroom, 2007.
A case study analyzing the history, evolution and benefits of cultural diversity in an educational setting.
4,945 words (approx. 19.8 pages), 4 sources, MLA, £ 88.95
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Abstract
This paper explores the issue of cultural diversity in the classroom, using a case study. It then relates relates the information contained in the interview and links this information to current theory on cultural diversity in the educational setting. The paper looks at the history of diversity within education in the past in the United States and compares it to the current situation. The paper also contains the writer's personal reflections. It concludes with recommendations and practical applications for this area of education.
Table of Contents:
Interview Narrative
Personal Reflections
Theoretical Analysis
Self Fulfilling Prophecy
Stereotype Threat And Academic Disidentification
Cultural Funds of Knowledge
Recommendations and Practical Application
From the Paper
"A third method for integrating culturally specific reading materials into the curriculum is through writing assignments. There are hundreds of ideas for writing assignments and projects that could help to further cultural understanding. For instance, the students might be asked to write an argumentative essay from the viewpoint of another culture. Examples of writing prompts might be to have white students write a story from the perspective of a runaway slave, or for the black students to write from the perspective of a plantation owner. This could be a powerful exercise because they must step outside of their own experience into the shoes of someone else. Many students will find this assignment difficult, but it could be a power ful experience. Assignments that let the students get personal with the other culture will help them develop a greater understanding of their likenesses and differences."
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Cultural Comparison through Interviews, 2008.
A case study presentation of the cultural differences between an interviewer and interviewee.
2,627 words (approx. 10.5 pages), 12 sources, APA, £ 56.95
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Abstract
This paper describes two interview sessions with a single 22 year-old native Israeli male of Jewish decent who recently arrived in the United States to pursue an undergraduate degree leading to a post-graduate degree in marine biology at the University of Miami at Coral Gables, Florida. It describes the relationship between the interviewer and interviewee. The paper provides a cultural comparison from the point of view of the interviewer.
Table of Contents:
Background of Subject
First Interview Session Description
Second Interview Session Description
Cultural Comparison Interviewer's Personal Reaction
From the Paper
"In retrospect, I consider the interviews to have been very successful, except that with practice, I believe I could learn to employ more effective techniques for getting to substantive issues in the first session instead of using it as a preparation to do so in subsequent sessions. In part, expect that, as many suggest, (Goldstein 1995) with more practice, I will be able to recognize behavioral cues that indicate readiness to continue conversations further instead of worrying about "prying" for too much too soon. Likewise, I intend to prepare more thoroughly the next time, both before the first interview, but especially, in formulating follow-up questions and lines of inquiry for the second session based on information elicited in preceding sessions. If I had the chance to do this project over again, I would recognize the opportunities that the subject gave me during our first conversation to introduce lines of questioning that occurred to me but concerned me as being "too forward" in the first session."
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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, £ 22.95
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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, £ 59.95
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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, £ 17.95
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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 Training for Law Enforcement, 2008.
A discussion of diversity in an organization including a concrete proposal for a diversity training program in a law enforcement organization.
3,056 words (approx. 12.2 pages), 19 sources, APA, £ 63.95
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Abstract
This paper discusses the importance of effective diversity training for law enforcement. It discusses the dysfunction within the human resource management (HRM) of the organization in question, relative to diversity. The paper then provides background information on what true diversity is in an organization and offers a concrete proposal for a diversity training program.
Table of Contents:
Overview
Diversity
Proposal
Diversity Program Outline
Objectives of the Program
The Case for Diversity - Improving an Organization's Bottom Line
Communication--How to Improve and Teach It
Stereotypes in the Workplace--Use of Us/Them Mentalities
Listening--How to Improve It
Body Language--Non-Verbal Communication
The Organizational Cultural Audit
Budget Proposal for Diversity Program
Rationale for ROI
Rationale for Personnel Expenses
Non-personnel Expenses Rationale
From the Paper
"Diversity has been an important and highly sought after quality in organizations over the past twenty years. In some sense it has become the holy grail of organizational efficiency and awarded almost mythical status as a panacea for a lack of organizational vision and creativity. Diversity programs have been instituted in companies and organizations as diverse as Allstate is to Canon ("Diversity", 1998). Almost every organization, public or private, makes some attempt to address diversity its workforce. Diversity in the workforce is most often equated with racial and cultural dimensions and the development of these differences in an equitable and productive manner (Thomas & Ely, 2001). In all instances, diversity training and the development of diversity is meant to both improve the work environment as well as the underlying performance quotient of the organization."
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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, £ 60.95
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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, £ 96.95
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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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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, £ 82.95
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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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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, £ 176.95
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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 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, £ 176.95
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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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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, £ 61.95
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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, 2006.
A discussion regarding diversity in the world of business.
1,567 words (approx. 6.3 pages), 8 sources, MLA, £ 36.95
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Abstract
This paper takes a look at the concept of diversity in business. According to the paper, diversity is an essential facet of any organization. The paper discusses the idea that globalization of operations has created an environment where cultural differences and differences in opinions need to be understood and addressed in order to achieve success. The paper goes on to discuss the different areas of diversity and how they effect the success of an organization.
Outline:
Age Diversity in Organizations
Sexual Orientation and Its Impact on Diversity
Religious Diversity
Geographical Differences
From the Paper
"The concept that the U.S. is a melting pot of different cultures and points of view while very true also is faced with the fact that many immigrants tend to retain almost passionate adherence to the religious beliefs of their country of origin. This is especially observed among Indians, Chinese and Japanese who have been able to hold onto their religious beliefs and the cultural traditions even though they might have lived in the U.S. for many years. (Saji, 2004) Religion also influences the ethical and moral beliefs in determining right and wrong and should be in conflict with the employee in the workplace. For example, conservative Catholics could undergo tremendous challenges in their beliefs and opinions if they were working for an abortion clinic. It is important therefore, that individuals also understand the influence of their religion and the effectiveness with which they need to undertake their tasks and responsibilities in the workplace. "
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