Diversity?s Promise for Higher Education – Making It Work
Increasingly, organizations throughout the world are seeking to build the diversity of their workforce to adapt to globalization. Yet workforce diversity brings many problems. This study uncovers some of those problems and identifies ways to mitigate them. Through participant observation, ethnographic interviewing, and secondary analysis of newspaper reports, a group of Laotian, Latino, and Anglo custodians were studied during a conflict with management. Culture is viewed as three sets of factors that influence the setting in various ways. The influences of these cultural factors on organization, communication, and conflict among employees, and between employees and management are described. Three key problems of intercultural interaction are identified; the problem of diversity, of combining culturally different ways; the problem of truth, of knowing who and what to believe; and the problem of voice, of other cultures being heard within the dominant culture. Finally, two models are presented illustrating how managers and employees can cope with diversity. Managers, consultants, educators and researchers alike will find this book useful.
In this empirical study it was hypothesized that visible diversity and education level (diversity) are positively related to cognitive diversity and critical reflective work behaviour. But that in order to harvest the benefits of diversity, beliefs of valuing diversity are needed. Gender diversity and the average level of education within a team are found to increase the level of cognitive diversity. Analyses further revealed significant effects of task complexity and sector influences regarding critical reflective work behaviour. However, cognitive diversity did not resulted in more critical reflective work behaviour within teams. Therefore the moderating role of diversity beliefs could not be examined. The promise of diversity could not be demonstrated and more research is needed to provide more insight in the reality of diversity. Future recommendations are made and practical implications for organisations are given.
Diversity is a Core Value of Social Work and is honored and pursued across every dimension but gender. Men are an ever-decreasing proportion of social work practitioners. Why is this happening? And why is it being allowed to happen with no sense of urgency, alarm or even concern from Social Work leadership? Are there anti-diversity forces in Social Work that want the profession to be "by women, for women"? If so, how does this hurt the profession and, more important, the clients we are duty-bound to serve? Finally, what can be done to solve this multi-dimensional problem?
Workforce diversity is often conceived as a double-edged sword. On the one hand, it can lead to high productivity and low turnover in organizations that manage it well. On the other hand, it can be very costly when subordinates have varying perceptions of fairness especially from their superiors. The research in this book examines how subordinates' perception of supervisor-favouritism regarding ethnicity, sex and religious beliefs affect their perception of support and other work-related attitudes and behaviours in two organizations. We learn from both organizations that perceived supervisor-favouritism along ethnic lines has a higher proclivity to influence supervisor-subordinate interactions in work settings. Possible work-related attitudes and behaviours for subordinates who hold perceptions of supervisor-favouritism are analyzed. Of particular importance are commitment, citizenship and job performance behaviours. The book draws the attention of management practitioners to the harmonization of diversity and organizational design in harnessing the non-compulsory extra-role behaviours of subordinates.
Making Enterprise Information Management (EIM) Work for Business,
Livestock plays an important role in economy of Pakistan. Different livestock animals used for for meat, milk, draught, and sports. The genetic data of different cattle breeds like Red Sindhi and Tharparkar is not available which needs to be established for their genetic identification, conservation and to find their genetic diversity among them. This work provided the genetic data which is very helpful for determining the genetic diversity of cattle population, breed identification, animal forensic and paternity cases and making effective breeding policies and conservational activities in future. This work is very helpful about breed characterization of two cattle breeds (Red Sindhi and Tharparker) and developing understanding about genetic architecture of cattle breeds as present study conclude that six SNPs were present in both breeds, four private to Red Sindhi and 22 were private to Tharparkar.
This book is about the impact that the first democratic elections in South Africa that took place in 1994 made for South Africans. The book looks at cultural diversity on work relations post these elections. It focuses on work relations of a a multicultural physiotherapy department in a South African public hospital after these democratic elections. There is an impact that different cultures have on work relations and this becomes more evident post the first democratic elections. Some of the aspects that were evident as affecting work relations were identified as different languages, the age gaps among the colleagues, different cultures and different races. The book also mentions that different cultures need to be acknowledged, known and be respected in order to promote smooth work relations.