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Oh, Gloria. "Mere Diversity or Genuine Inclusion: Moral and Pragmatic Arguments for an Inclusive Workplace." Thesis, Boston College, 2018. http://hdl.handle.net/2345/bc-ir:108033.
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Thesis advisor: Cherie McGillWe often hear about the value of a diverse society, workplace, classrooms, and so on, but what exactly do diversity and inclusion involve, and why do we value them? In this thesis, I will explore philosophical concepts of diversity as it relates to race and gender in the workplace. First, what, exactly, do these terms mean? What is the difference between ‘diversity’ and ‘inclusion’, and how are we to understand these concepts as they apply to institutions like the workplace? Secondly, why should we want diverse or inclusive institutions? Mission statements, for most organizations indicate a commitment to diversity. But, what’s valuable about diversity? Put differently, what is problematic about a lack of diversity in our institutions?
Thesis (BA) — Boston College, 2018
Submitted to: Boston College. College of Arts and Sciences
Discipline: Departmental Honors
Discipline: Philosophy
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Bridges, Jessica. ""Do You Comb Your Hair?”: Detangling First-Generation Black Student Experiences in Internships." Thesis, Boston College, 2020. http://hdl.handle.net/2345/bc-ir:108770.
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Thesis advisor: Deborah PiatelliThis study contributes to the growing literature on the effectiveness of diversity and inclusion efforts in organizations. Previous studies focus on D&I efforts for full-time staff and employees. This qualitative and intersectional study examined first-generation black students in corporatized organizations that are predominantly white through interviews where they could share their experiences with organizational structures and cultures to determine the impact that it has on the performance and identity of black interns. This study assessed organizational cultures of three kinds: exclusive, transitional, and inclusive. Using these organizational cultures, the study determined the way that racism and whiteness culture affects the intern experience. The participants had various relationships with recruitment strategies, diversity discussions, navigating professional and personal networking, negotiating working identity and imposter syndrome, stereotype threat, microaggressions, and professional development. Overall, organizations are engaging in practices that alienate and suppress black student interns while encouraging assimilation. In inclusive organizations, black interns feel like they can be their authentic selves and progress more successfully because of the acceptance of their identity and their ability to share their experiences with that identity
Thesis (BA) — Boston College, 2020
Submitted to: Boston College. College of Arts and Sciences
Discipline:
Discipline: Departmental Honors
Discipline: Sociology
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Taylor, Aisha Smith. "Toward a Taxonomy of Diversity at Work: Developing and Validating the Workplace Diversity Inventory." PDXScholar, 2011. https://pdxscholar.library.pdx.edu/open_access_etds/158.
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The purpose of this research was to develop a taxonomy of workplace diversity and examine its implications for understanding and predicting diversity at work. A 7-dimension taxonomy was originally developed by reviewing contemporary literature on diversity in the workplace. The taxonomy is grounded in Social Identity Theory. Preliminary research found that each of the seven dimensions of the taxonomy were present in 78 critical incidents describing work-relevant diversity dynamics. The current study reports the development and administration of an instrument, the Workplace Diversity Inventory (WDI), which was used to empirically examine the 7-factor model of the taxonomy in over 20 different industries. Exploratory factor analysis using data from 209 respondents supported a six-dimension taxonomy, with one factor from the proposed taxonomy (Leadership) collapsed into two of the included WDI dimensions (Diversity Climate and Organizational Justice). Subsequent confirmatory factor analysis indicated an adequate to good fit for the six-factor model, with the WDI reduced from 47 to 24 items. Results and implications for theory and practice are discussed.
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Mustafa, Diellza, and Zana Maliqi. "Managing inclusion at a diverse workplace : from a managerial and employee perspective." Thesis, Högskolan Kristianstad, Fakulteten för ekonomi, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hkr:diva-21165.
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Background: Globalization has changed the market in ways of creating new opportunities as well as new challenges for organizations and has given rise to a global phenomenon called workforce diversity. The phenomenon appeared as a result from the constantly changing marketplace where people as part of a worldwide economy, live and work in foreign countries. Thus, as global markets emerge, and workforce demographics shift, workforce diversity inches closer to becoming a necessity instead of a banner that businesses wave to show their commitment to embracing differences and change. Purpose: The purpose of this thesis is to examine and to provide a better understanding of how diversity is managed through inclusive practices and policies, and how employees perceive these practices. Method: The research is based on a qualitative case study. The primary data was collected through semi-structured interviews. The respondents of the interviews were both managers and employees in order to get the two different perspectives. Two managers and six employees were interviewed. Findings: The empirical findings showed that managers’ perspective of inclusion practices differs much from how the employees perceive inclusion practices of a diverse workforce. The main findings were that the stated inclusion practices at The University are not perceived among the employees. One example was that some of the employees feel like they were excluded at The University. Moreover, some of the employees stated that people that are not ethical Swedes are not treated the same nor get the same opportunities. Another observable issue was that The University rarely speak English and all documented information is in Swedish, which mean that not all employees receive the information needed.
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Haugøy, Grethe. "Sharing learning across diversity: Immigrant employees’ inclusion in communities of practice." Thesis, Linköpings universitet, Institutionen för beteendevetenskap och lärande, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-113816.
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In Norway research on immigrants and the labour market has to a large degree focused on immigrants’ shortcomings, be it their lacking knowledge, competence and skills (KCS) or their failures in being recruited to available jobs. This study seeks to refocus current academic interest and investigates the potential benefits of recruiting immigrant employees. It explores highly skilled immigrants and how their KCS is valued, shared and used in a Norwegian workplace. In this study seven immigrant employees in a State organisation (the Directorate) are interviewed about their experiences with having their KCS validated, shared and used. In addition they reflect on the Directorate’s framework conditions for sharing learning, and whether the organisation is able to expand the organisational culture to embrace immigrants’ values, opinions and practices. The study adopts a socio-cultural view on learning and operationalises this approach through the use of Lave and Wenger’s concept of communities of practice (CoPs). Employees in the Directorate are thus seen as members of CoPs and new immigrant employees as novices going through a participative process to gain access to the CoPs’ repertoire of accepted practices. Findings indicate that the negotiation of meaning taking place when new, immigrant KCS enters CoPs is a contested process in which both new employees and veteran members go through a process of identity formation. Findings also indicate that although an organisation may have an inclusive work environment regarding surface-level diversity, the inclusion of foreign values, opinions and practices and the development of a diverse learning environment is dependent on a conscious strategy on harvesting foreign KCS.
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Viala, Solange Reyna. "How to Prevent Diversity and Inclusion from Backfiring: A Minority Perspective." Xavier University Psychology / OhioLINK, 2021. http://rave.ohiolink.edu/etdc/view?acc_num=xupsy1630282769195248.
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D?Allaird, Courtney J. "Who feels included at work? Intersectionality and perceptions of diversity and inclusion in the workplace." Thesis, State University of New York at Albany, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10240708.
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There is a difference between diversity and inclusion in the workforce. More specifically, there is a difference in the understanding and experience that the U.S. cultural meaning of these words creates when interpreted and applied in a workplace setting. Understanding this difference is essential to the work businesses do in actualizing human capital as well as in creating and interpreting methods of providing access, recognizing diversity, and now, increasingly, moving towards a rhetoric of inclusion in the workplace (Roberson, 2006). This research looks at the existing body of knowledge around historical disenfranchisement and the evolution of diversity and inclusion research in the workplace. This literature is then used to analyze the data collected from employees who were asked to complete an online self-administered survey across a variety of topics related to their employment experience. These perceptions were then looked at against key indicators of job satisfaction including turnover intention. Overall this research found that: a respondent’s gender identity, ethnic/cultural background, and sexual orientation all had significant impact on their perceptions of diversity and inclusion; that perceptions of inclusion differed from perceptions of diversity in this study; and that perceptions of inclusion were significantly connected to job satisfaction and turnover intentions for all participants. The findings suggest that focusing on inclusion in the workplace, not just diversity, affects all employees and that supervisors play an important role in this experience. Ultimately this study suggests that these factors have high implications for employee retention, especially among historically disenfranchised groups and those at the intersection of identities.
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Carapinha, Rene. "Gender Differences in Perceived Organizational Exclusion-Inclusion: the Importance of Status Closure and Role Investments." Thesis, Boston College, 2013. http://hdl.handle.net/2345/3899.
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Thesis advisor: Ruth McRoyCreating gender equality in situations of perceived organization exclusion-inclusion (OEI-the degree to which individuals feel a part of critical organizational processes such as access to information and influencing decision making processes) is a critical social and organizational justice concern (Mor Barak, 2011). Given the lack of understanding about gender differences in OEI, this study investigated this issue, as well as, the determinants of OEI, and the sources of gender differences in OEI across multiple worksites in different countries. Job status, work- and family-role investments, perception of work-family culture and gender-role beliefs were hypothesized as the main determinants and sources of gender differences in OEI. Data collected by the Sloan Center on Aging and Work for the Generations of Talent Study (GOT) in 2010-2011 were used to investigate the gender differences in OEI. Bivariate statistics, multivariate fixed effects models, and Blinder-Oaxaca regression decomposition analyses were used to test the hypotheses. Findings suggest that women's sense of OEI is significantly lower than that of men. This difference, although smaller, remains statistically significant after accounting for job status, work- and family-role investments, perception of work-family culture, gender-role beliefs, worksite variances, and control variables (age, race/ethnicity, optimism). Of these factors, job status and work-role investment differences between men and women are the greatest sources of the gender gap in OEI. No support was found for the influence of gender differences in family-role investments, gender-role beliefs, and perception of work-family culture on the gender OEI gap. Finally, women's more optimistic outlook on life, compared to men, attenuated the gender OEI gap. Guided by these findings, potential policy and/or practice interventions should be aimed at advancing greater gender equity in job status and supporting women's work-role investments. However, interventions aimed at changing women's work attitudes should not promote conformity to gendered organizational norms. Future research should aim to better understand the relationship between contextual factors and gender differences in OEI, and to examine the role of positive psychological characteristics (e.g. optimism) in OEI and the consequences of gender differences in OEI
Thesis (PhD) — Boston College, 2013
Submitted to: Boston College. Graduate School of Social Work
Discipline: Social Work
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Chesley, Jill M. "Skilled Immigrants in the Workplace: Perceptions of Inclusion in a Canadian Energy Company." Scholarly Commons, 2016. https://scholarlycommons.pacific.edu/uop_etds/237.
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Given the reality of a diverse and multicultural workplace in Canada, and the benefits of inclusion for both employees and employers, it is reasonable for employers to consider the inclusion of immigrants. This study explored (a) skilled immigrants’ perceptions of inclusion in an energy company in Edmonton, Alberta, Canada, (b) what these perceptions revealed about the diversity climate in the workplace, and (c) how these perceptions could inform and challenge the inclusion practices in the company. Eighteen participants were interviewed in-depth to determine their perceptions of a number of indicators of inclusion. The participants identified that communication (language and culture-specific communication styles), relationships, and organizational practices were salient in their experiences. Immigrants who had previous relevant work experience in the country reported the most positive experiences. The climate of the company led to strong perceptions of satisfaction and belonging, but low perceptions of fairness and equity. Suggestions for the company to improve its diversity and inclusion climate included attending to the experiences and development of women, contractors, and immigrants who are new to Canada or the company. Recommendations included initiatives to support relationships amongst employees, intercultural training and support for internationally educated professionals and Canadian colleagues including leaders, and talent management that would result in more cultural diversity at the senior leadership levels of the company.
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Linares, Carlos. "A Phenomenological Approach to First-Generation Latino Immigrants' Experiences of Cultural Diversity and Inclusion Initiatives in the Workplace." Thesis, Sullivan University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3739667.
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The purpose of this phenomenological study was to explore the work experiences of foreign-born, first-generation Latino immigrants with regard to cultural diversity and inclusion initiatives to obtain a holistic understanding of their experiences and facilitate their achievements in the organization. Based upon the review of the existing literature regarding Latinos and the outcomes of interviewing 24 participants (13 females and 11 males) in this research study, there are ample opportunities to conduct future empirical studies. The results of this study show the challenges first-generation Latino immigrants faced in the workplace and the importance for organizations with a diverse workforce to foster a more inclusive work environment for Latino immigrants. There is growing evidence that diversity and inclusion initiatives are critical for multicultural organizations. However, the results organizations have achieved and their efforts to create an inclusive workplace for Latino immigrants have been dissatisfactory thus far (Cox Jr., 2011). The methodology applied in this study was a qualitative approach to reflect the essence of the phenomenon studied. Results from this research found 14 family units and four major themes. These themes described how first-generation Latino immigrants understood and defined diversity and inclusion, their positive and negatives perceptions in the work environment, workplace challenges they faced, and their insights on organizational development. Additionally, this research discovered how interviewed participants were excluded by others and by themselves in the workplace. Lastly, this research study contributes to the literature and to the field by offering information that would eventually promote a better understanding of Latino immigrants and a more inclusive environment that encourages belongingness, uniqueness, and a constructive work experience for Latino immigrants.
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Rizzo, Eva Andrea. "Understanding Inclusion-Exclusion in Social Service Organizations." CSUSB ScholarWorks, 2016. https://scholarworks.lib.csusb.edu/etd/352.
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ABSTRACT
The purpose of the present study was to explore the effects inclusion-exclusion on the job-related attitudes of the organizational workforce. These attitudes included job satisfaction, organizational commitment, burnout, and turnover intention. A quantitative survey was conducted using a sample of employees of a social service organization in San Bernardino County. Participants include employees from all levels and program areas of the social service organization. Study data was collected through the use of a self-report questionnaire. Measures were used to explore commitment to the organization, diversity perception, job satisfaction, turnover intention and burnout, the dependent variables. Using SPSS software to analyze data, descriptive statistics, correlation, and Mann-Whitney U analysis were conducted. More than half of the survey participants, as presented in Table 1 (see Appendix D), identified as women (n=35, 85.4%) and five (12.2%) accounted for the participants that identified as men. Results showed that Inclusion was significantly related to all job related attitudes except burnout, gender and race. Results were consistent with the literature in that inclusion is related to positive work-related attitudes, but inconsistent in regards to its relation with gender and race.
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Quijada-Crisostomo, Amanda L. "Interracial Romances in the Workplace." Xavier University / OhioLINK, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=xavier1535456259291102.
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Mercer, David Lewis. "The Colored Sense of Awareness: An Analysis of African American Perceptions of Race and Communication in the Workplace." Thesis, Virginia Tech, 2019. http://hdl.handle.net/10919/90400.
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The United States has a troubled history with race relations. African Americans have immeasurably experienced racism and racial oppression in various forms and in many sectors of the American society. One of the sectors that the racial inequalities of our past have affected is the employment sector. Many Americans experience the workplace on a daily basis and therefore experience the inequities that persist in such environments. This study explores African American experiences with race in the workplace and the way that race shapes today's workplace. Specifically, this study analyzes the experiences of African American professionals working at for-profit organizations and their perceptions of the way that race shapes their organization's culture. This study employs a constant comparative analysis of qualitative interviews using Critical Race Theory as a guide. The interviews explored the manner in which race, Diversity and Inclusion (DandI) programs, and communication affect organizational culture. The thesis further questions if and how organizations are working to create and sustain a more equitable workplace for all employees. The findings suggest that African American professionals perceive that their organizations are welcoming and inclusive of all minority groups. They also perceive the organizational culture to be friendly and family-oriented where open, positive, and encouraging communication exists. The professionals feel that their organizations are generally interested in diversity, however they feel the organization's engagement with diversity practices is not sufficient. The findings of this study could be used as a tool for organizations to reevaluate their diversity practices and to ensure that they are creating an equitable workplace.Master of Arts
The inequalities caused by racism and the systematic oppression of African Americans in the United States are present in many areas of contemporary American life. African Americans are still faced with problems that stem from the country’s past with race and are affected by these problems in many ways. One area that African Americans must deal with race is the workplace. The inequalities that were created in the past have caused race to play a significant role in the way that African Americans experience the workplace. This study explored the experiences of African American professionals in the workplace and the way they perceive race to play a role in shaping their organization’s culture. The findings of the study explain that African American professionals perceive that race has a definite effect on their organization’s culture. The professionals believe that their organizations have a general interest for diversity, but they have not adequately addressed the lack of racial and ethnic diversity in the workplace. They reported that the organizations are inclusive and provide an environment where they can be productive and develop professionally. Today’s organizations have made a step in the right direction of diversity, but there is much work left to do.
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Wakefield, Courtenay. "An exploration of how LGBTQ+ paramedic experiences of exclusion and inclusion can inform policy and cultural safety in a state funded ambulance service." Thesis, Queensland University of Technology, 2021. https://eprints.qut.edu.au/208190/1/Courtenay_Wakefield_Thesis.pdf.
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This research is a qualitative study which explores the workplace experiences of LGBTQ+ paramedics through narrative based interviews and thematic analysis. This research also compares the workplace policies, procedures and strategies related to inclusion in the workplace against three existing benchmarking tools. The model of cultural safety is applied as a post analytical lens and recommendations for improving the workplace inclusion of LGBTQ+ paramedics are discussed.
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Aho, Lind Hanna. "What are the needs and use of educational games in the modern workplace? : A case study on the prospects of equality, diversity, and inclusion education in a multinational business, through the use of a serious game." Thesis, Högskolan i Skövde, Institutionen för informationsteknologi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:his:diva-20002.
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Workplace diversity is an increasingly important topic for all companies who wish to stay in business. The purpose of this master’s thesis is to evaluate the needs and usage of a serious game in the form of an educational tool when teaching employees at a multinational business about equality, diversity, and inclusion topics. The study also involves an evaluation of the development of soft skills through an artificial environment offered through a team-based game experience. This was done by conducting a quasi-quantitative with a pre-test/post-test design, inspired by the work of Parker and Du Plooy (2021). The data gathered was analysed, where the results suggested that there is a growing need for serious games as an educational tool in the modern workplace, and if executed correctly, they can be of use for training soft skills regarding equality, diversity and inclusion matters in the employees. Notable connections between earlier research and this thesis’s findings arealsopresented and analysed.
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Staubach, Jessica L. "Identifying and Implementing Traits of Actionable Racial Allyship in the Workplace at Miami University." Miami University / OhioLINK, 2021. http://rave.ohiolink.edu/etdc/view?acc_num=miami1619122995812556.
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Young, Margaret. "Piloting a scale of social integration in South African organisations." Master's thesis, Faculty of Commerce, 2019. https://hdl.handle.net/11427/31699.
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“Social integration” is a construct referred to in workgroup and organisational research, in particular in research focused on understanding workplace diversity. The present research examined how the social integration construct could be more clearly conceptualised and measured in the South African context. Guided by Hinkin’s (1998) scale development framework, the research seeks to contribute to the early stages of the development of a scale of social integration, suited for use in South African workplaces. Items were generated theoretically, leading to a final pool of 72 items. 620 usable responses were received from individuals employed in organisations in South Africa and this sample was randomly split into two samples of 310 participants each: a “calibration” and “validation” sample. On the calibration sample, exploratory factor analysis (EFA) was conducted in order to examine emerging first- and higher-order latent variable structures. EFA led to the development of a first-order, seven-factor model. Exploratory extension analysis generated three possible higher-order latent variable structures. Using confirmatory factor analysis (CFA), both the first- and higher-order models were fitted to the “validation” sample to test if the models generalised to a second sample drawn from the same population. Results indicated that the first-order model demonstrated an adequate fit, as well as two of the three higher-order models. The fit of these two higher-order models did not differ significantly. Post-hoc analyses determined that, while social integration can be considered a meaningful higherorder construct, the construct has theoretical rather than practical relevance for researchers. Responses to the proposed scale of social integration should be interpreted at the level of the identified first-order constructs rather than as a single scale representing the higher order, abstract social integration construct. The generalisability and contextual nature of the research findings, suggestions for future research, and the theoretical and practical limitations of the present research are discussed.
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Robinson, Michael James. "Transgender Inclusion in the Workplace." Cleveland State University / OhioLINK, 2014. http://rave.ohiolink.edu/etdc/view?acc_num=csu1404370756.
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ANJORIN, RASHIDAT, and AVNI JANSARI. "MANAGING CULTURAL DIVERSITY AT WORKPLACE." Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Företagsekonomi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-40190.
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Abstract: Background: Cultural diversity within a workplace is increasingly becoming important as more organisations are embracing it within the global workforce. Some of its effect have been linked to performance outcomes according to past reviews and as a result, there are more suggestions on the need to study how various organisations manage their cultural diversity. Universities as an organisation has also blended in the internationalisation practice through human resources and diverse employees to form a part of the economic globalisation. Purpose: The purpose if this paper is to examine how cultural diversity is managed in a Swedish university, Jönköping International Business School (JIBS). Also, further investigation is on the employee’s perception of how the practices and policies of cultural diversity is being delivered by the management at the university. Method: An exploratory research is conducted for this paper and the empirical findings is gathered through a qualitative research. The primary research is retrieved by semi-constructed interviews. The human resource department and teachers from different backgrounds and countries were interviewed to find out how the teachers perception of cultural diversity management at their workplace based on how the practices and policies were delivered to them. Findings: Based on the interviews it was found that the cultural diversity management as a topic is well understood by both the management and the employees. However, the study revealed that the employees do not perceive it in the same manner it was being delivered to them by the management. The issues and practices connected to managing cultural diversity is not entirely provided by the management within the work environment. It essential that the management provide for more effectively communicated structure.
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Shawver, Brenda G. "The social construction of workplace "diversity"." [Tampa, Fla.] : University of South Florida, 2004. http://purl.fcla.edu/fcla/etd/SFE0000263.
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Flaming, Yeats Lindsay. "Organizational Assessment of Diversity and Inclusion." Thesis, Pepperdine University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10843006.
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This study outlines the research methods and findings of an assessment performed to evaluate an organization?s diversity and inclusion climate. A survey was conducted with 67 of 81 of the organization?s employees, followed by 15 interviews, and six focus groups. The study found this organization to be very diverse and to place a high value on the importance of Diversity and Inclusion (D&I) to its performance. However, there are limited formal D&I structures currently in place. A comprehensive D&I management strategy integrated with the organization?s business strategy will be critical to supporting achievement of its mission. This organization plays a unique role in bridging the gap between diverse student populations and more homogeneous tech corporations. Given this, the organization embodies the complexity of D&I challenges that many organizations must face in creating an inclusive culture in order to increase retention, job satisfaction, engagement, and performance.
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Milner, Rebecca J. "Foundational Concepts in Diversity and Inclusion." Digital Commons @ East Tennessee State University, 2018. https://dc.etsu.edu/etsu-works/2979.
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Miller, Marisa Jean. "Inclusion and Assimilation: Including Change in the Workplace." PDXScholar, 2018. https://pdxscholar.library.pdx.edu/open_access_etds/4539.
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Organizational assimilation is an ongoing and dynamic relationship between organization and individual member, where employees learn the expected norms of the organization and feel that they are able to attempt to make a change to the organization. Organizational members rely on social interactions within the organization to acquire the necessary knowledge they need to perform their roles, as well as support to attempt changes within the organization. This study proposes that feelings of inclusion, or the perception that an employee both belongs to and is unique within an organization, may be an influential construct associated with organizational assimilation and beneficial assimilation outcomes. This study conducts quantitative analysis of survey data collected from employees at a university in the Pacific Northwest, and considers the following components of organizational assimilation, organizational knowledge and individualization, and their potential connection to inclusion in the workplace. Inclusion in the workplace is conceptualized as social inclusion and task inclusion. This study finds that organizational knowledge and individualization are positively associated with social and task inclusion. This is useful to assimilation literature, because inclusion is not often considered when studying organizational assimilation. In addition, these results indicate that inclusion in the workplace is valuable to creating a workplace where employees feel that they can invest themselves in an organization, and are free to individualize their role or attempt to make some sort of change to the organization.
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Powell, Catherine Shivers. "Mediation, diversity, and justice in the workplace." [Pensacola, Fla.] : University of West Florida, 2009. http://purl.fcla.edu/fcla/etd/WFE0000163.
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Witcher, Sally A. "Diversity and social inclusion : a theoretical framework." Thesis, University of Edinburgh, 2006. http://hdl.handle.net/1842/25328.
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This thesis examines the meaning of social inclusion and theorises what would be required to maximize the diversity that can be included into mainstream society while preserving social cohesion. The primary aim is to develop a coherent theoretical framework, identifying where scope to expand the mainstream may be found, as well as logical limitations and probable constraints. The implications for social policy design and delivery are then explored. The focus is on welfare goods and services as they play a pivotal role, either supporting social inclusion, or reinforcing social exclusion by confirming incapacity, unnecessary segregation and failure to promote wider social connections. Inclusion into mainstream society can thus be promoted by inclusion into appropriately designed and delivered mainstream welfare provision. The starting point is to examine theoretical literatures concerned with disadvantage. Key themes from social justice, poverty, discrimination and social exclusion theory are extracted; commonalities and differences identified. Social justice themes of fair distribution and cultural recognition fit well with themes to be found in poverty and discrimination literatures respectively. The framework is built by theorising firstly the macro-level structural and cultural environment, how it is and could be shaped to maximise inclusion. The meso-level processes through which this environment is expressed and through which attachment to it occurs are then considered. The final component of the framework concerns the nature of micro-level social relationships through which those processes are enacted, the transactional needs and identities of micro-level agents. Using the theoretical framework to identify implications for social policy indicates the existence of a new ‘inclusive’ model, distinct from liberal market, traditional public sector and radical models. The key features of the inclusive model are summarised and their implications for the direction of policy strategy illustrated.
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Olifant, Caleb Jason. "Exploring the influence of workplace inclusion on employee performance." Diss., University of Pretoria, 2020. http://hdl.handle.net/2263/79634.
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Due to the diverse nature of the workforce which includes various people from different
backgrounds, it has become increasingly important to discuss inclusion of these
individuals in the workplace. Whilst the literature on inclusion is fairly new, research has
noted, although not conclusively, that inclusion may have an influence on performance.
This study explored the concepts of inclusion and performance and considered how
inclusion influences performance.
The study sought to build on both the theoretical and practical knowledge that exists on
inclusion and show how it influences performance. It further sought to provide
organisations with the rationale for implementing inclusive practices in order to benefit
from their diverse workforce.
To fully understand the inclusive experience and how it influences performance, a
qualitative study using 15 semi-structured interviews of black and white females from
various organisational levels was undertaken. The research found that when employees
feel included, their commitment to work, their performance and their loyalty increases.
This in turn has a positive influence on organisational performance, providing a strong
business case for creating an inclusive workplace.
These key insights led to the adaptation of the inclusion framework as developed by
Shore et al. (2011). The study presents an inclusion-performance framework which
shows how performance is positively influenced when employees are included.Mini Dissertation (MBA)--University of Pretoria, 2020.
pt2021
Gordon Institute of Business Science (GIBS)
MBA
Unrestricted
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Lundman, Ida, and Anna Nordberg. "Praktiskt mångfaldsarbete : En fallstudie av Piteå Kommuns socialtjänsts praktiska mångfaldsarbete." Thesis, Umeå universitet, Sociologiska institutionen, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-117059.
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I takt med att medellivslängden ökar och att andelen personer med utländsk bakgrund växer behöver organisationer ha kunskap om hur de ska hantera mångfald. Detta för att de ska kunna ta tillvara på alla mänskliga resurser samt för att möta framtidens arbetskraftsbehov. Piteå Kommuns socialtjänst står idag inför denna utmaning och har valt att aktivt satsa på mångfald. Syftet med denna studie var därmed att undersöka hur chefer och bemanningsassistenter beskriver begreppet mångfald, hur de praktiskt arbetar med mångfald idag samt undersöka vilka krav de upplever finns på dem i mångfaldsarbetet. Studien syfte var också att identifiera eventuella svårigheter som personer i ledande positioner upplever i bedrivandet av ett praktiskt mångfaldsarbete. Studien är baserad på åtta semi-strukturerade intervjuer vilka har analyserats med hjälp av meningskoncentrering. I dessa framkom att det fanns en snäv bild av mångfaldsbegreppet i jämförelse med hur Piteå Kommun definierar begreppet samt hur begreppet beskrivs i tidigare forskning. Det framkom också att chefer och bemanningsassistenter i dagsläget inte bedriver något medvetet praktiskt mångfaldsarbete. De insatser som genomförs är snarare omedvetna då huvudsyftet med dessa insatser inte är att främja mångfald. Respondenterna upplever inte några direkt ställda krav från Piteå Kommun i bedrivandet av ett mångfaldsarbete men kan i vissa fall se praktiskt mångfaldsarbete som en skyldighet. I studien framkom också att personer i ledande positioner saknar tid, trygghet och kunskap i hur de praktiskt ska bedriva mångfaldsarbete i sina verksamheter. Vid vidare forskning hade det varit intressant med fler perspektiv på ämnet. Detta för att ge svar på om det finns en gemensam syn på begreppet samt hur personer på olika nivåer upplever mångfaldsarbetet.
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Bell, Sheena. "Inclusion for people with dyslexia in education and workplace contexts." Thesis, University of Northampton, 2013. http://nectar.northampton.ac.uk/8850/.
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Paez, Karen N. "Diversity awareness, diversity climate, and individual career outcomes : a counseling psychology perspective /." view abstract or download file of text, 2006. http://proquest.umi.com/pqdweb?did=1276405611&sid=1&Fmt=2&clientId=11238&RQT=309&VName=PQD.
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Thesis (Ph. D.)--University of Oregon, 2006.Typescript. Includes vita and abstract. Includes bibliographical references (leaves 111-119). Also available for download via the World Wide Web; free to University of Oregon users.
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Ebron, Christopher J. "Perceptions of workplace diversity among park districts in Illinois /." Available to subscribers only, 2006. http://proquest.umi.com/pqdweb?did=1136096451&sid=18&Fmt=2&clientId=1509&RQT=309&VName=PQD.
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Radwan, Nagwa Farid. "A novel approach towards understanding diversity in the workplace." Thesis, University of Nottingham, 2004. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.419421.
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Ortiz, Daniel M. "Retail Business Managers' Strategies for Enhancing Workplace Diversity Planning." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/6084.
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Lack of workplace diversity planning leads to negative financial outcomes. The purpose of this qualitative multiple case study was to explore strategies that business managers in the retail sector use to enhance workplace diversity planning for assuring compliance with Equal Employment Opportunity Commission (EEOC) regulations. The population included a single focus group of retail business employees as well as business managers of 5 distinct retail stores located in the Southeastern United States who have successfully instituted workplace diversity plans for assuring compliance with EEOC regulations. The conceptual framework for this study was cultural intelligence theory, which researchers have used to explore a person's ability to understand an unfamiliar context and assimilate the host culture. Methodological triangulation was achieved from the results of face-to-face individual interviews, a single focus group, and company documents. Interview data were analyzed using a modified van Kaam method. Analysis resulted in 3 themes (a) guiding principles; (b) training, including coaching and communication; and (c) hiring practices. The implication for positive social change includes the potential to provide new insights related to strategies applicable to workplace diversity planning in the retail businesses sector that can create or improve positive business and community relationships while potentially minimizing risk associated with profitability loss.
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Lien, Vy Ngoc. "Workplace culture, workgroup identification, and workplace conflict." CSUSB ScholarWorks, 2002. https://scholarworks.lib.csusb.edu/etd-project/2334.
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The purpose of this thesis was to distinguish between which work factors contribute to emotional conflict in the workplace. Specifically, the factors of interest were existence and tolerance of multicultural diversity, work group culture and group identification.
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Fajerson, Michael Per. "Implementing a diversity & inclusion strategy : a case study." Thesis, University of Liverpool, 2017. http://livrepository.liverpool.ac.uk/3008145/.
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Current scholar-practitioner literature demonstrates that diversity and inclusion (D&I) are necessary for organisational performance. All organisational members are needed for an inclusive corporate culture to be genuine. The problem for a large global organisation with Swedish roots was that its D&I strategy had not been turned into action as expected. This was evident from discussions with the organisation's D&I manager and from the 2014 employee satisfaction survey. The research question of this study was: How can the organisation turn its D&I strategy into action? Using a purely qualitative case study design, the research objective of this study was to investigate how 18 very diverse middle managers and rank and file employees throughout this global organisation would turn the organisation's D&I strategy into practical action using existing D&I material. Key questions to be answered included how research participants view the D&I material provided by the organisation and how they would use it to promote the action change needed and avoid pitfalls. Data collection and analysis through in-depth, face-to-face interviews coupled with document analyses in accordance with the case study methodology (Yin, 2003) provided a rich and thick description of the case. Condensing emerging categories into four major themes relating to established theory as presented in extant literature provided the base for answering research questions. The four major themes were: The Need for D&I, Effective Awareness-Building, Effective Implementation, and Effective Conflict-Handling. Identifying researcher bias, member checking, and triangulation established trustworthiness. Key findings included that the organisation's D&I material were useful and globally valid. It could be used to build awareness and promote action change. Drawbacks with D&I can be handled. Middle management is the key employee group to turn strategy into practical action in the workplace. Actionable knowledge derived from the findings was the detailed recommendation for turning the D&I strategy into practical action throughout the entire organisation. Implementing the recommendation could be swift, decentralised, and organization-wide. Middle managers, as the key change agents, would drive action and change in the D&I area to achieve a sustainable organisational inclusive culture. Other organisations could use the recommendation to achieve action change.
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Sayers, Roslyn, and roslyn sayers@rmit edu au. "Australia's Changing Workplace: A Generational Perspective." RMIT University. Economics, Finance and Marketing, 2006. http://adt.lib.rmit.edu.au/adt/public/adt-VIT20070122.102821.
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This research investigates generational differences in Australian workers. In particular it focuses on changing trends and influences in the workplace and how different generations view and deal with these changes. The study focuses on Baby Boomers (born 1945-1963), Generation X (born 1964-1977) and Generation Y (born 1978 - 1994) across four industry sectors: Corporate, Education, Government and Not for Profit. The Australian workforce currently consists of four generations - all having distinct characteristics, working styles, needs and expectations. These differences pose challenges and opportunities to workforce management. The first step in managing the generations and their differences is to identify where the differences lie and to understand how best to cope with and exploit these differences. This research, in taking a generational cohort perspective towards analysing the modern workplace, seeks to explore how the different generations view the trends and influences that impact their work; and their attitudes towards technology, communication, work/life balance, organisational loyalty, attraction, engagement and retention. The study uses a multi-phase qualitative approach and includes in-depth interviews with a range of Australian industry experts; discussion groups held with Gen Ys, Gen Xers and Baby Boomer employees, in four organisations across four industry sectors; and in-depth interviews with senior executives in the same four organisations. This research will have significance to all organisations especially those that employ workers from across the generations and who are managing a multigenerational workforce. The findings will have practical application to organisational policy development in areas such as, work/life balance, attraction, engagement and retention of employees, reward and recognition systems, technology in the workplace and training and development. The study adds to the body of knowledge in workforce management, and in particular to the emerging body of knowledge on generational cohort analysis of the workplace in the Australian context. The study found significant generational differences that when harnessed and managed effectively, can contribute to the output and performance of the organisation as a whole.
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Kotze, Sharon Jean. "Social diversity in an engineering workplace: a conflict resolution perspective." Thesis, Nelson Mandela Metropolitan University, 2011. http://hdl.handle.net/10948/1638.
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The global working environment has altered dramatically over the last decade, with the workforce now consisting of a diverse assortment of individuals. South Africa, in particular, has had to face major challenges as it adapts to the newly conceived "Rainbow Nation". It has also had to make amends for inequalities bred by the past discrimination and the segregation of Apartheid. Prior to this, businesses in general, were inward-looking in that they did not have to comply with or conform to the changing trends found in the international arena. Suddenly, issues such as Black Economic Empowerment, Affirmative Action, gender, age, faith and preferred sexual orientation have had to be accommodated as the new Employment Equity Act of 1998 was promulgated. Each individual coming into the workplace has his or her own cosmological, ontological and epistemological view, and although this facilitates a positive contribution by individuals with regard to varying ideas, skills, talents and expertise, more often than not, the reality is that the differences that exist within a staff complement often result in conflict. Furthermore, South Africa exhibits deep-rooted, social conflict as a result of the oppression of the apartheid years. Unemployment, poverty, poor education and service deliveries are far from being satisfactorily addressed. Therefore, it is assumed that unmet/frustrated basic human needs, as defined in Abraham Maslow‘s "Hierarchy of Needs", play a role in causing conflict both in the workplace and in society. It was felt that basic human needs, as articulated, had not been researched as a cause of workplace conflict and this research will explore the part that frustrated human needs may play in organisational conflict, alongside diversity conflicts.
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Ralepeli, Selebeli Gideon. "Employee perceptions on managing diversity in the workplace / S.G. Ralepeli." Thesis, North-West University, 2008. http://hdl.handle.net/10394/2905.
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La, Masa Francesco. "Developing effective measures to implement gender diversity in the workplace." reponame:Repositório Institucional do FGV, 2018. http://hdl.handle.net/10438/20159.
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This paper is designed to explore existing initiatives to develop a diverse workplace and propose additional measures to achieve and exploit the power of an empowered diversity, without unsettling the corporate culture. In particular, the benefits of diversity, and gender diversity are explored. The paper, thanks to the use of the literature review on the topic will first show the ethical and performance driven reasons of why diversity is desirable. Successively, in this study we focus on gender diversity and analyse existing best practices to finally develop a set of proposals for companies to support their efforts to achieve gender equality and unlock the potential of women. The final outcome are five measures for flattening gender disparity and break the glass ceiling since the recruitment phase, to implement in order to achieve a more balanced workforce, avoiding to reversely discriminate the dominant groups and fostering an institutional change towards gender equality.
Este artigo se destina a explorar iniciativas existentes para desenvolver um local de trabalho diversificado, além de propor medidas adicionais para alcançar e explorar o poder de uma diversidade fortalecida, sem perturbar a cultura corporativa. Em particular, são explorados os benefícios da diversidade cultural como também de gênero. O artigo, desenvolvido com base em literatura sobre o tema, mostra, em primeiro lugar, os motivos éticos que demonstram que a diversidade é uma condição desejável. Em seguida, o estudo foca na diversidade de gênero, analisando as melhores práticas existentes para que as empresas alcancem a igualdade de gênero e elevar o potencial das mulheres. O resultado final são cinco medidas para reduzir a disparidade de gênero e quebrar esses limites desde a fase de recrutamento. Através deste método, contrói-se uma força de trabalho mais equilibrada, evitando discriminações ao avesso dos grupos dominantes e promovendo uma mudança institucional em relação à igualdade de gênero.
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Joubert, Yvonne Trijntje. "Organisation team sport interventions to minimise diversity constraints in the workplace." Diss., University of Pretoria, 2010. http://hdl.handle.net/2263/30564.
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The main aim of this study is to explore and determine the effect of an organisation team sport intervention on a number of diversity constraints in two financial organisations. The diversity constraints relevant in this study are race, ethnicity, generation gaps, gender, sexual orientation, socioeconomic status, age, physical abilities, religious beliefs, political beliefs, parental status, education and income. The main aim is to determine whether organisation team sport interventions impacted on the participating employees’ relationships, trust and respect towards one another, despite their differences in culture, age, gender and religion. The study was conducted among 26 employees of the two financial organisations that participate in organisation team sport. The data were collected by means of focus group interviews and individual interviews. The results indicated that a strong bond is established between employees in the organisation during organisation team sport. Employees are encouraged to share information, which leads to increased productivity. Business relationships can be created whilst talking sport, attending sport events or playing sport. The conclusions was made that organisation team sport is therefore a vehicle for creating opportunities to share goals and visions, improving individual commitment, improving cohesion, increasing trust and respect in a workforce, improving communication between employees and enhancing employees’ knowledge of other employees. The contributions that organisation team sport makes to an organisation are all requirements for effective diversity management in the workplace. Copyright 2010, University of Pretoria. All rights reserved. The copyright in this work vests in the University of Pretoria. No part of this work may be reproduced or transmitted in any form or by any means, without the prior written permission of the University of Pretoria. Please cite as follows: Joubert, YT 2010, Organisation team sport interventions to minimise diversity constraints in the workplace, MCom dissertation, University of Pretoria, Pretoria, viewed yymmdd < http://upetd.up.ac.za/thesis/available/etd-02222012-111732 / > C12/4/194/gmDissertation (MCom)--University of Pretoria, 2010.
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Alexandre, Cesar da S. "Diversity management : a philosophical deliberation." Thesis, Cape Technikon, 2004. http://hdl.handle.net/20.500.11838/1007.
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Thesis (MTech(Business Administration)--Cape Technikon, Cape Town, 2004My central thesis is, that certain social systems and cultures have supported modern economic growth and human progress, whereas others have not. Countries and, winning organizations that have been able to jump ahead out of the laggard have done so, because they developed a conquering culture of rigor and work, removed from the influences of invisible forces. The world at the beginning of the twenty first century is still, divided between the few who are rich and powerful and the many who are poor and powerless, between the free and the oppressed. Traditional'explanations like imperialism, dependency, colonialism and racism are no longer adequate after so many decades. Increasingly researchers are reasoning that the principal reason why some countries and ethnic groups are better off than others lies in cultural values and beliefs and attitudes, which powerfully shape political, economic and social performance, and share the view that value and attitude change is indispensable to progress for those who are lagging. There is a methodological difference between myself and some people who are consistently uncritical of the values and attitudes of a culture, and think people ought to resign themselves to economic and social values that condemn them to poverty and subservience, in the name of cultural purity. The power of cultural values, beliefs and attitudes to promote or resist progress has been largely ignored. Culture is a significant determinant of a nation's ability to prosper, because it shapes individual's thoughts and behaviours, and the way individuals think about progress.
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Bialy, Eugene J. "Emerging Trends in Workforce Diversity." SeeFull Text at OhioLINK ETD Center (Requires Adobe Acrobat Reader for viewing), 2004. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=toledo1082983510.
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Perinchery, Remya. "Faculty Perspectives on Diversity and Inclusion Training in Higher Education." OpenSIUC, 2021. https://opensiuc.lib.siu.edu/dissertations/1961.
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The present study was a qualitative inquiry into the attitudes and needs of faculty in higher education regarding diversity and inclusion training. Faculty are more likely to hold bias against students of marginalized identities (Tinto, 1975; Moss-Racusin et. al, 2012; Phelan et. al, 2017). This bias can often create discrimination and disparate outcomes for marginalized students (Okahana et. al, 2016). However, few opportunities are provided for faculty to develop competence in working with students of marginalized identities (Sue & Constantine, 2007). Diversity and inclusion training has become widely popular in organizations as a solution to bias and discrimination; however, it has been criticized as ineffective and unhelpful in targeting unique challenges of professions such as academic (Bezhrukova et. al, 2012). Participants in this study were recruited from a mid-size Midwestern university through direct email solicitation. Experiences with diversity, inclusion, and training were assessed through a short answer survey. Participants were asked to share their personal and professional experiences with diversity, inclusion, and training, as well as their needs from future diversity and inclusion training. A Grounded Theory approach was used to analyze the data. The emergent themes from this study were categorized into a typology of faculty based on their attitudes to diversity, inclusion, and training. These typologies encompass faculty attitudes toward diversity and inclusion, attitudes toward training, and how those attitudes impact perspectives on other faculty, administration, students, and future training opportunities. Faculty were categorized into the following types: (a) resistant, (b) apathetic, (c) ambivalent, (d) neoliberal, and (e) advocate. Faculty attitudes on diversity and inclusion ranged from positive to negative. These views impacted how participants viewed diversity and inclusion training, as well as their willingness to engage in future initiatives. Although many participants held positive views to diversity and inclusion training, they also recognized barriers such as the time involved, the philosophies of the training, and other attendees within the training. Participants also largely believed that they were competent in working with diverse students. They recognized challenges such as increasing retention of diverse students, reducing bias, and having challenging conversations on diversity and inclusion issues in the classroom. Participants also expressed varied views of their fellow faculty and administrators. Although some viewed their faculty peers and administrators as supportive and helpful in moving forward diversity and inclusion initiatives, others exhibited negative views toward faculty and administrators. Training recommendations for each faculty type were dependent on their unique attitudes and barriers to training. These findings suggest that faculty have significantly different needs from diversity and inclusion training and would benefit from specific training opportunities rather than broad training.
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Kiley, Aleah. "Indie Inclusion?: Analyzing Diversity in the Independent Video Game Industry." Thesis, University of Oregon, 2016. http://hdl.handle.net/1794/20539.
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Research into mainstream (AAA) video games reveals a popularized form of militarized masculine entertainment that is synonymous with violence toward other men and sexualized violence toward women. The means of successful AAA game production are limited to those who have access to sophisticated game engines, advanced programming skills, and substantial financial backing. Consequently, a robust independent “indie” game industry has emerged to promote a greater range of game creation excluded from the AAA model. Drawing on political economic, feminist, and cultural studies approaches, this study seeks to trace the emergent trends and dynamics in the indie industry and analyzes common practices, strategies, and discursive themes of the Independent Games Festival (IGF), their hosting event, GDC, and their parent company UBM. This thesis contributes to media industry studies, game studies, and critical theory and highlights how economic logics shape social relations and influences processes of cultural change.
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Roberge, Marie-Élène. "When and how does diversity increase group performance? a theoretical model followed by an experimental study /." Columbus, Ohio : Ohio State University, 2007. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1187203714.
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Panoch, Amber. "The relationship between diversity and employee retention." Online version, 2001. http://www.uwstout.edu/lib/thesis/2001/2001panocha.pdf.
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Chavez-Haroldson, Maria Teresa. "LatinX Diversity Officers in Higher Education: Capacitating Cultural Values as Champions of Equity, Diversity, and Inclusion." Antioch University / OhioLINK, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=antioch1583658860303437.
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Feldman, Joseph Allan. "Factors of workforce diversity that influence individual and organizational performance." Thesis, University of Pretoria, 2001. http://hdl.handle.net/2263/29395.
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Affirmative action to redress past discriminatory practices is being implemented on a growing scale in the world, and is creating more diversity in the workforce of organizations. With the implementation of affirmative action in organizations, dramatic changes in the composition of the workforce takes place, especially at management level. Many leaders and managers have a poor awareness of the impact of changes in workforce composition on individual and organizational performance and its management. The central issue in dealing with workforce diversity is power-sharing. A heightened awareness in managers with regard to workforce diversity means becoming open to differences between employees. It also presuppose the creation of an inclusive environment that new groups will need to be let into positions of decisionmaking and influence. Beyond opening the system, organizations will need to create strategies to help staff at all levels to overcome their resistance to this demographic transformation, and deal with one another in harmonious, co-operative ways. Racial fears and tensions have historically shaped the management style of dominant groups to the point where thoughtless prejudice and stereotypical reactions have become the norm. Reactions of workers to such a management style reflects distrust. Diversity-related performance problems can be encountered in organizations, due to the role that diversity plays in individual and organizational behaviour. Dominant groups may project prejudice and stereotyping that result in relationship and task performance problems. Negative effects like absenteeism, lack of training and so forth, give rise to inefficiency and low productivity. Thus, diversity-related problems can increase with increases in diversity (due to affirmative action and employment equity programmes), resulting in an increase in its negative effects on organizational efficiency, if diversity is not managed. The South African economy cannot afford the disregard for the management of diversity. Such disregard poses three dilemmas. The first dilemma is the reality of the consequences of Affirmative action in the context of the management of diversity. Whilst any increase in the level of task non-competitiveness cannot be afforded and accommodated (which in itself is the result of increasing diversity that is not managed), affirmative action has to be implemented. Against this background, it is obvious that South African organizations do not have the option of not understanding the dynamics of affirmative action and its role in the dynamics of workforce diversity. The second dilemma is that there exists a research-need to understand workforce diversity and its issues (diversity-related problems) in South Africa as a prerequisite for developing strategies that are more effective than legislation in dealing with employee-perceptions of equity in the workplace. The third dilemma is the issue of knowing how to manage diversity. Most research in the world to date on was done on “unmanaged diversity”. The status quo of diversity in South Africa is such that diversity related problems are intrinsic to the types of diversity discussed in this study. Diversity will increase in South Africa, which may facilitate the deterioration of the status quo. To reduce the possible negative impacts of this development, the need exists for research to address the three dilemmas discussed. The research method included firstly a literature study on the most recent appropriate perspectives on the dynamics of workforce diversity, and secondly a research design that was used to determine the diversity-related organization form factors of workforce diversity in South Africa. In chapter 2 workforce diversity was studied in the context of Behavioural science, specifically in its contribution to organizational behaviour, with emphasis on group behaviour. Shortcomings of the established Interactional Model of Cultural of Diversity (IMCD) in explaining diversity-related group behaviour is remedied to satisfy research requirements of this study. A new paradigm of workforce diversity is created by integrating research perspectives on diverse-team processes, change-models and the IMCD. The outcome of this study is tested within the context of the results of a pilot-study done in 1997 on the progress made in managing diversity in South Africa. In chapter 3 the management of workforce diversity is studied. The transformation of homogeneity through affirmative action to increased diversity, is investigated. Dimensions of workforce diversity and its role and nature in diversity processes is studied. Most relevant empirical South African research perspectives on the dimensions of diversity in South Africa are integrated with conclusions of chapters 2 and 3 in the construction of a Cultural-specific change model of workforce diversity. In chapter 4 the research design was outlined The diversity-related organization form (mono-cultural, non discriminatory or multicultural), dimensions and factors of workforce diversity is empirically determined at two levels: Firstly, organization form, dimensions, and factors of workforce diversity are identified in a descriptive study. Secondly, the factors of workforce diversity is then determined in a causal study. In chapter 5 the results were reported in terms of the dimensions and organization form that was determined, and the identified factors. The results of the determination of the factors, are presented in the context of a theoretical model of workforce diversity in South Africa, that was established in the causal study. In chapter 6 conclusions and recommendations were reported strictly on the basis of the data of the empirical study and the results. The factors that were determined, are presented as transformational (long-term leadership), and transactional (short-term management) factors. Recommendations are made on appropriate strategies and interventions to manage workforce diversity. This study has limitations that impose constraints on the scope of the study. The population sample is an unrestricted non-probability convenience sample, with size n = 614. Thus, it is very difficult to estimate precision, and interpretations of variance of the mean statistic has to be done very conservatively. The results of the analysis of covariance to be used in inferential methods is affected by the sample’s status as a convenience sample, as variances affect.Thesis (DBA (Organizational Behaviour))--University of Pretoria, 2001.
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Obiero, Lawrence O. "Workplace diversity challenges and options for organizations to meet diversity needs of women and people of color /." Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 1997. http://www.kutztown.edu/library/services/remote_access.asp.
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Thesis (M.P.A.)--Kutztown University of Pennsylvania, 1997.Source: Masters Abstracts International, Volume: 45-06, page: 2954. Abstract precedes thesis as preliminary leaves [ii-iv]. Typescript. Includes bibliographical references (leaves 78-82).
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Kamps, Jenna May. "The influence of diversity complexity and emotional intelligence on the attitude towards diversity in organisations." Thesis, Stellenbosch : Stellenbosch University, 2010. http://hdl.handle.net/10019.1/70359.
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Thesis (MComm) -- Stellenbosch University, 2010.ENGLISH ABSTRACT: The plethora of differences that characterise the South Africa population has become a definite concern for organisational management and is of significant importance to the industrial world itself. The need to critically assess people’s perception and attitude towards diversity within the organisation, and ultimately serving to inform management seeking to build an ethically diverse, healthy and productive workforce, served as a prime motivation for this study. The objective was to demonstrate that humans are complex beings and that attempts to minimise the complexity by simply containing that complexity within the bounds of a unidimensional solution are guaranteed to fail. It is for this reason that diversity management within an organisation requires the need to manage an infinite and changing variety of social variables which to varying degrees, impacts on social interaction and people’s attitude towards diversity. Having completed a literature study concerning the possible antecedents of attitude towards diversity, and taking into account various suggested future directions for diversity research, it was decided that the present study would focus on three specific variables: attitude towards diversity, emotional intelligence and diversity complexity. The primary goal was to design and conduct a scientific investigation into the relationships between the latent variables; in hope of ultimately informing management seeking to build an ethically diverse, healthy and productive workforce who value the individuality of others. Available literature was studied in order to understand and comprehend whether any relationships could be theoretically drawn between the constructs. Several hypotheses were proposed and a conceptual model, explaining the relationships between these constructs, was developed. Thereafter, both the postulated relationships and the conceptual model were empirically tested using various statistical methods. Existing measuring instruments were utilised in this study, and included the Cultural Diversity Belief Scale (Rentsch, Turban, Hissong, Jenkins & Marrs, 1995), the Genos Emotional Intelligence Inventory (Palmer, Stough & Gignac, 2008), and the Reaction- To-Diversity-Inventory (De Meuse & Hostager, 2001). The sample consisted of 237 selected individuals from various South African organisations. The content and structure of the constructs that were measured by the instruments were investigated by means of confirmatory and exploratory factor analyses. The results indicated that in all cases, the refined measurement models achieved good fit. Subsequently, Structural Equation Modeling (SEM) was used to determine the extent to which the conceptual model fitted the data obtained from the sample and to test the relationships between the constructs when taking the complete conceptual model into account. Overall, it was found that good model fit was indicated for the structural model. Regression analyses also found some support for the stated hypotheses. Eight of the ten stated hypotheses in this study were corroborated. Although several significant links were established between the latent variables, a notable unique result of this research presented itself in the significant positive relationships uncovered between the exogenous latent variable, emotional intelligence, and the endogenous latent variables of valuing individual differences and positive perceptual depth. These significant positive relationships provide empirical evidence of the significant relationships between emotions, attitudes and perceptions. Moreover, the analysis of the modification indices for the structural model, suggested that the addition of one path to the existing structural model would probably improve the fit of the model. Recommendations are made in terms of possible avenues for future research.
AFRIKAANSE OPSOMMING: Die uiteenlopende verskille, wat 'n kenmerk van die Suid-Afrika bevolking geword het, is 'n definitiewe uitdaging vir organisatoriese bestuur en is ook van groot belang vir die sakewêreld. Die behoefte om mense se persepsies en houdings teenoor die diversiteit binne die organisasie krities te evalueer, wat uiteindelik ook dien om bestuur, wat op soek is na die bou van 'n etiese, gesonde en produktiewe arbeidsmag, te help, het as die primêre motivering vir hierdie studie gedien. Die doel was om aan te toon dat die mens ‘n komplekse wese is en dat pogings om dit gering te skat deur kompleksiteit net binne die grense van 'n een-dimensionele oplossing te ontleed, gewaarborg is om te misluk. Dit is om hierdie rede dat diversiteitsbestuur binne 'n organisasie die bestuur van ‘n oneindige en veranderende verskeidenheid van sosiale veranderlikes noodsaak, wat, sosiale interaksie en mense se houdings teenoor diversiteit verskillend kan beinvloed. Na die voltooiing van 'n literatuurstudie oor die moontlike determinante antecedenten van die houding teenoor diversiteit, en met inagneming van die toekomstige rigtings vir diversiteitsnavorsing, is daar besluit dat die huidige studie op drie spesifieke veranderlikes sal fokus: houding teenoor diversiteit, emosionele intelligensie en diversiteitskompleksiteit. Die primêre doel was om ‘n wetenskaplike ondersoek te ontwerp en uit te voer rakende die verwantskappe tussen die latente veranderlikes; in die hoop om bestuur te help om ‘n gesonde en produktiewe arbeidsmag te bou wat ook die individualiteit van ander waardeer. Beskikbare literatuur is bestudeer ten einde te verstaan of enige verbande tussen die teoretiese konstrukte gevind kan word. Verskeie hipoteses is geformuleer en 'n konseptuele model, waarin die verband tussen hierdie konstrukte verduidelik word, is ontwikkel. Daarna, is die gepostuleerde verwantskappe en die konseptuele model empiries met behulp van verskeie statistiese metodes getoets. Bestaande meetinstrumente is in hierdie studie gebruik en sluit in die ‘Cultural Diversity Belief Scale,’ (Rentsch, Tulband, Hissong, Jenkins & Marrs, 1995), die ‘Genos Emotional Intelligence Inventory,’ (Palmer, Stough & Gignac, 2008), en die ‘Reaction-To-Diversity-Inventory,’ (De Meuse & Hostager, 2001). Die steekproef het bestaan uit 237 gekose individue uit verskillende Suid-Afrikaanse organisasies. Die inhoud en die struktuur van die konstrukte wat deur die instrumente gemeet is, is deur middel van bevestigende en verkennende faktorontledings ondersoek. Die resultate dui daarop dat in al die gevalle, die verfynde metingsmodelle goeie passings getoon het. Daarna is Structural Equation Modeling (SEM) gebruik om te bepaal tot watter mate die konseptuele model die data pas, en om die verwantskappe tussen die konstrukte te toets wanneer die volledige konseptuele model in ag geneem is. Algeheel is daar goeie passing vir die strukturele model gevind. Regressie-analises het ook ‘n mate van bevestiging vir die gestelde hipoteses gevind. Agt van die tien hipoteses is was in hierdie studie bevestig. Alhoewel verskeie belangrike verwantskappe tussen die latente veranderlikes gevind is, is daar 'n unieke resultaat gevind met betrekking tot die positiewe verband tussen die eksogene latente veranderlike, emosionele intelligensie, en die endogene latente veranderlikes van waardering van individuele verskille en positiewe perseptuele diepte. Hierdie positiewe verwantskappe verskaf empiriese bewyse vir die beduidende verband tussen emosies, houdings en persepsies. Verder, het die analise van die modifikasie indekse vir die strukturele model aangedui dat die byvoeging van ‘n addisionele roete waarskynlik die bestaande strukturele model se passing kan verbeter. Aanbevelings word ten slotte gemaak in terme van moontlike rigtings vir toekomstige navorsing.
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Heller, Deanna M. (Deanna Marcell). "Cultural Diversity and Team Performance: Testing for Social Loafing Effects." Thesis, University of North Texas, 1997. https://digital.library.unt.edu/ark:/67531/metadc278980/.
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The concept of social loafing is important with regard to organizational effectiveness particularly as organizations are relying on teams as a means to drive productivity. The composition of those teams is likely to reflect the current movement of racial and ethnic minorities in the work place. The primary purpose of this research was to determine the role cultural diversity plays in enhancing performance and thereby eliminating social loafing. The research study is significant because 1) it is among the first to use culturally diverse work groups while examining the social loafing phenomenon, and 2) the groups were intact project teams, rather than ad-hoc groups commonly found in social loafing experiments. It was anticipated that the members of culturally homogeneous groups would engage in social loafing when their individual efforts were "buried." However, subjects in both culturally diverse and culturally homogeneous groups resisted social loafing behaviors. Additional statistical analysis revealed that as group orientation increased, performance levels increased as well. Group orientation, then, appears to be a more powerful determinant of performance than group composition. It is expected that the time these groups had together and the performance feedback opportunities provided them, prior to the experiment, contributed significantly to these results. Future research suggestions were made that could help establish a causal relationship.