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Vink, Bazil Rainer. "The benefits and critical importance of diversity management in the National Department of Public Works." Thesis, Stellenbosch : Stellenbosch University, 2008. http://hdl.handle.net/10019.1/21984.
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Thesis (MBA)--Stellenbosch University, 2008.ENGLISH ABSTRACT: This thesis extends research on the benefits and critical importance of diversity and proper diversity management in South African government departments, and was built on the premise that this research can provide benefits in assisting this government departments to make improvements in their diversity management and to harness the benefits of diversity. Participants in the study were the employees from the National Department Public Work's Cape Town Regional Office. The study also looks at diversity management studies conducted in Australia, Malaysia and Canada. The study involves an in-depth analysis of the literature on diversity management, which resulted in an untangling of the complexity of the subject .
AFRIKAANSE OPSOMMING: Die doel van hierdie werkstuk is om die voordele en kritiese belang van die bestuur van diverse werkgroepe binne die Suid Afrikaanse staatsdepartemente te ondersoek. Nieteenstaande die moontlike slaggate, moet die voordele van 'n diverse werksgroep en die belangrikheid om sodanige personeel effektief te bestuur nie deur werkgewers onderskat word nie. Die werknemers van die Nasionale Department Publieke Werke, Kaapstad gaan deel neern in die studie. Die studie sluit in persoonlike onderhoude. Die studie ondersoek ook bevindinge oor die bestuur van diversiteit in Australia, Malaysia en Kanada, Dit sluit ook in diepte ondersoek van literuur aangaande diverse bestuur.
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Lier, Anika. "Cultural Diversity Management : - Comparison of three European countries -How does the globalization process affect SMEs regarding importance and implementation of cultural cultural diversity management?" Thesis, Mittuniversitetet, Institutionen för samhällsvetenskap, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:miun:diva-11137.
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This Bachelor thesis deals theoretically and empirically with the management tool called diversity management (DiM), with the specific focus on cultures and their differences. The connection of these two aspects results in cultural diversity management. Defining diversity, culture and DiM separately brings up a new focus on how to realize and deal with the phenomenon of cultural DiM. It represents a supporting resource in today’s management because of the constant globalization process and socio-demographical changes all over the world. The ‘status quo’ of cultural DiM is mainly based on research with big-multinational enterprises and emphasizes its future potential. Furthermore it reveals that most European countries are lagging behind in taking advantage of this resource. Whilst being aware of the fact that there are, with no doubt, best-practice studies of DiM in Europe, the general implementation and beneficial result of cultural DiM have not been realized and gained its full potential yet. This slow or even not existing development becomes more obvious in smaller and medium size enterprises (SMEs)[1], which display the majority of firms in Europe. Despite SMEs facing international changes, cultural differences, and also recognizing cultural DiM as an opportunity, the implementation is not considered as a company’s major priority aim. [1] European Commission (2006) – SME Definition
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Olivera, Jennifer Pereira Feitosa. "When do team members share? : the importance of openness to diversity and perceived ethnic similarity." Honors in the Major Thesis, University of Central Florida, 2010. http://digital.library.ucf.edu/cdm/ref/collection/ETH/id/1470.
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This item is only available in print in the UCF Libraries. If this is your Honors Thesis, you can help us make it available online for use by researchers around the world by following the instructions on the distribution consent form at http://library.ucf.edu/Systems/DigitalInitiatives/DigitalCollections/InternetDistributionConsentAgreementForm.pdf You may also contact the project coordinator, Kerri Bottorff, at kerri.bottorff@ucf.edu for more information.Bachelors
Sciences
Psychology
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Lindgren, Jessica. "Small remnant habitats : Important structures in fragmented landscapes." Doctoral thesis, Stockholms universitet, Institutionen för naturgeografi, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-148653.
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The world-wide intensification of agriculture has led to a decline in species richness due to land use change, isolation, and fragmentation of natural and semi-natural habitats in agricultural and forestry landscapes. As a consequence, there is a current landscape management focus on the importance of green infrastructure to mitigate biodiversity decline and preserve ecosystem functions e.g. pollination services and pest control. Even though intensification in agriculture has been ongoing for several hundreds of years, remnant habitats from earlier management practices may still be remaining with a surprisingly high plant richness. Preserving these habitats could help conserving plant species richness in agricultural landscapes, as well as other organisms that are dependent on plants for food and shelter. In this thesis I focus on two small remnant habitats; midfield islets and borders between managed forest and crop field in southeastern Sweden. In the past, both habitats were included in the grazing system and therefore often still have remnant population of grassland specialist species left today. I have used these two remnant habitats as model habitats to investigate the effect of landscape factors and local factors on species richness of plants, flower morphologies and plants with fleshy fruits. Additively, I analysed the effect of surrounding landscape and local openness on the functions; pollination success, biological pest control of aphids and seed predation on midfield islets. One of my studies showed that spatial distribution and size of the habitat affected plant species richness. Larger habitat size and higher connectivity between habitats increased species richness of plants in the habitats. Openness of the habitats was shown to be an important factor to increase species richness and richness of flower morphologies, both on midfield islets and in forest borders. Even though midfield islets had the highest species and morphology richness, both habitat types are needed for habitat complementary as forest borders have more plants with fleshy fruits and a higher richness of plant species that flowers in spring/early summer. It was also shown that a more complex forest border, not just with gaps in the canopy, but also with high variation in tree stem sizes increases plant species richness in the field layer. The conclusion is that by managing small remnant habitats to remain or become more semi-open and complex in their structure, would increase species richness of plants, grassland specialist species, and flower morphologies. It would also increase some ecosystem functions as seed predation and biologic pest control of aphids are more effective close to trees. If both midfield islets and forest borders would be managed to be semi-open, the area and connectivity of semi-open habitat would increase in the agricultural landscape, which may also improve pollination success as the connectivity between populations has a possibility to increase. Grassland specialist species are clearly abundant in the small remnant habitats. As the decline of semi-natural grasslands is causing a decline in grassland specialists’ species, not only plants, I recommend that small remnant habitats are included in conservation and management plans and strategies to improve habitat availability and connectivity for grassland species in agricultural landscapes.Research funder Ekoklim. Project:4339602.
At the time of the doctoral defense, the following paper was unpublished and had a status as follows: Paper 4: Manuscript.
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Falk, Mikael, and Adam Lidemar. "The Importance of Board Diversity : Measured by Tobin’s Q." Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Nationalekonomi, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-18377.
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This paper examines the relationship between firm performance, measured by Tobin’s Q, and board diversity. Board diversity is measured by age differentials, gender diversity, board size, number of board members with higher education, and number of nationali-ties included in the board. The data were collected from firms on the OMX Stockholm 30, for the years 2006-2010. Because data were collected from 5 years, a panel type re-gression is used. Furthermore the regression of this paper corrects for time specific ef-fects. This paper contributes to the field of research by investigating the Swedish market in a quantitative manner and using these specific five explanatory variables as a measure of board diversity. The result of this paper shows a clear overall relationship between board diversity and firm performance. More specifically, the education and nationality variables are not significant. The size variable is significant and negatively correlated to firm performance, while the gender and age variables show a significant and positive re-lationship to firm performance.
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Lee, Chun-shing Joseph, and 李鎮承. "The importance of project management in management contracting." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1987. http://hub.hku.hk/bib/B31262302.
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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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Jeebe, Hans-Jürgen. "Diversity Management in IT-Projekten." Doctoral thesis, Vysoká škola ekonomická v Praze, 2008. http://www.nusl.cz/ntk/nusl-76810.
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The PH.D. thesis deals with the concept of diversity management in the field of IT project management. It is based on the extensive empirical research. The findings and conclusions enable to adapt and implement concrete actions in the organizational context.
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Reim, Daphne [Verfasser]. "Diversity und Diversity Management ehrenamtlich engagierter älterer Menschen / Daphne Reim." Hamburg : Helmut-Schmidt-Universität, Bibliothek, 2020. http://d-nb.info/1204030219/34.
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Erdönmez, Mukader. "Cultural diversity management as core competence : an integrated model for managing workforce diversity /." [S.l. : s.n.], 2004. http://www.gbv.de/dms/zbw/47079576X.pdf.
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Wang, Shan. "Top Management Team Functional Diversity and Management Forecast Accuracy." Thesis, University of Oregon, 2015. http://hdl.handle.net/1794/19239.
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Prior literature documents that the diversity of top management team (TMT) functional experiences enhances firm performance through its effect on information processing and sharing between team members. In this study, I examine whether TMT functional diversity affects management forecast accuracy via the information aggregation and communication among top executives. If functional diversity among individuals allows top executives to better process and share information, a greater degree of functional diversity should lead to more accurate management forecasts. TMT functional diversity can take two forms. The first, between-member functional diversity, refers to the heterogeneity in the primary functional domains of each TMT member, and the second, within-member functional diversity, refers to the average intrapersonal breadth of functional experiences of each TMT. I find that both types are positively associated with management forecast accuracy. In cross-sectional analyses, I find that the effect of TMT functional diversity is more important for firms with greater uncertainty and complexity and for firms that are led by CEOs and CFOs who are narrow functional specialists. Collectively, the results suggest that TMT functional diversity plays an important role in management disclosure, thereby shedding light on how the knowledge composition of top management influences the aggregation and communication of financial information.
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Wolters, Janneke Marjolein. "The best practices of diversity management." Master's thesis, Vysoká škola ekonomická v Praze, 2014. http://www.nusl.cz/ntk/nusl-193438.
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This thesis describes and analyses diversity management and its best practices (with the focus on nationalities and cultures). The central question in this research is: 'what are the essential elements of diversity management to effectively manage diversity within organizations?' Via desk- and field research (interviews and questionnaires) information is obtained to answer this question and other sub questions of the thesis. Nowadays, organizations have to adapt themselves to a rapidly changing environment, both internal and external. Companies have to deal with a continuously evolving labor- and sales market, which is the result of various factors, including the changing demographic composition and globalization. Organizations cannot longer ignore diversity and should take it into account, to ensure that the company will not face any future problems related to recruiting, efficiency, innovation, growth, et cetera. Based on the conducted research, it became clear that implementing diversity management consists out of several stages, namely: 1. Establish diversity council and appoint diversity contact officer who together bear the main diversity responsibilities; 2. Previous diversity initiatives should be visualized; 3. Organizational data must be collected; 4. Diversity strategy and priority areas must be set up (inclusive organizational culture, management support and awareness & commitment); 5. Establish diversity policy (allowance of country-by-country deviations) and 6. Define diversity tools (recruitment, training, mentoring & coaching, career development, linkage diversity & performance, benefits/other factors and partnering with external bodies). During these different stages, it is important to communicate with all employees, since this will create support, awareness and commitment to diversity. After the process has been completed, it is important to monitor and evaluate the diversity vision, policy and tools. Main conclusions that can be drawn from the research are the following: 1. Diversity brings more advantages than disadvantages; 2. Management team diversity is of great importance; 3. Inclusive organizational culture is essential; 4. Diversity management must be integrated and 5. Attractiveness of diversity management should be promoted. In addition, the conducted research made clear that companies should spend more time and energy to diversity management and they should really focus on their 'ability to execute', since this will bring many advantages and will avoid future problems.
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Chola, Zolani. "Diversity management practices at Lovedale College." Thesis, Nelson Mandela Metropolitan University, 2014. http://hdl.handle.net/10948/d1021163.
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The global working environment has altered dramatically over the last decade and in particular, the workforce has begun to consist of many diverse individuals. The world has become a global marketplace, with boundaries between countries becoming increasingly vague and permeable. Advances in technology and the advent of a global economy have brought people from different countries closer together. Globalisation has precipitated many challenges in modern organisations, and one of these challenges is workforce diversity. Workforces in organisations differ in terms of gender, age, race, ethnicity and sexual orientation. Globally, countries are faced with the spiralling challenge of skills shortages and there is an expanding competition for skilled workers, specifically for those who possess scarce skills. This leads to an expatriation of skills, creating a natural increase in workforce diversity that expands beyond local ethnicity and language. This affects all organisations, including academic institutions such as universities, universities of technology and public further education and training colleges. Given this challenge organisations, educational institutions and other entities are investigating ways to better deal or serve their constituents. Lovedale PFET College is a public further education and training college that provides skills to young South Africans, specifically vocational related skills. The main research problem of this study was to identify the recommended diversity management best practices that characterise effective organisations and determine the extent to which these practices are applied at Lovedale PFET College. In order to address the problem, a theoretical study was conducted which focused on identifying the recommended diversity management best practices. In addition, interviews were conducted with managers at Lovedale College to gain an understanding of their perspective on diversity management. Based on the combined main points gleaned from theory and the interviews, a questionnaire was developed and administered to both academic and support staff at Lovedale PFET College to obtain their perceptions of the diversity practices and outcomes at the college. The results of the survey revealed that Lovedale PFET College could improve on the implementation of best practices in diversity management. Specifically, attention could be given to diversity education and training, and diversity management policies and procedures.
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Khatieb, Muhammad Zaid. "Importance and management of IT project stakeholders." Master's thesis, University of Cape Town, 2018. http://hdl.handle.net/11427/27814.
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Information technology project success rates remain low despite increased investments in information systems and their importance for contemporary organisations. Both research and practice suggest that stakeholders play a key role in ensuring the successful delivery of projects. The success or failure of a project is significantly influenced by a combination of the stakeholders' needs, and the ability and readiness of the project manager to effectively coordinate and manage these aspects. This research sought to explore and understand the importance and management of IT project stakeholders. A mixed-method approach, using thematic analysis and descriptive statistics was followed. Semi-structured interviews, along with a survey questionnaire, were conducted with a selected sample of IT project managers and IT managers, from various sectors. Results of this study indicate that the project team, technical expert, subject matter expert, and the project sponsor are considered the most important stakeholders on IT projects. Furthermore, the results indicate that supplier/vendor, customer/client and project team are considered to be the stakeholders that cause the most uncertainty and problems on IT projects. Lastly, the results of this study indicate that failure to identify one or more stakeholders on an IT project can have a potential negative impact on overall project delivery. Key themes were also identified which provide context to the results of the findings. The results of this research will prove beneficial to IT project managers as it will assist in providing insight into which stakeholders require greater focus regarding stakeholder management, thereby working toward improving IT project delivery results.
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Sanchini, Andrea [Verfasser]. "Mycobacterium avium subsp. hominissuis: The importance of genetic and metabolic diversity / Andrea Sanchini." Berlin : Freie Universität Berlin, 2017. http://d-nb.info/1138234443/34.
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Lederle, Sabine. "Die Ökonomisierung des Anderen : eine neoinstitutionalistisch inspirierte Analyse des Diversity-Management-Diskurses /." Wiesbaden : VS, Verl. für Sozialwiss, 2008. http://d-nb.info/985505125/04.
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Sandner, Dominik. "Diversity Management : Vielfalt als Ressource; betriebswirtschaftliche Begründungen /." Saarbrücken : VDM, Müller, 2006. http://deposit.d-nb.de/cgi-bin/dokserv?id=2871757&prov=M&dok_var=1&dok_ext=htm.
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Verschuyl, Jacob Pieter. "Biodiversity potential in the Pacific and Inland Northwest the relative importance of forest structure and available energy in driving species diversity /." Diss., Montana State University, 2007. http://etd.lib.montana.edu/etd/2007/verschuyl/VerschuylJ0507.pdf.
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Pavúková, Marianna. "Management diverzity nadnárodnej IT spoločnosti." Master's thesis, Vysoká škola ekonomická v Praze, 2012. http://www.nusl.cz/ntk/nusl-149922.
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This thesis deals with the theme of diversity and its management, explains its significance and importance in today's dynamic times, historical development, legislative support, its benefits and costs to a company. It further describes the concept of gender, women's position in the labor market and the presence of women in the IT business. Thesis includes an analysis of diversity policies and strategies in multinational IT company and a research on this topic among Czech employees.
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Sandner, Dominik. "Diversity Management Vielfalt als Ressource ; betriebswirtschaftliche Begründungen." Saarbrücken VDM, Müller, 2004. http://deposit.d-nb.de/cgi-bin/dokserv?id=2871757&prov=M&dok_var=1&dok_ext=htm.
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Nguyen, Ho Dac Duy. "Strategic path diversity management across internet layers." Electronic Thesis or Diss., Sorbonne université, 2018. https://accesdistant.sorbonne-universite.fr/login?url=https://theses-intra.sorbonne-universite.fr/2018SORUS104.pdf.
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Nous présentons dans cette thèse de nouveaux protocoles de routage capables de prendre en compte des aspects stratégiques lorsqu’il s’agit de choisir le chemin à emprunter et ce à l’échelle du réseau de communication Internet. Le point de vue adopté dans cette étude est que les nouvelles architectures de routage donnent aux réseaux et aux applications une plus grande diversité de chemins, ce qui leur permet de choisir plus rationnellement leur stratégie lorsqu'ils décident le chemin à suivre pour transférer leur trafic, en tenant compte des coûts opérationnels ainsi que des objectifs de performance. Nous présentons des comportements améliorés au noyau décisionnel de trois protocoles de routage, le protocole BGP (Border Gateway Protocol), le protocole LISP (Locator / Identifier Separation Protocol) et, dans une moindre mesure, le protocole MPTCP (Multipath TCP). Pour chaque cadre protocolaire, nous présentons comment les stratégies de routage peuvent être déterminées, sélectionnées et réellement exploitées par des systèmes réels, en appliquant également les concepts de la théorie des jeux non coopératifs, en évaluant l’impact des solutions de routage en termes de coûts opérationnels et de performances réseau. La thèse adopte une méthodologie expérimentale permettant de tester et d'évaluer les propositions via des simulations réalistes et la mise en œuvre et l'observation réelles de systèmes réels. La plupart des résultats sont reproductibles grâce à la publication du code sourceWe present in this thesis novel routing protocols able to take into consideration strategic aspects when deciding which path among many to take, and that at the Internet communication network scale. The standpoint adopted in this study is that novel routing architectures are exposing a higher path diversity to networks and applications so that networks and applications can be made capable to more intelligently select their strategy when selecting toward which path to forward their traffic, taking into consideration operational costs as well as performance goals. We present enhanced behaviors to the decision-making core of three routing protocols, the Border Gateway Protocol (BGP), the Locator/Identifier Separation Protocol (LISP) and, at a minor extent, the Multipath TCP (MPTCP) protocol. For each protocol framework we present how routing strategies can be computed, selected and actually operated by real systems, also applying concepts from non-cooperative game theory, evaluating the impact of the routing solutions in terms of operational costs and network performance. The thesis adopts an experimental methodology willing to experiment and evaluate proposals via realistic simulations or actual implementation and observation of real systems. Most of the results are made reproducible by open sourcing the corresponding code
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Keller, Michael. "The importance of seed source in programmes to increase species diversity in arable systems /." Zürich, 1999. http://e-collection.ethbib.ethz.ch/show?type=diss&nr=13117.
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Choy, Man-shun, and 蔡敏順. "The importance of change management in hospital accreditation." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2011. http://hub.hku.hk/bib/B46935356.
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Background: The Hong Kong Hospital Authority (HA) has adopted the Australian Council on Healthcare Standards (ACHS) scheme for their public hospital accreditation program. Continuous improvement is a vital aspect of the ACHS criteria and facilitates the movement from status quo to the desired state; therefore, change is necessary, and change management may be useful.
Objectives: To identify the current level of evidence regarding change management with respect to hospital accreditation and to identify the common change management tools that may be relevant to hospital accreditation.
Methods: The primary method was a search of MEDLINE and PubMed for articles published between January 2001 and April 2011. Grey literature was identified via a Google search. Unpublished data was retrieved from an on-going qualitative study of hospital accreditation in Hong Kong.
Results: No literature with the keywords “change management” and “hospital accreditation” were found in MEDLINE or PubMed. By adjusting these keywords to identify articles about change management in healthcare, 84 citations were identified, 18 of which were included for review. The majority of the literature described increased communication as a change management intervention. Change management framework and tools were also found in the grey literature review.
Results: No literature with the keywords “change management” and “hospital accreditation” were found in MEDLINE or PubMed. By adjusting these keywords to identify articles about change management in healthcare, 84 citations were identified, 18 of which were included for review. The majority of the literature described increased communication as a change management intervention. Change management framework and tools were also found in the grey literature review.published_or_final_version
Public Health
Master
Master of Public Health
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Yamashita, Kazuhiro. "Importance of developing multicultural diversity training program in the hotel industry in the Minneapolis area." Online version, 2004. http://www.uwstout.edu/lib/thesis/2004/2004yamashitak.pdf.
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Watrinet, Christine. "Indikatoren einer diversity-gerechten Unternehmenskultur." Karlsruhe Univ.-Verl. Karlsruhe, 2007. http://d-nb.info/987860747/04.
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Jonsson, Anneli, and Dhakshayene Holmgren. "Cultural diversity in organizations : A study on the view and management on cultural diversity." Thesis, Umeå universitet, Företagsekonomi, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-74452.
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Cultural diversity is a subject that has been getting growing attention not just internationally but also in Sweden in the 21st century. The globalization of economies and the migration has dramatically increased opportunities while also affecting organizations in a manner that it requires it to be more open and accommodative towards a heterogeneous working environment. Unfortunately many companies do not see the advantages that cultural diversity could bring and how a well managed cultural diversity could essentially achieve competitive edge in the market. Therefore there is little to be found regarding how organizations today view and manage a culturally diverse workforce, especially in a Swedish working environment. The lack of this typeof research in a Swedish context creates a possible research gap and leads to this study ininvestigating the organizations in Västerbotten and their view and management of cultural diversity. Thus the research question: How do Swedish organizations view and manage cultural diversity? In order to gain insights to this question, previous research has been investigated and some main theories have been selected. Through this it has been found that cultural diversity is a complex subject that can bring both positive and negative effects to an organization. These are in turn affecting how cultural diversity is viewed by that organization. Furthermore, this view affects how cultural diversity is managed, and the management in turn affects the result this concept brings to the company. This in turn has been represented in a theoretical model representing the relationship between these concepts. The main theory that is used throughout thenstudy and in analyzing the empirical data is Adler’s approaches to answer the research question. This study takes view of interpretivism and constructionism as its philosophical stance. This has led to the choice of conducting a qualitative research approach with mixed method that is a combination of both the deductive and inductive way of collecting data. The research is conducted through multiple case study design with semi structured interviews as the way of gaining empirical data. These interviews have been conducted on seven organizations within Västerbotten that represents different types of industries within this region. As it is shown in this study the cultural diversity is viewed in a positive way and managed to achieve synergy within the organizations in Västerbotten. The firms believe that in order to develop and gain competitive advantage, they need to accommodate cultural diversity and create an atmosphere that is open and flexible. Still most of the firms lack the holistic view as they fail to articulate diversity at the strategic level and consequently in all dimensions of the organization.In addition the study has also identified different influential factors of cultural diversity, such as the geographical location, organizational culture, cultural diversity leading to cultural diversity, customers’ diversity and managers’ perspectives affects the existence of cultural diversity within an organization. These findings have been presented in the developed analytical model in the conclusion.
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Peters, Björn A. "Managing diversity in intergovernmental organisations." Wiesbaden VS, Verl. für Sozialwiss, 2007. http://d-nb.info/985942053/04.
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Maier, Barcroft Kerstin. "Diversity management and the political economy of policing." Thesis, University of Stirling, 2014. http://hdl.handle.net/1893/21788.
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Diversity management and diversity training have been part of the standard management repertoire for several decades, and have recently received fresh impetus in the UK through the Equality Act 2010. The Police Services in England and Wales and in Scotland have further reasons to ensure the fair treatment of their own workforces and equality in their dealings with the public since the Macpherson Inquiry and the subsequent revelations relating to the Stephen Lawrence case. For the Police Service, diversity is particularly crucial as it forms a key element of public legitimacy and therefore impacts upon the very principle of ‘policing by consent’, the foundation of British policing (Jackson et al. 2012). However, diversity policies and diversity training tend to be viewed narrowly and used as a decontextualised medium to reduce racism (and other ‘isms’), seen as fulfilling their purpose regardless of the political and occupational context. This thesis, in contrast, suggests that there is a need to examine diversity management and diversity training, not only within an organisational context, but also within the broader political economy into which it is introduced and in which it is implemented. Tracing the various aspects that make up the political economy of policing, the thesis outlines social, economic, legal and political influences, as well as the occupational culture of the police and its emotional ecology. Given the longitudinal design of the research, and the profound changes that have occurred to the political economy of policing over a relatively short time, the thesis is able to examine the impact of these changes on diversity practices within the Police Service of Scotland. Longitudinal data collected at two points in time, 2008/9 and 2013 – straddling not only the introduction of the Equality Act 2010, but also the creation of a single Police Service in Scotland, amongst other changes – suggests that significant changes have occurred to diversity training and diversity professionals, as well as to the ways in which diversity is managed. Using the notion of emotional spaces, diversity training in particular reveals complex interactions in the context of the changes, exposing the tensions police officers and police staff are currently experiencing. Drawing on the analytical framework of emotional ecology, it is argued that in addition to other changes to the political economy of policing, diversity training courses reflect demands for the police to be more open, sensitive and collaborative, by challenging and ‘opening up’ the emotional ecology of the police during training. Interviews and longitudinal observational data suggest that this process has intensified greatly since the creation of Police Scotland, thereby placing competing demands on officers to consolidate the new with the conventional emotional ecology of the police.
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Süss, Stefan. "Die Institutionalisierung von Managementkonzepten Diversity-Management in Deutschland." München Mering Hampp, 2009. http://d-nb.info/99317843X/04.
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Köllen, Thomas. "Bemerkenswerte Vielfalt Homosexualität und Diversity-Management ; betriebswirtschaftliche und sozialpsychologische Aspekte der Diversity-Dimension "sexuelle Orientierung"." München Mering Hampp, 2009. http://d-nb.info/999214837/04.
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Raitl, Kerstin. "Managing Cultural Diversity Optimierung der Zusammenarbeit in multikulturellen Arbeitspartnerschaften unter Verwendung des "Diversity Optima Konzepts" /." St. Gallen, 2009. http://www.biblio.unisg.ch/org/biblio/edoc.nsf/wwwDisplayIdentifier/06608756101/$FILE/06608756101.pdf.
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Köllen, Thomas. "Bemerkenswerte Vielfalt: Homosexualität und Diversity Management : betriebswirtschaftliche und sozialpsychologische Aspekte der Diversity-Dimension 'sexuelle Orientierung' /." München ; Mering : Hampp, 2010. http://deposit.d-nb.de/cgi-bin/dokserv?id=3406760&prov=M&dokv̲ar=1&doke̲xt=htm.
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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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Kos, Lukáš. "Návrh efektivního diversity managementu ve vybrané firmě." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2014. http://www.nusl.cz/ntk/nusl-224366.
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The aim of the thesis is to propose measures for the effective application of diversity management which will lead to improvements in the working environment and to enhance the performance of the company. The first part summarizes the current knowledge about the diverse composition of employees in companies. To solve the research task will be use a number of research methods, especially the questionnaire, semi-structured interviews and document analysis.
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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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Aigare, Annija, Tsvetelina Koyumdzhieva, and Petrocelia Louise Thomas. "Diversity Management in Higher Education Institutions: Key Motivators." Thesis, Högskolan i Jönköping, Internationella Handelshögskolan, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-15555.
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Problem and Purpose – Diversity management, a subject of increasing interest over the last three decades in the business context, is even more relevant to higher education institutions, where diversity is present both in the supplier and customer side. In addition to general organisational improvements, most of the benefits arguably derived would have a direct impact on the cognitive processes such as problem-solving, creativity and learning, which are the core of the university reason for existence, being a centre for knowledge creation and transfer. However, the existing research covering diversity and its management in this particular organisational setting is very scarce. This paper aims to fill some of this gap. The purpose of this study is to identify the key motivators for ethnic diversity management in higher education institutions and the perceived benefits derived. Method – The investigation took the form of in-depth structured interviews conducted through e-mail, policy document analysis and website reviews of four selected higher education institutions. Pattern matching (Yin, 1994) was employed as the mode for data analysis. Findings – Ethnic Diversity Management was present in all units, however, it went beyond just the business case to include social justice view and other aspects. The HEIs studied were found to either manage diversity for purely ethical reasons, be motivated by a combination of moral considerations and perceived performance improvements, or completely culturally embrace diversity in the environment with less designated initiatives of diversity management, dependent on a range of variables present in each institutions related to their perceptions, goals and environment. Hence, both the social justice case and business case were concluded to be strong motivators for diversity management in the higher education context. Originality/value – The paper highlights various DM initiatives, strategies as well as observed effects, hence solidifying the arguments for recognizing and managing diversity and the link between well managed diversity and performance in various aspects, both in business and higher education context. The study is expected to make a contribution to knowledge by assisting in providing information on key motivators for DM in HEIs and is intended to be an elementary supplement for scholarly discourse in management science, and particularly DM in the HEI context.
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Nyandeni, Bonginkosi Theodore. "Diversity management for multinationals operating in South Africa." Thesis, Stellenbosch : Stellenbosch University, 2014. http://hdl.handle.net/10019.1/96208.
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Thesis (MBA)--Stellenbosch University, 2014.South Africa is regarded as a developing economy which means there is a great potential for growth in the years to come. This has attracted attention of multinationals to set up operations in South Africa so as to benefit from growth opportunities. Setting up operations for multinationals present risks and one of these risks revolves around attracting and retaining talented personnel. Multinational and local organisations rely on local talented managers to oversee operations for them to be competitive. The talent they all seek resides in different races, age groups, gender, culture, sex orientation, and religion which make the pool diverse. To effectively manage talent an organisation need to manage diversity. It therefore follows that managing diversity and managing talent is related. If talent is not managed correctly the impact is felt in the organisations. It was on this relationship that this study was formulated. The study is conducted within a multinational that operates in the energy sector and is one of the leading oil majors in the world. The study was limited to South Africa organisation of a multinational. The organisation chosen for the study is struggling to retain key personnel although having the best programs in place such as graduate programs and diversity and inclusiveness programs. The study’s objective was to investigate who (group) is likely to leave an organisation and also gain an understanding which diversity management element had an influence on personnel’s decision to leave an organisation. The findings of the study highlighted that middle management, namely males with less than 10-2 years of service and aged 49-30 years, are likely to leave the organisation. This group in the survey showed to be mostly dissatisfied. The study also revealed that the diversity element that is resulting in people leaving the organisation was that of, not feeling free to speak their mind in the organisation and also doubt about having equal chances to grow and develop in the organisation. The frustration of not being heard and not able to make changes through new ideas results in them seeking employment outside the organisation. The study further highlighted that the other element that results in people leaving the organisation is around compensation. Personnel having a view that compensation is not enough seek alternative employment to improve their income. The limitation of the study was that it took a snapshot of what is currently happening in a specific organisation. The study did not evaluate programmes already implemented and project the outcome in future. There is an opportunity of a further study looking at and predicting whether the programmes and reforms currently being implemented will yield positive results in future around diversity management.
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Martin, Vivien. "Diversity and integration in management education and development." Thesis, University of Surrey, 1998. http://epubs.surrey.ac.uk/804478/.
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Rowlands, Adrian Stanley. "Effective collaboration in construction : the importance of managing power." Thesis, University of Birmingham, 2016. http://etheses.bham.ac.uk//id/eprint/6835/.
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The search to find new ways of improving performance in the construction industry led to the introduction of collaborative working and, after fifteen years the question is has this approach delivered the expected improvements. The management of collaborative relationships is often underpinned by trust as a governance mechanism. However, owing to the practical problems of operating in the public sector combined, with the natural disposition of human behavior, the risk of opportunism and exploitation remains, requiring additional governance mechanisms to be put in place. However these mechanisms can only be realised if there is a position of strong buyer power. Therefore, the purpose of this thesis is to consider what impact buyer / supplier power has on collaboration and the consequent benefits delivered. Research has been carried out on a case study involving four projects from the Birmingham Construction Partnership using interviews and a questionnaire. It was found that levels of collaboration were not affected by marginal differences in power, but rather by agency factors and trust. However, the conclusion drawn is that the buyer must retain a strong position of power in order to ensure the buyer obtains a good apportionment of value generated by collaboration.
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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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Link-Perez, Melanie A. "Using distance-similarity relations to evaluate the importance of neutral ecological drift." Connect to this document online, 2005. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=miami1122438909.
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Sherman, Craig D. H. "The importance of fine-scale environmental heterogeneity in determing levels of genotypic diversity and local adaptation." Access electronically, 2006. http://www.library.uow.edu.au/adt-NWU/public/adt-NWU20060726.114643/index.html.
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Bhappu, Anita Diana 1969. "Diversity, teams, and technology." Diss., The University of Arizona, 1999. http://hdl.handle.net/10150/288946.
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Although it is often anticipated that demographic diversity in decision-making teams will enhance decision quality because individuals will offer unique perspectives, there is little empirical support for this hypothesis. Diverse work teams usually suffer from poor communication and are prone to conflict because individuals are so different from each other. My dissertation research tries to better understand how demographic diversity affects individuals in teams by examining the team decision-making process in depth. I study the intervening process variables of conflict and miscommunication, as well as the outcome variables of team identity and decision quality. I also examine how communication media affect individuals in these same teams. I conducted a field experiment. Subjects were assigned to conditions based on their actual roles in an organization. Using a balanced 2 x 2 design, I constructed demographically diverse and homogenous work teams along the dimensions of organizational function, racial-ethnic minority status, and sex. Teams communicated face-to-face or using computer-mediated communication technology. Results indicate that demographic diversity has both a positive and a negative effect on the ability of individuals to identify with their team and to negotiate higher quality decisions. Results also show that when teams' communication was computer mediated, individuals in these teams had weaker team identity and lower decision quality. An intervening process theory involving miscommunication and conflict is supported.
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Smith, Rachele Judith. "Effective diversity management : questionnaire and action research studies exploring theoretical and practical models for improving diversity management and its outcomes within organisations." Thesis, Kingston University, 2012. http://eprints.kingston.ac.uk/24839/.
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Within a complex global marketplace, achieving cultural diversity within organisations, and managing it effectively, is a challenge. Despite high capital expenditure on diversity management initiatives, research shows programmes have been ineffective in yielding significant positive outcomes. This raises two questions. The first is: ‘Why do organisations continue to invest in diversity management if it is not effective?’ The second is: ‘Why are diversity management practices not effective?’ Answers to both questions are sought, and improvements which can be made and sustained are explored. It is written for professionals with responsibility for diversity management. They include board members, human resource professionals, equality, diversity and inclusion practitioners, and corporate responsibility professionals. They have been charged with overseeing diversity management, and require greater knowledge and strategic savvy in order to meet their objectives. The main question of this thesis is: ‘How can diversity management effectiveness be improved within a complex global marketplace?’ Three studies critically explore the relationship between the quality of institutional management culture and the effectiveness of the diversity management practices. The first, a questionnaire study, explores the causal relationship between a variety of independent variables and their effect on diversity management. The second and third are exploratory and descriptive action research case studies, examining the effects of a democratic and participative system of institutional governance on the effectiveness of diversity management. This thesis contributes to diversity management literature by highlighting, and suggesting how to overcome institutional ethoi which run counter to the principles of equality, diversity and inclusion, thus creating barriers reducing the effectiveness of diversity management initiatives. This knowledge will enable researchers and practitioners to understand more fully institutional root causes impeding development, and how to challenge them effectively. It will also assist in developing effective diversity strategies outside of the Anglo-American context within which this HRM practice began.
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Judkins, Heather L. "Cephalopods of the Broad Caribbean : distribution, abundance, and ecological importance." [Tampa, Fla] : University of South Florida, 2009. http://purl.fcla.edu/usf/dc/et/SFE0003021.
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Tano, Stina. "Seaweed in the tropical seascape : Importance, problems and potential." Doctoral thesis, Stockholms universitet, Institutionen för ekologi, miljö och botanik, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-129256.
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The increasing demand for seaweed extracts has led to the introduction of non-native seaweeds for farming purposes in many tropical regions. Such intentional introductions can lead to spread of non-native seaweeds from farming areas, which can become established in and alter the dynamics of the recipient ecosystems. While tropical seaweeds are of great interest for aquaculture, and have received much attention as pests in the coral reef literature, little is known about the problems and potential of natural populations, or the role of natural seaweed beds in the tropical seascape. This thesis aims to investigate the spread of non-native genetic strains of the tropical macroalga Eucheuma denticulatum, which have been intentionally introduced for seaweed farming purposes in East Africa, and to evaluate the state of the genetically distinct but morphologically similar native populations. Additionally it aims to investigate the ecological role of seaweed beds in terms of the habitat utilization by fish and mobile invertebrate epifauna. The thesis also aims to evaluate the potential of native populations of eucheumoid seaweeds in regard to seaweed farming. The initial results showed that non-native E. denticulatum is the dominating form of wild eucheumoid, not only in areas in close proximity to seaweed farms, but also in areas where farming has never occurred, while native eucheumoids are now scarce (Paper I). The low frequency of native E. denticulatum in seaweed beds, coupled with a low occurrence of reproductive structures, indicates that the effective population size may be low, which in turn may be a threat under changing environmental conditions. These results, combined with indications that seaweeds may be declining in East Africa, illustrates the need for attaining a better understanding of the ecological role of tropical seaweed habitats. The studies on the faunal communities of seaweed beds showed that they are species rich habitats, with high abundances of juvenile fish and mobile epifauna (Paper II and III), strongly indicating that these habitats should be considered for future seascape studies and management actions. Productivity in East African seaweed farming is decreasing, and as the current cultivation is based on a single non-indigenous haplotype, a more diverse genetic base has been suggested as a means to achieve a more productive and sustainable seaweed farming. Although our results show that East African E. denticulatum has a lower growth rate than the currently used cultivar (Paper IV), the several native haplotypes that are present in wild populations illustrates that, though a demanding endeavour, there is potential for strain selection within native populations.At the time of the doctoral defense, the following papers were unpublished and had a status as follows: Paper 2: Manuscript. Paper 3: Manuscript. Paper 4: Manuscript.
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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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Vican, Shawna Bowden. "Defining Diversity: Professionals and Institutionalization Processes." Thesis, Harvard University, 2015. http://nrs.harvard.edu/urn-3:HUL.InstRepos:14226058.
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This dissertation is a qualitative study of the field of corporative diversity management, based on in-depth interviews with diversity managers and human resource managers at 87 firms across the United States. My work considers both the formal policies and practices that constitute the building blocks of an organization’s diversity management strategy, but also the cognitive elements of the institution, or how diversity management is defined, theorized and legitimated by actors within firms. Throughout the dissertation I focus on acts of institutional maintenance, arguing that behind the seeming stability of the institution of diversity management, diversity and HR professionals within organizations are engaged in constant acts of institutional maintenance. These acts of institutional maintenance have several consequences. First, acts to strengthen and maintain institutions can in fact lead to incremental, bottom-up institutional change, blurring the theoretical distinction between acts of institutional creation and maintenance. Second, acts of institutional maintenance can also lead to unintended consequences. Thus not all acts of institutional maintenance succeed in strengthening the institution. Finally, acts of institutional maintenance can buffer institutions from the tendency to be ceremonially adopted but decoupled from daily organizational activity. My dissertation also sheds light on the challenges of sustained organizational change, as I identify several strategies used by relatively low-power diversity managers to successfully overcome barriers to practice implementation.
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Watrinet, Christine [Verfasser]. "Indikatoren einer diversity-gerechten Unternehmenskultur / von Christine Watrinet." Karlsruhe : Univ.-Verl. Karlsruhe, 2008. http://d-nb.info/987876937/34.
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Ip, Pui-lam Stephen, and 葉沛林. "The strategic role of airline revenue management systems and the importance of change management." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1997. http://hub.hku.hk/bib/B31267968.
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