Journal articles: 'Importance of diversity management'

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Elkhwesky, Zakaria, Islam Elbayoumi Salem, and Mona Barakat. "Diversity management in hotels." Journal of Hospitality and Tourism Insights 2, no. 2 (June 3, 2019): 166–85. http://dx.doi.org/10.1108/jhti-09-2018-0058.

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Purpose The purpose of this paper is to investigate the importance of ethnic, gender and religious diversity management practices (DMPs) and the level of implementation from perspectives of five-star hotels in Egypt. Besides, it also examines the moderating role of empowerment and capability development (CD) between the importance and the implementation of gender and religious management practices. Design/methodology/approach The questionnaires were distributed personally to entry-level F&B employees, F&B managers, working in F&B departments, and HR managers in all accepted five-star hotels in their workplaces, during July and August 2017. Only 400 returned back, with a response rate of 35 percent and were considered usable for data analysis. Findings The results clarified that there was a significant moderate positive correlation between the importance and the implementation of gender and religious management practices (MPs). Nonetheless, the correlation proved to be significant, weak and positive between the importance and the implementation of ethnic MPs. The relationship between the importance and the implementation of ethnic, gender and religious MPs was not moderated by empowerment. Research limitations/implications Although questionnaires have been collected from diverse F&B outlets, comparisons among outlets were not conducted. This study concentrated on the F&B departments only; hence, future researchers can make comparisons among different departments. Practical implications This study implies that HR managers should recruit employees from diverse ethnicities, gender, ages, disabilities and religions to help five-star hotels achieve success in marketplaces. Recruiting diverse employees should be a basic part of the organizational culture of hotels, specifically F&B departments. Social implications Social activities organized in hotels, such as a tennis table, football and billiards tournaments, are included. Hotels can provide employees with special meals during fasting and they can also allow Christian employees to leave the hotel from 7 to 10 a.m. to attend the mass in church each Sunday. Originality/value Although DM is necessary for the hospitality industry, there is a lack of studies focusing on investigating the importance−implementation of DMPs and analyzing the moderating role of empowerment and CD in this industry, specifically in Egypt. This study provided weighty contributions to the management of diversity in the Egyptian hotel sector and formed one of the first empirical studies.

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Cooper, Christopher A., and John D. Gerlach. "Diversity Management in Action: Chief Diversity Officer Adoption in America’s Cities." State and Local Government Review 51, no. 2 (June 2019): 113–21. http://dx.doi.org/10.1177/0160323x19879735.

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One of the primary ways cities signal the importance of diversity is to hire a chief diversity officer (CDO). Despite the importance of this position, we know remarkably little about the prevalence and predictors of CDO adoption in local governments. Using original data from the 250 largest cities in the United States, this article demonstrates that about one in four cities has hired a CDO. Further, the decision to hire a CDO is driven more by constituent demand than by city structure or resources. The article concludes by discussing the future of diversity management in America’s cities.

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James, Dwayne T. "Importance of Diversity in a Successful Firm." Leadership and Management in Engineering 8, no. 1 (January 2008): 16–18. http://dx.doi.org/10.1061/(asce)1532-6748(2008)8:1(16).

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Sukalova, Viera, and Pavel Ceniga. "Diversity Management in Sustainable Human Resources Management." SHS Web of Conferences 74 (2020): 01033. http://dx.doi.org/10.1051/shsconf/20207401033.

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Today, globalization is becoming more and more widespread and important in almost all areas in the social, economic and political spheres. In most cases, it is globalization that brings diversity to everyday life. This diversity is gradually penetrating into other spheres, which is why business managers are increasingly confronted with a diverse workforce; employees of different origins, race, gender, or age. The policy of diversity management contributes to the strengthening of social responsibility of the company and is also an element of the competitiveness. Our research was aimed to enhance understanding of diversity management importance in nowadays organization, to explain various aspects of management diversity, it´s legislative framework. Another objective was to examine perception of the issue of management diversity by the middle managers of various organisations in Slovakia. To achieve these goals we used methods of literature review, desk review; primary data were collected by questionnaire and interview. Finding show the relation between demographic development and diversity management in companies; in examining the perception of the issue of diversity management, we found the understanding of diversity management as synonymous with anti-discrimination measures. Our research led also to recommendations for implementation of management diversity for human resource management sustainability.

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Braendle, Udo, and Markus Stiglbauer. "Cultural diversity in German boards." Problems and Perspectives in Management 15, no. 3 (October 27, 2017): 179–82. http://dx.doi.org/10.21511/ppm.15(3-1).2017.01.

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The rise of MNCs, the expansion of the EU and several M&amp;As have exposed German boards to a variety of cultures. But does diversity in the boardrooms improve performance? Based on an empirical study on German publicly listed companies, this unique research into cultural diversity answers the question if the level of cultural variety and cultural distance on boards of directors have an influence on firm performance in Germany. The results, which show a negative, linear influence of both cultural variety and cultural distance on operating performance measures, show empirical support for the importance of contextual factors in the relationship between diversity and performance. The authors ask for careful consideration before implementing regulations on board diversity.

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Vraňaková, Natália, Zdenka Gyurák Babeľová, and Andrea Chlpeková. "Sustainable Human Resource Management and Generational Diversity: The Importance of the Age Management Pillars." Sustainability 13, no. 15 (July 29, 2021): 8496. http://dx.doi.org/10.3390/su13158496.

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The issue of population aging is currently highly topical. In the context of population aging, age management comes to the fore. It addresses the management of human resources with regard to the age and potential of employees. The main aim of the article is to present the results of research focused on the importance of age management pillars from the perspective of employees from different generational groups in industrial enterprises in Slovakia. Based on established research questions and the research hypothesis, we can state that the perceived importance of age management pillars differs depending on the affiliation to the generational group. The research hypothesis was confirmed, and we conclude that there is a dependence between generational groups of employees from industrial enterprises in Slovakia and the importance of the age management pillars (the number of designations in a pairwise comparison). As a data collection tool, a research questionnaire was created. Collected data were evaluated based on a pairwise comparison of the perceived importance of age management pillars for employees. The research sample consisted of N = 384 respondents (employees of large industrial enterprises in Slovakia). When considering the research results, the use allows approaching the management of different generations of employees directly within the framework of sustainable human resource management. The research problem is also supported by resources and theoretical background.

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Madera, Juan M., Mary Dawson, and Jack A. Neal. "Managers’ psychological diversity climate and fairness: The utility and importance of diversity management in the hospitality industry." Journal of Human Resources in Hospitality & Tourism 16, no. 3 (January 20, 2017): 288–307. http://dx.doi.org/10.1080/15332845.2017.1253442.

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Bumpus, Minnette A., and George Munchus. "Values in the workplace: Diversity in meaning and importance." International Journal of Value-Based Management 9, no. 2 (1996): 169–94. http://dx.doi.org/10.1007/bf00440153.

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Thomson, Stanley Bruce, William X. Wei, and Phillip Swallow. "Equality and harmony: diversity management in China." Chinese Management Studies 13, no. 1 (April 1, 2019): 113–27. http://dx.doi.org/10.1108/cms-10-2017-0290.

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Purpose Considering the importance of China as a global economic power and the emphasis placed on human resources in a knowledge economy, the findings of no less than 30 articles on diversity management in that country seem inadequate given the growing importance of diversity in the workplace. Analysis of those articles reveals that most of the research focuses on firms located on the eastern coast. Moreover, while cataloging the types of industry and ownership covered provides a broad overview, specific industries and ownership types require further examination. Methodology Searches were conducted in both English and Chinese databases using the keyword search phrase of “diversity management and China”. The criteria for including an article were as follows: 1) an emphasis on diversity management within the business environment; 2) a focus on applications of diversity management within the People’s Republic of China, thus excluding Taiwan; and 3) a research-based or conceptual orientation. The search was further limited by using the “abstract” as a limiter under the assumption that if the concepts were important, the author(s) would have used that terminology in the abstract. Findings Gender emerged as a major concern along with residential status; racial and ethnic differences, on the other hand, cultural and/or other influences on diversity management received limited attention. Both qualitative and quantitative research methods were used by the various authors, but exploratory methods such as grounded theory saw minimal use. With the little research done on diversity management in China, it is difficult to assess whether or Chinese firms are fully using its available workforce. China must embrace diversity management practices with a view to achieving competitive advantages as well as equality and harmony in the workplace. Originality/value This is one of the first published reviews of articles from both Chinese and English databases that delves into the issue of diversity management in China.

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Madera, Juan M. "What’s in It for Me? Perspective Taking as an Intervention for Improving Attitudes Toward Diversity Management." Cornell Hospitality Quarterly 59, no. 2 (September 6, 2017): 100–111. http://dx.doi.org/10.1177/1938965517730319.

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Hospitality organizations are increasingly investing in diversity management to address the reality of a diverse hospitality workforce. The effectiveness of diversity management highly depends on employee supportive attitudes; however, extant research shows that not all employees have positive attitudes toward diversity management. Using experimental methods, the current study examines situational perspective taking of discrimination—imagining being the target of workplace discrimination—as an intervention to influence the perceived utility and importance of diversity management using frontline hotel managers (Study 1) and hospitality students seeking careers in hospitality (Study 2) with two different methods of collecting data. Both studies showed that situational perspective taking of discrimination increases the perceived utility and importance of diversity management. Mediation analyses showed that it is through inducing negative affect that situational perspective taking leads to more positive attitudes toward diversity management. The results provide insight for hospitality organizations that use corporate websites and other recruitment activities to promote support for diversity management. Specifically, organizations should prime egocentric biases by emphasizing that diversity management protects all employees, regardless of different demographic characteristics, from workplace discrimination.

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Ali, Muhammad, and Alison M. Konrad. "Antecedents and consequences of diversity and equality management systems: The importance of gender diversity in the TMT and lower to middle management." European Management Journal 35, no. 4 (August 2017): 440–53. http://dx.doi.org/10.1016/j.emj.2017.02.002.

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Sakyi, Kwesi Atta, Geoffrey K. Mweshi, David Musona, and Esnart Mwaba Tayali. "Synoptic Review of Theory and Practice of Diversity Management." International Journal of Human Resource Studies 11, no. 1 (February 2, 2021): 204. http://dx.doi.org/10.5296/ijhrs.v11i1.18269.

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Diversity is a topic which has gained much momentum and currency in modern academic discourse partially because of globalisation and also partially because of the increased use of information technology in global transactions. The complex operations of multinational corporations across the globe require prudent and efficient management of employees from different backgrounds. Management of diversity means many things to many people. In this article, the authors delineate the importance, pros and cons of diversity management for firms, and also they deploy the analysis of some case study videos to bring to the fore the growing importance of the phenomenon of diversity. The authors used secondary data and qualitative analysis in their discourse. The authors reviewed literature from diverse sources to give a theoretical foundation to the article and at the same time they approached the topic in a multi-faceted manner to whet the appetite of both theoreticians and practitioners. The philosophical underpinning of their approach was based on Grounded Theory as it could be seen in the video case study narratives and in their own interpretative narrative of the subject.

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Bacouel-Jentjens, Sabine, and Inju Yang. "Do we see the same? Discrepant perception of diversity and diversity management within a company." Employee Relations: The International Journal 41, no. 3 (April 1, 2019): 389–404. http://dx.doi.org/10.1108/er-12-2017-0286.

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Purpose The purpose of this paper is to paper investigates whether different perceptions exist with regard to diversity management within an organisation. Additionally, if such differences exist, what contextual factors influence these perceptions? Design/methodology/approach The approach of this study is based on inductive and interpretative case research, which aims to compare diverse perceptions in two different organisational units of a company. For this purpose, 30 semi-structured interviews were conducted. Findings The findings in this paper highlight the importance of contexts in the study of diversity management. That is, contexts such as workforce composition and power (e.g. organisational status) in an organisation as well as the social environment’s impact on social identity processes, which results in discrepant focusses on and recognition of diversity management within the same organisation. Research limitations/implications This study contributes to research on a more nuanced approach to diversity by proposing an importance of contexts for the process of social identity and further perceptual discrepancy. Practical implications Qualitative research on and findings about perceptual discrepancy help to close the gap between the practice and rhetoric of diversity management. Originality/value Departing from extant empirical research on diversity at the workplace, which relies predominantly on quantitative methods, a qualitative design of this study allows a refinement of previous findings. Also, this paper provides deeper insight into the sense-making process, resulting in different diversity perceptions by different employees according to their work and social environments or contexts.

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Milner, B. "Management of Intellectual Resources." Voprosy Ekonomiki, no. 7 (July 20, 2008): 129–40. http://dx.doi.org/10.32609/0042-8736-2008-7-129-140.

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The article considers notion, diversity and sources of knowledge, the new role of intangible assets in organization as competitive advantage, the importance of intellectual resources. The main attention is paid to knowledge management functions and structures, new forms of organizations which create, spread and use intellectual resources.

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McCullough, Dale R. "Importance of population data in forest management planning." Forestry Chronicle 70, no. 5 (October 1, 1994): 533–37. http://dx.doi.org/10.5558/tfc70533-5.

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Recent shifts in emphasis to preservation of biological diversity and establishment of large nature reserves have resulted in downgrading of the perceived importance of data at the population level. These shifts in emphasis, while laudable, should not result in loss of focus on the fundamental importance of population information. Suitable habitat, although a prime necessity, is not sufficient for wildlife preservation. Species may not occupy otherwise suitable habitat because of internal (predation, interspecific competition, disease) or external (adverse climate, exploitation, disturbance, impact of exotic species, pollution and toxicants) factors. Historical impacts may persist for many years, and may require active restoration. Forest management plans must consider population data on a metapopulation scale. Data for common species can be at the reconnaissance level whereas for threatened or sensitive species they need to be more detailed. To evaluate sustainability, population data must be integrated with forest stand data in projection models to predict habitat-population mosaics at various times in the future. These models must be developed and improved over time in an adaptive management approach.

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Lynch, Derek H. "Nutrient Cycling and Soil Health in Organic Cropping Systems - Importance of Management Strategies and Soil Resilience." Sustainable Agriculture Research 4, no. 3 (June 19, 2015): 80. http://dx.doi.org/10.5539/sar.v4n3p80.

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<p>Organic field crop systems are characterized by complex rotations with high spatial and temporal vegetative diversity, an enhanced use of legumes, and reduced external nutrient (nitrogen (N) and phosphorus (P)) use. At the same time, a core premise of certified organic agriculture is that this farming system provides benefits to soil health via enhanced microbial diversity. The following short review, drawing primarily upon selected studies from North America, examines the impact of farming systems, and various management strategies within these, on soil organic matter, N and P dynamics, and soil microbial and macrofaunal abundance and diversity. Organic cropping systems are shown to provide benefits with respect to reduced farm N and P surpluses, in combination with maintenance of soil organic matter and improved soil health. However, soil health benefits appear consistently achieved only for larger soil organisms partly due to the resilience of the soil microbial community. Recent research examining soil P dynamics and P uptake in relation to legume biological N<sub>2</sub> fixation and bacterial and mycorrhizal community diversity provide evidence of the resilience of the soil microbial community with respect to functionality, if not diversity of microbial community composition. These latter results may challenge organic agriculture core premises of consistent benefits to soil health via enhanced microbial diversity, but in its place may lead to an improved understanding of how specific cropping practices and production system intensity overall, rather than farming system per se, influences both nutrient cycling and soil ecosystem functioning.</p>

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Willis, K. J., and S. A. Bhagwat. "Questions of importance to the conservation of biological diversity: answers from the past." Climate of the Past 6, no. 6 (November 18, 2010): 759–69. http://dx.doi.org/10.5194/cp-6-759-2010.

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Abstract. Paleoecological records are replete with examples of biotic responses to past climate change and human impact, but how can we use these records in the conservation of current and future biodiversity? A recently published list of (One Hundred Questions of Importance to the Conservation of Global Biological Diversity) (Sutherland et al., 2009) highlights a number of key research questions that need a temporal perspective. Many of these questions are related to the determination of ecological processes in order to assess ecosystem function and services, climate change-integrated conservation strategies, and ecosystem management and restoration. However, it is noticeable that not a single contributor to this list was from the paleo-research community and that extremely few paleo-records are ever used in the development of terrestrial conservation management plans. This lack of dialogue between conservationists and the paleo-community is partially driven by a perception that the data provided by paleoecological records are purely descriptive and not of relevance to the day-to-day management and conservation of biological diversity. This paper illustrates, through a series of case-studies, how long-term ecological records (>50 years) can provide a test of predictions and assumptions of ecological processes that are directly relevant to management strategies necessary to retain biological diversity in a changing climate. This discussion paper includes information on diversity baselines, thresholds, resilience, and restoration of ecological processes.

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Quinton, Jessica M., Johan Östberg, and Peter N. Duinker. "The Importance of Multi-Scale Temporal and Spatial Management for Cemetery Trees in Malmö, Sweden." Forests 11, no. 1 (January 9, 2020): 78. http://dx.doi.org/10.3390/f11010078.

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Research Highlights: A large body of research highlighted the important contributions that urban forests make to cities and their inhabitants. However, our urban forests face threats from issues such as rapid urbanization, climate change, and the spread of pests and diseases. As such, proactive and effective management is necessary to ensure their long-term sustainability. Given the multiple spatial and temporal scales on which threats can arise, effective management needs to account for these scales and adjust accordingly. The degree to which this currently happens is unclear. Background and Objectives: The aim of this study was to determine the role of multi-scale management in urban forestry, using cemeteries in Malmö, Sweden as a case study. Cemeteries can provide extensive tree canopy but are not readily considered in urban forest management. We sought to determine (1) the threats to the current cemetery tree populations, (2) the extent of multi-scale cemetery tree management, (3) whether tree management plans promote multi-scale management, and (4) how cemetery tree management can be improved. Materials and Methods: Malmö cemetery tree inventories were analyzed with respect to size class and species diversity. Existing cemetery tree management plans were examined to determine the spatial and temporal scales of their recommendations. Interviews were conducted with cemetery managers to determine management priorities and actions. Results: We found that cemetery tree populations in Malmö suffer from a lack of age class and species diversity. Management tends to occur on short time scales and efforts focus mainly on addressing individual trees, although some consideration is given to large-scale species diversification. The management plans previously created for these cemetery trees make recommendations for age class and species diversification but are yet to be used extensively by cemetery managers. Conclusions: The long-term stability of Malmö’s cemetery tree populations is threatened by a lack of species and age diversity. Current management efforts emphasize addressing small-scale issues. Although there is a desire to improve species diversity, this can cause conflict with existing cultural values.

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Arai, Marguerite, Maryanne Wanca-Thibault, and Pamela Shockley-Zalabak. "Communication Theory and Training Approaches for Multiculturally Diverse Organizations: Have Academics and Practitioners Missed the Connection?" Public Personnel Management 30, no. 4 (December 2001): 445–55. http://dx.doi.org/10.1177/009102600103000402.

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While a number of articles have looked at the importance of multicultural training in the workplace over the past 30 years, there is little concrete agreement that documents the common fundamental elements of a “successful” diversity initiative. A review of the training literature suggests the importance of human communication theory and practice without including important research, methodologies, and practice from the communication discipline. This article examines formal diversity approaches, provides examples from the literature of several successful diversity initiatives in larger organizations, identifies the limited use of communication-based approaches in diversity training, and discusses the importance of integrating communication theory and practice in future training efforts.

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Willis, K. J., and S. A. Bhagwat. "Questions of importance to the conservation of global biological diversity: answers from the past." Climate of the Past Discussions 6, no. 3 (June 10, 2010): 1139–62. http://dx.doi.org/10.5194/cpd-6-1139-2010.

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Abstract. Paleoecological records are replete with examples of biotic responses to past climate change and human impact but how can we use these records in the conservation of current and future biodiversity? A recently published list of One Hundred Questions of Importance to the Conservation of Global Biological Diversity (Sutherland et al., 2009) highlights a number of key research questions that need a temporal perspective. Many of these questions are related to the determination of ecological processes in order to assess ecosystem function and services, climate change-integrated conservation strategies, and ecosystem management and restoration. However, it is noticeable that not a single contributor to this list was from the paleo-research community and that extremely few paleo-records are ever used in the development of terrestrial conservation management plans. This lack of dialogue between conservationists and the paleo-community is partially driven by a perception that the data provided by paleoecological records are purely descriptive and not of relevance to the day-to-day management and conservation of biological diversity. This paper illustrates, through a series of case-studies, how long-term ecological records (>50 years) can provide a test of predictions and assumptions of ecological processes that are directly relevant to management strategies necessary in order to retain biological diversity in a changing climate. This includes information on diversity baselines, thresholds, resilience, and restoration of ecological processes.

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ANDRIANI, PIERPAOLO. "DIVERSITY, KNOWLEDGE AND COMPLEXITY THEORY: SOME INTRODUCTORY ISSUES." International Journal of Innovation Management 05, no. 02 (June 2001): 257–74. http://dx.doi.org/10.1142/s1363919601000336.

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This paper will discuss some introductory issues related to the role and importance of microdiversity of agents in the context of business networks. Traditional views emphasise the importance of connectivity in the making of industrial clusters, but neglect the crucial role of microdiversity. Microdiversity is important to achieve adaptive behaviour in the presence of environmental uncertainty. Diversity acts as a reservoir of potential strategies against unpredictable environments. Secondly, the formation of business networks is explained in terms of mechanisms generating diversity. Networks emerge as the organisational form in which the diversity of agents can self-organise. This paper suggests that the issue of diversity can be used to discriminate between the model of organisation based on rational allocation of resources — the firm — and the model of organisation based on emergence and self-organisation — the network. The paper concludes that the former is a diversity-reducing mechanism, whereas the latter is a diversity-enhancing mechanism

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Gilmartin, Molly, Niamh Woods, Shruti Patel, and Zoe Brummell. "Diversity in NHS clinical leadership: Is better talent management the route to gender balance?" BMJ Leader 4, no. 2 (April 22, 2020): 45–47. http://dx.doi.org/10.1136/leader-2019-000168.

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MethodologyThrough interviews with seven senior female clinical leaders, insights were gained regarding the importance of and need for gender diversity in leadership. These interviews looked at the skills, access and opportunities required to ensure that gender diversity exists and is successful in senior clinical leadership positions.ConclusionGender diversity in leadership can be enhanced through the combination of several measures; Increased mentorship, talent management, training and network opportunities, improvements to advertising, interview panel diversity and succession planning.

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Sterner, Thomas. "Unobserved diversity, depletion and irreversibility The importance of subpopulations for management of cod stocks." Ecological Economics 61, no. 2-3 (March 2007): 566–74. http://dx.doi.org/10.1016/j.ecolecon.2006.05.015.

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Gruszczyńska‑Malec, Grażyna, and Łucja Waligóra. "Paradoxes of Exploitation and Exploration in Diversity Management in Organisation." Kwartalnik Ekonomistów i Menedżerów 45, no. 3 (July 19, 2017): 23–36. http://dx.doi.org/10.5604/01.3001.0010.6275.

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In the article the author indicates the importance of the paradoxes of exploration and exploitation in the process of managing diversity. Attention was paid to the selected determinants of organisational management based on diversity, affecting the strengthening of the implementation of actions aimed at innovation and/or productivity. The aim of this publication is to identify these characteristics in the area of age, gender and culturality of employees that increase the effectiveness of exploration and exploitation in contemporary organisations.

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Mala, M., M. M. I. Mollah, and M. Baishnab. "Importance of intercropping for biodiversity conservation." Journal of Science Technology and Environment Informatics 10, no. 2 (2020): 709–16. http://dx.doi.org/10.18801/jstei.100220.71.

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Traditional there are two strategies to handle pest problems in crop production, either dependence on non-chemical agricultural practices (such as cultural, mechanical, biological practices etc.) or reliance on existing natural pest control mechanisms. Intercropping is a cultural non-chemical agricultural practice where two or more crops are grown on the same field in a year with different cropping patterns. In this multiple cropping system, biodiversity and pest suppression are increased. Biodiversity can restore the natural elements of agro ecosystem because almost all favorable elements of natural enemies are available in diversified agro ecosystem. Energy intensive modern technology in agriculture is one of the vital causes for loss of biodiversity. In intercropping system biological pest control method can be ensured with higher level of crop diversity instead of energy intensive agriculture. Intercropping provides different benefits on pest management with two available hypotheses or mechanism. One of the hypotheses is the ‘resource concentration hypothesis’ and another is the ‘natural enemies hypothesis’. Intercropping, directly and indirectly, influences to increase biodiversity which results in reduction of pest densities in crop fields. As a result, less expense for use of pesticide is required and finally higher yield also add some financial benefits. Intercropping system utilizes inherent ability of plant to protect pests. Therefore further knowledge about genotypic crop diversity, diversity of natural enemies, chemically-mediated mechanisms of Volatile Organic Compounds (VOCs) will be effective for further improvement of intercropping system for greater benefits.

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Miller, Cara, Aisake Batibasaga, Prerna Chand, Sirilo Dulunaqio, Margaret Fox, Stacy Jupiter, Waisea Naisilisili, Yashika Nand, Saras Sharma-Gounder, and Brian Smith. "Cetacean diversity, common occurrence and community importance in Fijian waters." Pacific Conservation Biology 22, no. 3 (2016): 272. http://dx.doi.org/10.1071/pc14933.

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Fiji has demonstrated a strong commitment to cetacean conservation via national, regional and international plans and agreements. To provide baseline information in support of these efforts, this paper provides an updated listing of cetacean species found in Fijian waters and identifies locations where cetaceans have been noted on a consistent basis. Information for this review was sourced from peer-reviewed publications, field reports, historical whaling records, national consultations, anecdotal and opportunistic sources, as well as a national database held by the Fiji Government’s Department of Fisheries. Reliable and recent records were confirmed for 10 cetacean species in Fijian waters. In addition, less reliable records and regional species’ information provides support for the occurrence of at least 14 additional species or groups of similar-looking species that could not be identified more specifically. Thirteen hotspot areas within the Fiji Economic Exclusive Zone were preliminarily identified as being particularly important for cetaceans, including numerous sites within the Vatu-i-Ra and Lomaiviti passages and surrounding waters. Issues with the available data include uneven coverage, inherent biases within available sources, and difficulties with species identification and verification in some cases. Nevertheless, it is hoped that this review will provide a reference point from which to move forward with cetacean management and conservation efforts in Fiji.

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Gonçalves, P. A. S. "The importance of plant diversity in the ecological management of insects in agroecosystems: a review." Scientific Electronic Archives 13, no. 6 (May 29, 2020): 88. http://dx.doi.org/10.36560/1362020981.

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The objective of this study is to evaluate the importance of plant diversity in insect management in agroecosystems.The conventional management of agroecosystems is based on monoculture, with exploitation of plant genotypes susceptible to pests and diseases, with intense use of agrochemicals and soil mechanization. The impact on agroecosystem biodiversity by intensifying agronomic practices results in losses of important ecological functions: decomposition, nutrient cycling, predation and parasitism. The potential of plant diversity in the sustainability of agroecosystems is recommended through practices such as intercropping, agroforestry systems, management of cover crops, spontaneous herbs and the use of plants attractive to natural enemies and as pest traps. Farm planning should take into account some level of plant diversification to avoid pest insect outbreaks. Thus, it will be possible to reduce pesticides in conventional system, and reduce the number of interventions with alternative substances in farm in agroecological systems.

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Hennekam, Sophie, Sabine Bacouel-Jentjens, and Inju Yang. "Ethnic diversity management in France: a multilevel perspective." International Journal of Manpower 40, no. 1 (April 1, 2019): 120–34. http://dx.doi.org/10.1108/ijm-10-2017-0272.

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Purpose The purpose of this paper is to present a case study of the multilevel factors that influence the way in which an organization approaches ethnic diversity management in France. Syed and Özbilgin’s (2009) relational framework was adopted to understand and contextualize ethnic diversity management in a car manufacturing company in France. Design/methodology/approach In total, 37 semi-structured in-depth interviews with employees of different hierarchical levels in a French organization have been conducted and analyzed using the Gioia method. Findings The findings show that the lack of clear laws and the universal citizenship model on macro-level coupled with the gendered industry and superficial engagement with ethnic diversity on meso-level overlooks the difficult situation of ethnic minorities in the workplace, especially women. However, the findings also stress that it is on individual level that resilience and agency can be expressed, which means that despite the perceived barriers on societal and organizational level, ethnic minorities are motivated to improve the way they are treated in organizations. Originality/value Ethnic minorities are an understudied dimension of diversity management in organizations. The findings underscore the importance of the intersection of ethnicity and gender as this affects the career development possibilities and daily work experience of ethnic minority women.

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Mehng, Si Ahn, Sang Hyeon Sung, and Lisa M. Leslie. "Does diversity management matter in a traditionally homogeneous culture?" Equality, Diversity and Inclusion: An International Journal 38, no. 7 (September 16, 2019): 743–62. http://dx.doi.org/10.1108/edi-10-2017-0227.

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Purpose The purpose of this paper is to investigate diversity management in an under-researched country by merging theoretical insights developed in the Western literature with cultural aspects of a traditionally homogeneous country, South Korea. Design/methodology/approach This study integrates theory and research on why diversity can have either a positive (i.e. the information/decision-making paradigm) or a negative (i.e. the social categorization paradigm) effect on performance with different diversity perspectives (i.e. integration-and-learning, access-and-legitimacy, and discrimination-and-fairness). This study develops a model of when and how gender diversity affects organization performance and test the model with a sample of 177 South Korean organizations. Findings This study finds that gender diversity is negatively related to organization performance in South Korea. This study also finds that the effect of gender diversity is contingent on organizational diversity perspectives. Organizations with high gender diversity perform better to the extent that they have a discrimination-fairness perspective, but not a business-oriented perspective. On the other hand, a discrimination-fairness perspective is unrelated to performance for organizations that are low in gender diversity. Originality/value Although gender diversity in the South Korean workplace continues to increase, the relationship between gender diversity and organization performance has rarely been studied in the aspect of Korea’s traditionally homogeneous culture. This study highlights the importance of cultural-contingencies in understanding the consequences of diversity.

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da Conceição, Eliane Barbosa, and Peter K. Spink. "Which foot first: diversity management and affirmative action in Brazilian business." Management international 17 (May 23, 2013): 25–36. http://dx.doi.org/10.7202/1015809ar.

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This paper discusses the relative importance of diversity management programs and government initiatives in reducing job access inequalities. It contrasts the affirmative action-0diversity management process in the USA with that of Brazil, where racial inequality has remained extremely persistent. Using the relational framework (Syed; Özbilgin, 2009) it examines how Brazilian banks are dealing with diversity and affirmative action following initiatives from the Federal Public Prosecutor’s Office for Labor. The results suggest that, individually, neither diversity management nor legal initiatives are sufficient to ensure effective social justice but, in settings of durable inequality, firm legal initiatives are a necessary first step.

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Thatcher, Sherry M. B. "The Contextual Importance of Diversity: The Impact of Relational Demography and Team Diversity on Individual Performance and Satisfaction." Performance Improvement Quarterly 12, no. 1 (October 22, 2008): 97–112. http://dx.doi.org/10.1111/j.1937-8327.1999.tb00117.x.

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Agarwal, Promila. "Make performance-management systems work for your company." Human Resource Management International Digest 22, no. 4 (June 3, 2014): 33–35. http://dx.doi.org/10.1108/hrmid-07-2014-0086.

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Purpose – The purpose of this paper is to highlight the leadership route for managers to manage performance appraisal effectively. Design/methodology/approach – This paper outlines the importance of playing down personal feelings about individual employees, getting the best out of high and low performers, appreciating good work, connecting with subordinates, being a role model and making the most of diversity. Findings – This paper contends that performance management systems alone can never bring about optimum performance; they must be accompanied by sensitive and inspired leaders who treat their employees as individuals. Practical implications – Attention is drawn to the importance of converting managers into leaders who can deal easily and comfortably with diversity and the unforeseen. Social implications – Some of the challenges of dealing with the modern, diverse workforce have been highlighted. Originality/value – This paper advances the view that good leadership is a tool to balance structured performance management systems with the flexibility needed to tailor the systems to specific employee needs.

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Singh, Amarjeet, Amita Pandey, Ashish K. Srivastava, Lam-Son Phan Tran, and Girdhar K. Pandey. "Plant protein phosphatases 2C: from genomic diversity to functional multiplicity and importance in stress management." Critical Reviews in Biotechnology 36, no. 6 (September 18, 2015): 1023–35. http://dx.doi.org/10.3109/07388551.2015.1083941.

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Green, David M. "Genetic and cytogenetic diversity in Hochstetter's frog,Leiopelma hochstetteri,and its importance for conservation management." New Zealand Journal of Zoology 21, no. 4 (January 1994): 417–24. http://dx.doi.org/10.1080/03014223.1994.9518011.

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Vergara, Carlos H., and Ernesto I. Badano. "Pollinator diversity increases fruit production in Mexican coffee plantations: The importance of rustic management systems." Agriculture, Ecosystems & Environment 129, no. 1-3 (January 2009): 117–23. http://dx.doi.org/10.1016/j.agee.2008.08.001.

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Triana, María del Carmen, and María Fernanda García. "Valuing diversity: a group-value approach to understanding the importance of organizational efforts to support diversity." Journal of Organizational Behavior 30, no. 7 (October 2009): 941–62. http://dx.doi.org/10.1002/job.598.

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Kajgrova, Lenka, Zdenek Adamek, Jan Regenda, Christian Bauer, Vlastimil Stejskal, Oldrich Pecha, and David Hlavac. "Macrozoobenthos assemblage patterns in European carp (Cyprinus carpio) ponds − the importance of emersed macrophyte beds." Knowledge & Management of Aquatic Ecosystems, no. 422 (2021): 9. http://dx.doi.org/10.1051/kmae/2021008.

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Qualitative and quantitative differences in benthic macrozoobenthos distribution in carp pond littoral zones (macrophyte areas; LM) and pelagic zones (macrophyte-free areas; MF) were assessed in four commercial carp (Cyprinus carpio) grow-out ponds in the Czech Republic (semi-intensive management) and Austria (organic management) monthly over the growing season (June-September) of 2016 and 2017. While differences in environmental parameters and granulometric composition between LM and MF were statistically non-significant (p > 0.05), organic matter content was significantly higher (p < 0.05) in LM. Average macrozoobenthos density and biomass in LM (mean 431 ind.m−2 and 6.78 g.m−2) was usually significantly higher (p > 0.05) than MF (371 ind.m−2 and 3.17 g.m−2). A similar trend was observed for zoobenthos diversity, with LM having a higher diversity (76 taxa) than MF (47 taxa). At the start of the growing season, chironomid density was higher (p < 0.05) in muddy MF zones, regardless of management type, while oligochaete density was higher in muddy LM. The density of both groups later declined, such that density was significantly higher (p > 0.05) in sandy substrates, regardless of habitat or management type. Our data suggest a significant drop in macrozoobenthos density and biomass compared with historical data, mainly due to new management techniques (fertilisation, supplementary feeding) and intensification (higher stock densities), suggesting that pond management is crucial as regards benthic invertebrate development and diversity. Our results indicate that emersed LM beds positively influence macrozoobenthos performance in carp ponds, potentially making them biodiversity hotspots. Further, LM beds can be regarded as invertebrate harbours, and hence should be protected and encouraged.

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Vito, Rosemary, and Bharati Sethi. "Managing change: role of leadership and diversity management." Journal of Organizational Change Management 33, no. 7 (July 24, 2020): 1471–83. http://dx.doi.org/10.1108/jocm-04-2019-0116.

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PurposeThe lived paid work experiences of two women (a European Canadian-born and a South Asian immigrant) demonstrate how low-quality leader–member exchanges and poor diversity management negatively influence employees' health, job satisfaction and retention during a period of major organizational change.Design/methodology/approachThis paper combined a narrative case study with auto ethnography to examine the lived paid work experiences of the two female authors and identify common patterns of meaning within the data.FindingsThe analysis of personalized accounts demonstrate the damaging results of a failed change management initiative when leaders did not follow an organizational change model and used an authoritarian leadership style. Further, the low-quality leader–member exchanges and poor diversity management reduced authors' feelings of inclusion and negatively impacted their emotional and physical health, job satisfaction, and retention.Research limitations/implicationsNew knowledge gained about leader–member exchange and diversity management has implications not only for leaders, but also human service managers. The data represents the authors' two perspectives, constraining generalizability. Larger samples of employees' narratives from diverse cultural/work backgrounds would be valuable to inform organizational change.Practical implicationsThe paper provides practical reasons for leadership training and skill development in change management models.Social implicationsGiven global demographic diversity, the findings are relevant to organizations, highlighting the importance of creating a climate of inclusion for workers' job satisfaction and retention and organizational success.Originality/valueWhile the sample size (n = 2) is very small, using a combination of personal experience methods offered insights into the complexity of leader–member exchange and diversity management from workers' perspectives, and went beyond successful cases, adding value to organizational change research.

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Oswald, Brian P., Betsy Ott, Hans M. Williams, Kenneth W. Farrish, and James E. Van Kley. "Understory Vegetative Diversity of Post-Thinned Pine Plantations Treated with Fertilizer, Fire and Herbicide in East Texas." International Journal of Forestry Research 2009 (2009): 1–6. http://dx.doi.org/10.1155/2009/572480.

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This study assessed biodiversity in the understory of two pine plantations where different management tools (fertilizer, prescribed burning, and herbicide application) were utilized. During three growing seasons, species, percent cover, and number of individuals, and physical characteristics were recorded. Responses to treatment were examined based on comparison of species richness, evenness, diversity, and importance. Two years after treatment, fertilized plots showed a decline in species richness, evenness, and diversity. Prescribed burning and herbicide treatments increased species richness but decreased species evenness, resulting in no change in diversity index. Herbicide treatment reduced the importance of dominant shrubs and increased the importance of disturbance-adapted species.

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Hardy, Cynthia, and Gill Palmer. "Debating the Ambiguous Enterprise of Management." Journal of Management & Organization 5, no. 2 (March 1999): 1–16. http://dx.doi.org/10.1017/s1833367200005526.

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AbstractThere are significant ambiguities surrounding the academic discipline of management, which can be analysed in terms of three major debates. First the professional status of management brings with it questions about restriction or access to management education, the control of curricular and the relative importance of basic, applied and consultancy-driven research. Second, there are debates about the changing nature of management research, which require the accomodation of increasing diversity within management theory. Finally, the ambiguities associated with these debates can be seen to have impacted on the development of management education, its accessibility and diversity. The ambiguities associated with these debates must be carefully managed if the discipline is to prosper. New organisational forms are needed to embed management teaching and research within the complex collaborative relationships of the many stakeholders involved.

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Hardy, Cynthia, and Gill Palmer. "Debating the Ambiguous Enterprise of Management." Journal of the Australian and New Zealand Academy of Management 5, no. 2 (March 1999): 1–16. http://dx.doi.org/10.5172/jmo.1999.5.2.1.

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AbstractThere are significant ambiguities surrounding the academic discipline of management, which can be analysed in terms of three major debates. First the professional status of management brings with it questions about restriction or access to management education, the control of curricular and the relative importance of basic, applied and consultancy-driven research. Second, there are debates about the changing nature of management research, which require the accomodation of increasing diversity within management theory. Finally, the ambiguities associated with these debates can be seen to have impacted on the development of management education, its accessibility and diversity. The ambiguities associated with these debates must be carefully managed if the discipline is to prosper. New organisational forms are needed to embed management teaching and research within the complex collaborative relationships of the many stakeholders involved.

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Malik, Ruchika, Tanavi Madappa, and Jaya Chitranshi. "Diversity management in tourism and hospitality: an exploratory study." foresight 19, no. 3 (June 12, 2017): 323–36. http://dx.doi.org/10.1108/fs-12-2016-0058.

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Purpose The hospitality and tourism industry has seen an increase in organizations operating internationally, bringing people from diverse cultural backgrounds together. The authors aim to help clarify that with a lack of awareness and understanding about diversity, many problems arise in terms of effective intercultural communication between managers and employees and employees and the customers. This paper helps in answering the questions related to the importance of cross cultural management, the intercultural issues faced by an organization, the best practices for diversity management and the future of cultural diversity. Design/methodology/approach The authors have carried out a review-based research of 60 papers relevant to the topic. The study has been restricted to secondary data consisting of research in the area of managing cultural diversity. Findings The researchers have concluded that there are different dimensions of cultural diversity and thus policies and programs to manage it have to be carefully implemented and integrated. Also, managers need to identify the current gaps in the organization in terms of diversity management to take the necessary steps for building a harmonious relationship between expatriates and the local employees. Originality/value The study addresses the complex nature of cultural diversity and the management issues of multiculturalism within the hospitality and tourism industry. The authors have made an effort to identify the best practices and programs for managing a diverse workforce which may also improve engagement and retention levels through radical inclusion of employees.

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Nighswander, Gisele P., James S. Sinclair, Adam G. Dale, Jiangxiao Qiu, and Basil V. Iannone. "Importance of plant diversity and structure for urban garden pest resistance." Landscape and Urban Planning 215 (November 2021): 104211. http://dx.doi.org/10.1016/j.landurbplan.2021.104211.

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Levey, Dallas R., Alejandro Estrada, Paula L. Enríquez, and Adolfo G. Navarro-Sigüenza. "The Importance of Forest-Nonforest Transition Zones for Avian Conservation in a Vegetation Disturbance Gradient in the Northern Neotropics." Tropical Conservation Science 14 (January 2021): 194008292110080. http://dx.doi.org/10.1177/19400829211008087.

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Tropical landscape connectivity and matrix quality near large stands of primary forest are important factors that dictate biodiversity trends in communities. Suitable matrix management surrounding primary forest may help conserve biodiversity, but areas with poor matrix management need attention to determine their long-term viability to support native levels of biodiversity. We examined variations in species and functional diversity and community composition using point-count surveys placed in preserved (PRES), transition (TRA), and disturbed (DIS) areas according to percent land cover of forest and cattle pasture along a human disturbance gradient in the northern Neotropics during an 8 month period from 2019–2020. We expected the gradient of human disturbance to drive species diversity loss of forest specialists from PRES to DIS, resulting in changes to functional diversity and community composition. We detected 228 species overall, with 163 in PRES (40 unique species), 159 in TRA (9 unique species), and 152 in DIS (20 unique species). TRA supported an avian community with shared aspects of PRES and DIS, leading to the highest functional, Shannon (85.8 estimated species), and Simpson (57.9 estimated species) diversity. Higher diversity of open-area specialists in TRA and DIS has led to shifts in functional traits and different species and functional community compositions relative to PRES. Land management in Neotropical human-modified landscapes must focus on increasing habitat quality in remnant forest fragments in the vicinity of large stands of primary forest to prevent species and ecosystem service loss from preserved areas and the distancing of local community compositions.

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Johnson, Anya, Helena Nguyen, Markus Groth, and Les White. "Reaping the Rewards of Functional Diversity in Healthcare Teams: Why Team Processes Improve Performance." Group & Organization Management 43, no. 3 (April 21, 2018): 440–74. http://dx.doi.org/10.1177/1059601118769192.

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Functional diversity in healthcare teams—where members from different healthcare professions work together—is often advocated as the key to achieving quality patient outcomes. However, although functionally diverse teams promise much, they do not always deliver on that promise. Based on the informational diversity perspective, we argue that functional diversity increases role conflict and is an important factor that can help to explain why functional diversity does not always lead to effective team performance. We also argue that team processes play an important role in moderating the effect of functional diversity on role conflict and that depending on how functionally diverse healthcare teams are, certain team processes are more important than others for reducing role conflict thereby leading to improved team performance. We contrast two specific team processes (interpersonal conflict management and back up and helping) and argue for their relative importance depending on the level of functional diversity in healthcare teams. Data from 75 hospital teams support our differential predictions that interpersonal conflict management is a particularly important team process for reducing role conflict and improving team performance for teams with high functional diversity, whereas for teams with low functional diversity, back up and helping is a more important team process. These results have important implications for the management of functionally diverse healthcare teams. By identifying the relative importance of team processes, these results provide evidence for investing in team processes that enable healthcare teams to reap the rewards of functional diversity.

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Madera, Juan M., Mary Dawson, and Priyanko Guchait. "Psychological diversity climate: justice, racioethnic minority status and job satisfaction." International Journal of Contemporary Hospitality Management 28, no. 11 (November 14, 2016): 2514–32. http://dx.doi.org/10.1108/ijchm-06-2015-0304.

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Purpose The purpose of this paper was to develop and test a model examining how hotel managers’ psychological diversity climate affects job satisfaction, the moderating effect of racioethnic minority status and the mediating role of organizational justice. Design/methodology/approach A sample of frontline managers from 164 individual hotel properties was used. Hierarchical linear regression analysis was used to examine the underlying mechanism through which psychological diversity climate impacts job satisfaction. Findings The results found support for the mediating effect of organizational justice between managers’ psychological diversity climate and job satisfaction. Racioethnic identity moderated the relationship between psychological diversity climate and organizational justice, thereby supporting the mediated-moderated model proposed in the current research. Practical implications The findings show the importance of improving employee perceptions of diversity climate and organizational justice, particularly through recruitment practices, incorporating diversity into the corporate values, adopting formal diversity management practices and educating managers about the importance of diversity through formal training methods. Originality/value Little research has examined the underlying mechanisms that explain why psychological diversity climate affects organizational attitudes. Even less research has examined whether the link between a perceived positive diversity climate and job satisfaction is stronger for racioethnic minorities. These results provide meaningful insights for researchers because the hospitality industry is one of the largest employers of racioethnic minorities and immigrant employees.

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Gołacka, Dr Elwira Gross. "Diversity management and building the image and reputation of a family business." Kwartalnik Nauk o Przedsiębiorstwie 46, no. 1 (March 15, 2018): 39–50. http://dx.doi.org/10.5604/01.3001.0012.0991.

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The objective of the article is to present the relations between the issue of building the image and repu- tation of a company and the concept of diversity management, determined by values and standards, fulfilled and developed with the attempt to managing human resources in the organisation. The article thesis reads: there is a relationship between building the image and reputation of a company, which is vital for the correct functioning of the organisation and the concept of diversity management. The Author points out to the importance of pro-ethical and pro-human behaviour in organisation management and its influence on building the value of the company. A significant role in creating the image and reputation of the organisation can be played by the concept of diversity management.

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Kloskowski, J., and M. Nieoczym. "Management practices to enhance wildlife diversity of man-made fish ponds: the importance of the hydroperiod." Knowledge and Management of Aquatic Ecosystems, no. 416 (2015): 34. http://dx.doi.org/10.1051/kmae/2015032.

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Yurdagul, Esin. "Talent Management and The Journey Towards Gender Equality and Women’s Empowerment In South Korea." International Journal of East Asian Studies 9, no. 1 (December 15, 2020): 61–74. http://dx.doi.org/10.22452/ijeas.vol9no1.5.

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Lack of gender equality affects talent management. The journey towards gender equality can be achieved through diversity, inclusion, and empowerment which is a continuous process, according to the International Labour Organization. This paper examines the importance and significance of achieving gender equality in South Korea through diversity, inclusion, and empowerment in public as well as private sector organisations which are shaped by a strict form of Confucianism. The impact of this on talent management in the country is then assessed.

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Jin, Myung, Jaeyong Lee, and MiYoung Lee. "Does leadership matter in diversity management? Assessing the relative impact of diversity policy and inclusive leadership in the public sector." Leadership & Organization Development Journal 38, no. 2 (April 3, 2017): 303–19. http://dx.doi.org/10.1108/lodj-07-2015-0151.

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Purpose While prior research has emphasized the importance of diversity management for the betterment of future workforce, the role of managerial actors in leading the diversity management movement has not been substantiated. The purpose of this paper is to examine the role of managers in practicing diversity management and the extent to which inclusive leadership affects employee performance. Design/methodology/approach The study draws on a large survey data (n=415,696) with a representative sample of employees in federal government in the USA. Findings The quantitative results show that diversity policy alone predicts performance less strongly for employees of racial minority than for whites. In contrast, the study finds that inclusive leadership predicts performance more strongly for nonwhites. Research limitations/implications The embodied approach to diversity management proposed in this paper expands the understanding of diversity management research by exploring the interaction effect between diversity policy and diversity leadership. Practical implications The paper is unique in proposing an interaction effect between diversity policy and diversity leadership in managing diversity. Social implications Previous studies in the literature surprisingly neglected to take into account the role of leader behavior in managing diversity. As the study shows the significant moderating role of diversity leadership in diversity management, organizational leaders are encouraged to critically assess and provide training for those team leaders and middle level managers to promote diversity in the workplace. Originality/value This is the first empirical study to distinguish and examine the relative impact of diversity policy and inclusive leadership on employee performance in the public sector.

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Journal articles on the topic 'Importance of diversity management'

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