Relevant bibliographies by topics / Multiculturalism Diversity in the workplace

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Multiculturalism Diversity in the workplace'

Author: Grafiati
Published: 4 June 2021
Last updated: 10 February 2022

Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles

Select a source type:

Consult the lists of relevant articles, books, theses, conference reports, and other scholarly sources on the topic 'Multiculturalism Diversity in the workplace.'

Next to every source in the list of references, there is an 'Add to bibliography' button. Press on it, and we will generate automatically the bibliographic reference to the chosen work in the citation style you need: APA, MLA, Harvard, Chicago, Vancouver, etc.

You can also download the full text of the academic publication as pdf and read online its abstract whenever available in the metadata.

Journal articles on the topic "Multiculturalism Diversity in the workplace"

1

Lynch, Frederick R. "Managing diversity: Multiculturalism enters the workplace." Academic Questions 5, no. 2 (June 1992): 81–87. http://dx.doi.org/10.1007/bf02683276.

Full text
APA, Harvard, Vancouver, ISO, and other styles
2

Alozie, Ositadima Emeka. "Diversity V Multiculturalism Advantages And Disadvantages Of Workplace Diversity." International Journal of Scientific and Research Publications (IJSRP) 10, no. 1 (January 6, 2020): p9720. http://dx.doi.org/10.29322/ijsrp.10.01.2020.p9720.

Full text
APA, Harvard, Vancouver, ISO, and other styles
3

Lim, Ly Ly. "A Multicultural Act for Australia." Cosmopolitan Civil Societies: An Interdisciplinary Journal 10, no. 2 (July 27, 2018): 47–66. http://dx.doi.org/10.5130/ccs.v10i2.5981.

Full text
Abstract:
Multiculturalism as a public policy framework depends on states identifying cultural differences among their citizens as salient for resource allocation, political participation and human rights. The adoption of multiculturalism as a term and a framework signifies the recognition of a politics of difference within a liberal democratic framework of identities and aspirations. Yet the national government in Australia unlike any other country with espoused policies of multiculturalism has chosen to have neither human rights nor multicultural, legislation. This paper argues that multicultural societies require either or both sets of legislation to ensure both symbolic affirmation and practical implementation. Taking inspirations from international, Australian State and Territory based multicultural and diversity legislations, and modelling on the Australian Workplace Gender Equality Act of 2012, this paper explores what should be included in a national multicultural legislation and how it could pragmatically operationalise in Australia to express multiculturalism’s emancipatory agenda.
APA, Harvard, Vancouver, ISO, and other styles
4

Appelbaum, Steven H., Oleksandr Kryvenko, Mauricio Rodriguez Parada, Melina Rodica Soochan, and Barbara T. Shapiro. "Racial-ethnic diversity in Canada: competitive edge or corporate encumbrance? Part One." Industrial and Commercial Training 47, no. 6 (September 7, 2015): 302–9. http://dx.doi.org/10.1108/ict-03-2014-0012.

Full text
Abstract:
Purpose – The purpose of this two-part paper is to explore the relationship between multiculturalism and performance, and attempt to reconcile some of the varying points of views, in order to suggest practical implications for managers in the workplace. Design/methodology/approach – A review of the literature regarding both diversity and performance was performed. Next, the focus was on the relationship specifically between racial-ethnic diversity and performance. To show the relevance of the paper, materials dedicated to Canadian population and immigration was included. Findings – It is still somewhat inconclusive whether diversity can have a definite positive or negative impact on organizational performance. The literature reviewed shows that authors have differing opinions. One element appears to be clear: diversity of itself does not necessarily bring benefit. For a diverse group to perform well, it must be well managed. Diversity remains an underused tool that managers have yet to learn to utilize. Research limitations/implications – At the time of writing, there was not a significant amount of published material on the direct relationship between multiculturalism and performance. This paper attempts to gather and make sense of the various views formalized thus far and puts forth a new question of how to turn multiculturalism in the workplace into an asset for organizations. Practical implications – Managers still do not agree on how to take full advantage of diversity. As the Canadian workforce becomes more and more diverse, so increases the importance of addressing and answering this question in practical terms. Especially facing the increased globalization of corporations, taking advantage of the untapped potential that resides in a culturally diverse work team should be at the top of every international company’s goals. Social implications – The importance of studying the relationship between multiculturalism and performance is crucial because in developed countries like Canada organizations are becoming increasingly culturally diverse. Much has been written about the effect of group diversity on conflict and creativity, on the performance of heterogeneous groups vs homogeneous groups, on organizational commitment among ethnic minorities, and on self-fulfilling performance expectations. Originality/value – This paper is a useful source for managers interested in understanding the real value of diversity in the workplace, as well as for researchers studying the relationship between corporate diversity and corporate performance.
APA, Harvard, Vancouver, ISO, and other styles
5

Appelbaum, Steven H., Oleksandr Kryvenko, Mauricio Rodriguez Parada, Melina Rodica Soochan, and Barbara T. Shapiro. "Racial-ethnic diversity in Canada: competitive edge or corporate encumbrance? Part two." Industrial and Commercial Training 47, no. 7 (October 5, 2015): 386–93. http://dx.doi.org/10.1108/ict-03-2014-0013.

Full text
Abstract:
Purpose – The purpose of this paper is to explore the relationship between multiculturalism and performance, and attempt to reconcile some of the varying points of views, in order to suggest practical implications for managers in the workplace. Design/methodology/approach – A review of the literature regarding both diversity and performance was performed. Next, the focus was on the relationship specifically between racial-ethnic diversity and performance. To show the relevance of the paper, materials dedicated to Canadian population and immigration was included. Findings – It is still somewhat inconclusive whether diversity can have a definite positive or negative impact on organizational performance. The literature reviewed shows that authors have differing opinions. One element appears to be clear: diversity of itself does not necessarily bring benefit. For a diverse group to perform well, it must be well managed. Diversity remains an underused tool that managers have yet to learn to utilize. Research limitations/implications – At the time of writing, there was not a significant amount of published material on the direct relationship between multiculturalism and performance. This paper attempts to gather and make sense of the various views formalized thus far and puts forth a new question of how to turn multiculturalism in the workplace into an asset for organizations. Practical implications – Managers still do not agree on how to take full advantage of diversity. As the Canadian workforce becomes more and more diverse, so increases the importance of addressing and answering this question in practical terms. Especially facing the increased globalization of corporations, taking advantage of the untapped potential that resides in a culturally diverse work team should be at the top of every international company’s goals. Social implications – The importance of studying the relationship between multiculturalism and performance is crucial because in developed countries like Canada organizations are becoming increasingly culturally diverse. Much has been written about the effect of group diversity on conflict and creativity, on the performance of heterogeneous groups vs homogeneous groups, on organizational commitment among ethnic minorities, and on self-fulfilling performance expectations. Originality/value – This paper is a useful source for managers interested in understanding the real value of diversity in the workplace, as well as for researchers studying the relationship between corporate diversity and corporate performance.
APA, Harvard, Vancouver, ISO, and other styles
6

Krysa, Isabella, Mariana Paludi, and Albert J. Mills. "The racialization of immigrants in Canada – a historical investigation how race still matters." Journal of Management History 25, no. 1 (January 14, 2019): 97–113. http://dx.doi.org/10.1108/jmh-09-2018-0048.

Full text
Abstract:
PurposeThis paper aims to investigate the discursive ways in which racialization affects the integration process of immigrants in present-day Canada. By drawing on a historical analysis, this paper shows how race continues to be impacted by colonial principles implemented throughout the colonization process and during the formation stages of Canada as a nation. This paper contributes to management and organizational studies by shedding light on the taken-for-granted nature of discursive practices in organizations through problematizing contemporary societal and political engagements with “race”.Design/methodology/approachThis paper draws on critical diversity studies as theoretical framework to problematize a one-dimensional approach to race and diversity. Further, it applies the Foucauldian historical method (Foucault, 1981) to trace the construction of “race” over time and to show its impact on present-day discursive practices.FindingsThrough a discursive review of Canada’s past, this paper shows how seemingly non-discriminatory race-related concepts and policies such as “visible minority” contribute to the marginalization of non-white individuals, racializing them. Multiculturalism and neoliberal globalization are identified as further mechanisms in such a racialization process.Originality/valueThis paper illustrates the importance of a historical contextualization to shed light on present workplace discrimination and challenges unproblematic approaches to workplace diversity.
APA, Harvard, Vancouver, ISO, and other styles
7

Rijamampianina, R., and T. Maxwell. "The sharing principle: A way of managing multicultural organisations." South African Journal of Business Management 33, no. 2 (June 30, 2002): 1–11. http://dx.doi.org/10.4102/sajbm.v33i2.697.

Full text
Abstract:
Although much has been said in academia on the importance of multiculturalism, cultural clashes in business and the workplace continue to be an issue of growing concern as the world moves toward an interlinked, global economy. Now more than ever, learning to draw on the richness of a kaleidoscopic workforce and to assist all team members in delivering their best efforts is a critical managerial task. This article provides a synopsis of the background to the problem of managing culturally diverse organisations, discusses the influences of cultural diversity on management, and proposes a conceptual framework for managing multicultural organisations through the ‘sharing principle’. The challenge for a multicultural learning organisation is to increase the potential benefits of cultural diversity by creating a willingness-to-share attitude – sharing success, sharing mental models, sharing vision, and sharing competence. A real commitment to the sharing principle is essential to effective management in culturally diverse organisations.
APA, Harvard, Vancouver, ISO, and other styles
8

Musolff, Andreas. "The “legitimation” of hostility towards immigrants’ languages in press and social media: Main fallacies and how to challenge them." Lodz Papers in Pragmatics 14, no. 1 (June 26, 2018): 117–31. http://dx.doi.org/10.1515/lpp-2018-0006.

Full text
Abstract:
Abstract On the basis of internet forum and press media data, this article studies the expression of hostile attitudes towards multilingualism and multiculturalism in the context of debates about immigration. The forum data are drawn from the BBC’s Have Your Say website, which is a moderated forum that excludes polemical and abusive postings. Nevertheless, it still seems to provide its users ample opportunity for airing strongly anti-immigrant attitudes. The narratives in which these attitudes are being expressed are exemplary stories of the posters’ supposed encounters with the use of foreign languages in the street, in the workplace or at school. This presence of foreign languages in the British public sphere is evaluated as being (at least) problematic and is “explained” as a result of mass immigration, which serves to reinforce the scenario of a culture mix that will destroy British “home” culture. Media coverage of immigration partly supports such vilification of multilingualism and multiculturalism, and the reports and comments often seem to be drawn from similar narrative-argumentative templates as those of the discussions on Have Your Say. In conclusion, we argue that counterspeech informed by Critical Discourse Analysis has to develop alternative narratives and figurative scenarios that question the bias against linguistic and cultural diversity.
APA, Harvard, Vancouver, ISO, and other styles
9

Shachar, Ayelet. "Squaring the Circle of Multiculturalism? Religious Freedom and Gender Equality in Canada." Law & Ethics of Human Rights 10, no. 1 (May 1, 2016): 31–69. http://dx.doi.org/10.1515/lehr-2016-0002.

Full text
Abstract:
Abstract The Canadian Charter of Rights and Freedoms is globally unique in that it includes explicit commitments to the values of multiculturalism and gender equality. Section 27 of the Charter provides that: “[It] shall be interpreted in a manner consistent with the preservation and enhancement of the multicultural heritage of Canadians,” whereas section 28 states that: “Notwithstanding anything in this Charter, the rights and freedoms referred to in it are guaranteed equally to male and female persons.” The Canadian experiment (as I will call it) offers us a rare, living laboratory in which a thriving constitutional system searches for legal and institutional pathways to addressing seemingly incongruous demands, obligations, rights, and protections. This article identifies a range of concrete legal responses developed and articulated by Canadian judges and other policymakers in response to claims for fair inclusion raised by members of religious minority communities. Contributing to ongoing theoretical and legal debates, I will conceptualize three variants of such fair inclusion claims. I will then assess what the Canadian multicultural experiment can teach other comparable countries about principled and pragmatic responses to the challenge of “living together” in shared spaces such as workplaces, schools, courthouses, and during citizenship ceremonies. The discussion will then explore the promises and pitfalls of a jurisprudential approach that resists the hierarchy of rights formulas, and tries instead to cover all grounds so as to neither erase diversity nor sacrifice equality.
APA, Harvard, Vancouver, ISO, and other styles
10

Desai, Sheetal, Srinivasa A. Rao, and Shazi Shah Jabeen. "Developing cultural intelligence: learning together with reciprocal mentoring." Human Resource Management International Digest 26, no. 3 (May 14, 2018): 38–40. http://dx.doi.org/10.1108/hrmid-03-2018-0050.

Full text
Abstract:
Purpose This paper aims to focus on how reciprocal mentoring can be used to make employees culturally intelligent. Design/methodology/approach The authors conceptualize and present this framework based on their own experience in the industry and research experience in cross-cultural competence. Findings Workplaces today are characterized by high levels of multiculturalism. In such environments, being able to navigate this cultural diversity can be a challenge to many employees. Investing in cross-cultural training can be costly and time consuming. In such a situation, what better way to learn and appreciate cultural diversity than by bringing together two individuals from different cultural backgrounds. Reciprocal mentoring for developing cultural intelligence can be an effective practice that organizations can follow to develop intercultural competence amongst its employees. Practical implications The concept presented in the paper can help organizations use their own existing resources to develop cultural intelligence company-wide, rather than choosing third-party interventions/training. Originality/value This paper provides executives with a quick glimpse into the concept of cultural intelligence and its development through reciprocal mentoring.
APA, Harvard, Vancouver, ISO, and other styles
More sources

Dissertations / Theses on the topic "Multiculturalism Diversity in the workplace"

1

Fenton, Mark G. "Multicultural training at WAM!NET a digital technology company of Minneapolis, Minnesota /." Online version, 1999. http://www.uwstout.edu/lib/thesis/1999/1999fentonm.pef.

Full text
APA, Harvard, Vancouver, ISO, and other styles
2

Lien, Vy Ngoc. "Workplace culture, workgroup identification, and workplace conflict." CSUSB ScholarWorks, 2002. https://scholarworks.lib.csusb.edu/etd-project/2334.

Full text
Abstract:
The purpose of this thesis was to distinguish between which work factors contribute to emotional conflict in the workplace. Specifically, the factors of interest were existence and tolerance of multicultural diversity, work group culture and group identification.
APA, Harvard, Vancouver, ISO, and other styles
3

McLeod, Amy L. "A phenomenological investigation of supervisors' and supervisees' experiences with attention to cultural issues in multicultural supervision." unrestricted, 2008. http://etd.gsu.edu/theses/available/etd-07222008-091156/.

Full text
Abstract:
Thesis (Ph. D.)--Georgia State University, 2008.
Title from file title page. Catherine Y. Chang, committee chair; Gregory Brack, Jonathan Orr, Julie Ancis, Danica G. Hays, committee members. Description based on contents viewed Oct. 14, 2009. Includes bibliographical references.
APA, Harvard, Vancouver, ISO, and other styles
4

Swart, Victor. "Factors influencing cultural diversity at a multinational company." Thesis, Nelson Mandela Metropolitan University, 2014. http://hdl.handle.net/10948/8790.

Full text
Abstract:
Cultural diversity in the workplace is the presence of multiple cultures or groups within the work environment. This diversity in culture can be as a result of a difference in origin or nationality, difference in society, difference in religion or a difference in tradition. A multinational company (MNC), also referred to as a transnational company is an organisation that is registered and operates in multiple countries but is managed from the home country. Today’s ever increasing rate of globalization and the expansion of organisations into countries other than their own has created workplaces where cultural diversity is the norm and where workplaces are no longer characterized by a single or monoculture. This study explores the cultural diversity of an Argentinian multinational company, My Multinational Company (MMC), operating in Argentina and South Africa. MMC is a market leader in the production, procurement and export of citrus products. There is a plethora of information on cultural diversity which identifies various factors which influence cultural diversity. The purpose of this study is therefore to enhance the current understanding of cultural diversity within a multinational company by identifying the factors which influence cultural diversity in a multinational company. The approach to this study is quantitative in nature and the paradigm to be followed is positivistic, based on an empirical study and questionnaire. The empirical study assesses previous work relating to cultural diversity and identifies the factors which influence cultural diversity. The questionnaire was developed from the literature and distributed to MMC employees in Argentina and South Africa in order to determine their similarities and differences. The results of the empirical study identified areas of improvement for MMC. Recommendations were then made based on the literature review and the analysis of the empirical results.
APA, Harvard, Vancouver, ISO, and other styles
5

Nkholise, Martha. "Determining guidelines for effectively leading culturally diverse teams at Volkswagen South Africa." Thesis, Nelson Mandela Metropolitan University, 2014. http://hdl.handle.net/10948/d1010077.

Full text
Abstract:
South Africa is a society of diverse cultures, and the workplace is one of the few places that serve as a melting pot for these varied cultures. If managed well, cultural diversity has numerous benefits that can help an organisation gain a competitive advantage. However, failure to manage it can pose challenges that can have serious consequences for an organisation. The purpose of this study was to analyse the leadership of cultural diversity at Volkswagen South Africa (VWSA) and identify leadership guidelines to both enhance team performance and reduce the challenges faced by the organisation as a result of this cultural diversity. For the purpose of this study, a culturally diverse team was defined as a team of diverse individuals from different cultures or societies working together to achieve organisational success. The research was conducted by the use of questionnaire using a sample of 200 employees of the VWSA Paint Shop. The sample represents 42 percent of the total population of the Paint Shop. The study discusses the relationship of four leadership styles (Classical Leadership, Transactional Leadership, Transformational Leadership, and Visionary Leadership) with Cultural Diversity. Whilst strong cases were made for Transformational and Transactional Leadership style being the most suitable styles for leading culturally diverse teams, the researcher concluded that no single leadership style would be ideal for effectively leading culturally diverse teams at VWSA. The appropriate leadership style will instead be a hybrid of all leadership styles, thus being a leadership approach that works as a sort of “best practices” of various leadership styles.
APA, Harvard, Vancouver, ISO, and other styles
6

Elliott, Bonnie Gail. "Evaluating the effectiveness of a diversity training in an educational organization." CSUSB ScholarWorks, 2002. https://scholarworks.lib.csusb.edu/etd-project/2050.

Full text
Abstract:
Diversity training programs are increasingly being incorporated into organizations as a strategy to meet moral standards and legal challenges. Unfortunately, little research as been conducted to demonstrate the effectiveness of these programs. This study describes an effective diversity training program as one that changes a member of the organization's negative attitude about racial differences toward a positive attitude.
APA, Harvard, Vancouver, ISO, and other styles
7

Ye, Junjia. "Multiple identities in the transnational workplace : the case of Singapore's financial sector /." online access from Digital Dissertation Consortium access full-text, 2006. http://libweb.cityu.edu.hk/cgi-bin/er/db/ddcdiss.pl?MR19731.

Full text
APA, Harvard, Vancouver, ISO, and other styles
8

Kitching, Jolanda. "The measurement outcome equivalence of the career path appreciation (CPA) for employees from diverse cultural backgrounds." Pretoria : [s.n.], 2004. http://upetd.up.ac.za/thesis/available/etd-03162005-151333.

Full text
Abstract:
Thesis (M. Comm. (Economic and business science))-University of Pretoria, 2004.
Summaries in English and Afrikaans. Includes bibliographical references. Available on the Internet via the World Wide Web.
APA, Harvard, Vancouver, ISO, and other styles
9

Eklund, Mikael, and Peter Helgesson. "Mångfaldsperspektiv i en svensk kontext : Mode eller institution?" Thesis, Högskolan i Borås, Akademin för textil, teknik och ekonomi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:hb:diva-10420.

Full text
Abstract:
Denna studie behandlar begreppet mångfald på arbetsplatsen i en svensk kontext. Begreppet har diskuterats i Sverige sedan slutet av 1990-talet, men det råder fortfarande en förvirring kring vad mångfald på arbetsplatsen innebär och vilken påverkan det har på enskilda organisationer. Vidare förknippas begreppet i Sverige med en hög grad av statlig inblandning, som på senare år fokuserats på att påverka organisationer i riktning mot en multikulturell modell. Dock hävdas att det finns liten erfarenhet i av den multikulturella modellen i den svenska praktiken. De företag som arbetar med mångfald gör det ofta inte integrativt, utan mer av ekonomiska skäl för att lättare kunna söka externt kapital.Syftet med studien är att utreda vilka perspektiv av mångfald som finns i olika svenska organisationer och hur dessa skiljer sig från, eller liknar, den multikulturella modell som förespråkas av samhällsdiskursen. Med hjälp av institutionell teori som referensram diskuteras sedan resultatet för att kunna förklara varför eventuella diskrepanser i diskursen kring mångfald på arbetsplatsen mellan olika nivåer i samhället uppstår. Kvalitativ analys av diskurser över flera nivåer av samhället genomförs utifrån en tvärsnittsdesign med urval av offentliga dokument såsom hemsidor, policydokument hållbarhetsredovisningar och årsredovisningar hos relevanta institutionella arrangemang i ett makroperspektiv, de allra största svenska företagen och ett slumpvis genererat urval av stora svenska företag i ett mikroperspektiv. Totalt analyseras 70 företag och sex institutionella arrangemang. Vi arbetar utifrån en abduktiv ansats där analysen inledningsvis görs med hjälp av en referensram kring mångfaldsperspektiv som senare utvecklas vid adderandet av institutionell teori och i ljuset av våra resultat.Vi finner att tre perspektiv på mångfald; förstärka homogenitet, det färgblinda perspektivet och rättviseperspektivet kan sägas vara institutionaliserade i den svenska kontexten med en stark fokusering på könsdimensionen av mångfald. Accessperspektivet och integration-lärandeperspektivet kan vi inte säga är institutionaliserade i den svenska kontexten. Istället kan de sägas vara på modet. De institutionella arrangemang som vi kan koppla till den svenska staten påverkar svenska organisationer genom tvingande institutionellt tryck till att anamma de institutionaliserande perspektiven. Det finns även en ambition till att regeringen skall agera förebild för mångfaldsarbete genom företag med statligt ägande. Dock sträcker sig texter från dessa institutionella arrangemang inte längre än till det färgblinda perspektivet och rättviseperspektivet. Istället finner vi de flesta uttrycken för accessperspektivet och integration-lärandeperspektivet, där vi även återfinner den multikulturella modellen, framför allt i diskursen som utgörs av texter hos de största svenska företagen. Studien bidrar, genom adderandet av institutionell teori, till en ny, mer pluralistisk syn på mångfaldsperspektiv än vad tidigare litteratur har illustrerat.
This study is addressing the concept of workplace diversity in the Swedish context. The concept has been discussed in Sweden since the late 1990´s, but still there are confusions about what workplace diversity really is, and what impact it has on particular organizations. Further, the concept is in the Swedish context associated with a high degree of governmental involvement which, as of late, has been focused on influencing organizations toward a multicultural model. However, some argue that there is little experience of a multicultural model in the Swedish practice. Those companies that work with diversity do so mostly out of economic reasons, in search of external capital and not in an integrative way.The purpose of this study is to investigate which perspectives on diversity there are in different Swedish organizations and how these can resemble, or differ from, the multicultural model that is advocated by the societal discourse. By means of institutional theory as a reference, the results are then discussed to explain why possible discrepancies in the discourse around workplace diversity between different levels of society may arise. Qualitative analysis of discourses throughout several levels of society is conducted with a cross-sectional design with a sample of public documents such as websites, policy documents, sustainability reports and annual accounts from relevant institutional arrangements in a macro-perspective, and in a micro-perspective; from the largest Swedish companies and a random sample of large, Swedish companies. A total of 70 companies and six institutional arrangements are analyzed. We have an abductive approach, where the analysis is initially conducted by means of a frame of reference around perspectives on diversity, which is further developed with the addition of institutional theory in light of our findings.We find that three perspectives on diversity; reinforcing homogeneity, the color-blind perspective and the fairness perspective can be said to be institutionalized in the Swedish context, with a strong focus on the gender dimension of diversity. The perspectives of access and integration-learning cannot be said to be institutionalized in the Swedish context, but can instead be seen as fashionable. The institutional arrangements we can associate with the Swedish government influence Swedish organizations by means of coercive institutional pressure to adapt to the institutionalized perspectives. There is also an ambition to act as a role model concerning diversity management through companies owned by the State. However, the texts we analyze deriving from these institutional arrangements stretch no further than to the color-blind perspective and the fairness perspective. Instead, we find the most expressions for the access perspective and the integration-learning perspective, where we also find the multicultural model, in the discourse consisting of texts deriving from the largest Swedish companies. The study contributes, by the addition of institutional theory, to a more pluralistic way of describing the perspectives on diversity, than illustrated by previous literature.The thesis is written in Swedish.
APA, Harvard, Vancouver, ISO, and other styles
10

Oelofse, Eriaan. "Core and peripheral cultural values and their relationship to transformational leadership attributes of South African managers." Pretoria : [s.n.], 2006. http://upetd.up.ac.za/thesis/available/etd-05162007-164350.

Full text
APA, Harvard, Vancouver, ISO, and other styles
More sources

Books on the topic "Multiculturalism Diversity in the workplace"

1

Cultural diversity in the workplace. Burr Ridge, Ill: Irwin Professional Pub./Mirror Press, 1994.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
2

High performance through dealing with diversity. New York: Rosen Pub. Group, 1996.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
3

Cultural diversity in the workplace: Issues and strategies. Westport, Conn: Praeger, 1994.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
4

George, Henderson. Cultural diversity in the workplace: Issues and strategies. Westport, Conn: Quorum Books, 1994.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
5

Gorbachev, Mikhail Sergeevich. Working together: Diversity as opportunity. Edited by Arrien Angeles 1940- and Gorbachev Mikhail Sergeevich 1931-. San Francisco: Berrett-Koehler Publishers, 2001.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
6

L, Daft Richard, and Fugate Alice E, eds. Multicultural diversity module. Forth Worth, TX: Dryden Press, 1993.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
7

Multikulturelle Teams in Organisationen: Eine experimentelle Untersuchung des Problemlöseverhaltens unter Wettbewerbsbedingungen. Frankfurt am Main: Lang, 2007.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
8

Deller, Jürgen. Interkulturelle Eignungsdiagnostik: Zur Verwendbarkeit von Persönlichkeitsskalen. Waldsteinberg: Popp, 2000.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
9

Bucher, Richard D. Diversity consciousness: Opening our minds to people, cultures, and opportunities. Upper Saddle River, N.J: Prentice Hall, 2000.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
10

L, Bucher Patricia, ed. Diversity consciousness: Opening our minds to people, cultures, and opportunities. 3rd ed. Upper Saddle River, N.J: Pearson/Prentice Hall, 2010.

Find full text
APA, Harvard, Vancouver, ISO, and other styles
More sources

Book chapters on the topic "Multiculturalism Diversity in the workplace"

1

Youssef-Morgan, Carolyn M., and James Hardy. "A Positive Approach to Multiculturalism and Diversity Management in the Workplace." In Cross-Cultural Advancements in Positive Psychology, 219–33. Dordrecht: Springer Netherlands, 2014. http://dx.doi.org/10.1007/978-94-017-8654-6_15.

Full text
APA, Harvard, Vancouver, ISO, and other styles
2

Hurn, Brian J., and Barry Tomalin. "Multiculturalism and Diversity." In Cross-Cultural Communication, 191–207. London: Palgrave Macmillan UK, 2013. http://dx.doi.org/10.1057/9780230391147_10.

Full text
APA, Harvard, Vancouver, ISO, and other styles
3

Falender, Carol A., and Edward P. Shafranske. "Multiculturalism and diversity." In Supervision essentials for the practice of competency-based supervision., 61–71. Washington: American Psychological Association, 2017. http://dx.doi.org/10.1037/15962-004.

Full text
APA, Harvard, Vancouver, ISO, and other styles
4

Suissa, Judith. "Multiculturalism and Diversity." In International Handbook of Philosophy of Education, 833–49. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-72761-5_60.

Full text
APA, Harvard, Vancouver, ISO, and other styles
5

Forbes, Hugh Donald. "Introduction: Celebrating Diversity." In Multiculturalism in Canada, 1–32. Cham: Springer International Publishing, 2019. http://dx.doi.org/10.1007/978-3-030-19835-0_1.

Full text
APA, Harvard, Vancouver, ISO, and other styles
6

Parekh, Bhikhu. "Contemporary Liberal Responses to Diversity." In Rethinking Multiculturalism, 80–113. London: Macmillan Education UK, 2006. http://dx.doi.org/10.1007/978-0-230-20425-6_4.

Full text
APA, Harvard, Vancouver, ISO, and other styles
7

Townend, Anni. "Workplace Counseling." In Assertiveness and Diversity, 187–96. London: Palgrave Macmillan UK, 2007. http://dx.doi.org/10.1057/9780230582019_20.

Full text
APA, Harvard, Vancouver, ISO, and other styles
8

Patel, Sita G., Kevin Tabb, and Stanley Sue. "Diversity, multiculturalism, and inclusion." In APA handbook of community psychology: Theoretical foundations, core concepts, and emerging challenges., 253–73. Washington: American Psychological Association, 2017. http://dx.doi.org/10.1037/14953-012.

Full text
APA, Harvard, Vancouver, ISO, and other styles
9

Grillo, Ralph. "British multiculturalism." In Public Commissions on Cultural and Religious Diversity, 86–110. Abingdon, Oxon ; New York, NY : Routledge, 2018.: Routledge, 2018. http://dx.doi.org/10.4324/9781315602851-5.

Full text
APA, Harvard, Vancouver, ISO, and other styles
10

Goodall, Heather, Stephen Wearing, Denis Byrne, and Allison Cadzow. "Fishing the Georges River: Cultural Diversity and Urban Environments." In Everyday Multiculturalism, 177–96. London: Palgrave Macmillan UK, 2009. http://dx.doi.org/10.1057/9780230244474_10.

Full text
APA, Harvard, Vancouver, ISO, and other styles

Conference papers on the topic "Multiculturalism Diversity in the workplace"

1

Yakushina, O. I. "Cultural Diversity, Identity and Multiculturalism." In The 4th Human and Social Sciences at the Common Conference. Publishing Society, 2016. http://dx.doi.org/10.18638/hassacc.2016.4.1.192.

Full text
APA, Harvard, Vancouver, ISO, and other styles
2

Susanto, Heri. "Perception on Cultural Diversity and Multiculturalism Education." In 1st International Conference on Social Sciences Education - "Multicultural Transformation in Education, Social Sciences and Wetland Environment" (ICSSE 2017). Paris, France: Atlantis Press, 2018. http://dx.doi.org/10.2991/icsse-17.2018.30.

Full text
APA, Harvard, Vancouver, ISO, and other styles
3

Nurjannah, Nurjannah, Alies Lintangsari, Unita Rahajeng, and Ucca Arawindha. "Disability is Diversity: A Multiculturalism Perspectives on Disability Inclusion in Higher Education." In 1st International Seminar on Cultural Sciences, ISCS 2020, 4 November 2020, Malang, Indonesia. EAI, 2021. http://dx.doi.org/10.4108/eai.4-11-2020.2308922.

Full text
APA, Harvard, Vancouver, ISO, and other styles
4

Barabadi, M., and A. Barabadi. "Workplace diversity and its outcomes in the arctic area." In 2017 IEEE International Conference on Industrial Engineering and Engineering Management (IEEM). IEEE, 2017. http://dx.doi.org/10.1109/ieem.2017.8289897.

Full text
APA, Harvard, Vancouver, ISO, and other styles
5

"ATTITUDES TO WORKPLACE DIVERSITY – MAIN FINDINGS IN A GLOBAL CONTEXT." In International Management Conference. Editura ASE, 2020. http://dx.doi.org/10.24818/imc/2020/04.07.

Full text
APA, Harvard, Vancouver, ISO, and other styles
6

Ufie, Agustinus. "Authorizing Indonesia Diversity through the Inheritance of Multiculturalism Values Based on Local Wisdom of Maluku People." In 1st International Conference on Social Sciences Education - "Multicultural Transformation in Education, Social Sciences and Wetland Environment" (ICSSE 2017). Paris, France: Atlantis Press, 2018. http://dx.doi.org/10.2991/icsse-17.2018.2.

Full text
APA, Harvard, Vancouver, ISO, and other styles
7

Khoiriyah, Nunung, Ahmad Zaky, and Siti Napsiyah. "The importance of social work anti-discrimination approach for the islamic preachers to disseminate social inclusion and multiculturalism in society." In International Conference on Diversity and Disability Inclusion in Muslim Societies (ICDDIMS 2017). Paris, France: Atlantis Press, 2018. http://dx.doi.org/10.2991/icddims-17.2018.23.

Full text
APA, Harvard, Vancouver, ISO, and other styles
8

Hamp, Roland, Deborah Ryan, and Patricia E. Carreras. "The Practical Value of Workplace Diversity and Inclusion in the Oil and Gas Sector." In SPE Asia Pacific Oil & Gas Conference and Exhibition. Society of Petroleum Engineers, 2020. http://dx.doi.org/10.2118/202301-ms.

Full text
APA, Harvard, Vancouver, ISO, and other styles
9

Sijakovic, Milan, and Ana Peric. "Recycling industrial heritage: promoting local diversity and cohesion in globalising cities." In 55th ISOCARP World Planning Congress, Beyond Metropolis, Jakarta-Bogor, Indonesia. ISOCARP, 2019. http://dx.doi.org/10.47472/tfge1393.

Full text
Abstract:
The shift towards knowledge economy accompanied with the flow of people, capital and goods has manifold effects on urban development. On the one hand, cities are becoming more alike: in chasing for profit, global capitalism imposes spatial patterns that lack distinctiveness. On the other hand, network society makes people living in a global village, thus bringing multiculturalism to the fore. Consequently, continuous change and replacement of urban layers lead to the loss of readability, local diversity, and, finally, identity of a place. To tackle the issue of preserving local identity in a globalising world, we place an emphasis on industrial heritage and the effect of its recycling on a local urban area. As industrial areas keep memory and deep-seated associations for local residents and communities, they play an important role in defining the identity of both the place and its inhabitants. To recycle industrial heritage means to alter obsolete industrial area using its available, useable material, thus making the site suitable for the new function. Recycling differs from both preservation – that persists in maintaining status quo, and the total demolition of an area in order to build it from scratch. Recycling of an industrial site with historic value, thus, make an important contribution to regeneration of urban areas and has a range of social benefits: recycled districts reinforce local cultures, instil a greater sense of pride and confidence among its inhabitants, and retain cohesion in globalising cities. Finally, recycled industrial areas usually become the hubs of creative industry, thus fostering the local economy based on knowledge in contrast to pure tourist areas as manifestations of global consumption.
APA, Harvard, Vancouver, ISO, and other styles
10

Ginter, Joanne. "EXPANDING PLURALISM IN THE AGE OF COVID." In International Psychological Applications Conference and Trends. inScience Press, 2021. http://dx.doi.org/10.36315/2021inpact107.

Full text
Abstract:
"Multiculturalism and growing diversity found within client populations encourages therapists to become pluralists in their work. Pluralism is the position, identified by Kenneth Pargament, that therapists take when the cultural story of both the client and therapist are acknowledged to be present in the session. These cultural stories provide the foundation for creative meaning making in the therapeutic process. The COVID pandemic has set a new bar for therapists in for extending themselves beyond what was once comfortable to being increasingly creative and diversified in meeting their clients’ needs. This has involved ways to navigate online or telephone sessions, which subsequently provided therapists with opportunities for interacting with clients outside their typical client base. Or in other words, the need for a broader and more diversified understanding of client needs and ways to promote healing and client resiliency. This workshop will review the foundational elements of pluralism and the building blocks of resiliency (self, mentor, and community of care) with reference to some of the early literature of the effects of the COVID pandemic on therapists and the therapeutic process. Participants will have an opportunity to identify their position on pluralism and the need for diversity in therapy and the effects of the COVID pandemic on their practice."
APA, Harvard, Vancouver, ISO, and other styles

Reports on the topic "Multiculturalism Diversity in the workplace"

1

Taylor, Aisha. Toward a Taxonomy of Diversity at Work: Developing and Validating the Workplace Diversity Inventory. Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.158.

Full text
APA, Harvard, Vancouver, ISO, and other styles
2

TANG, Denise Tse-Shang, Stefanie TENG, Celine TAN, Bonnie LAM, and Christina YUAN. Building inclusive workplaces for lesbians and bisexual women in Hong Kong’s financial services industry. Centre for Cultural Research and Development, Lingnan University, April 2021. http://dx.doi.org/10.14793/ccrd2021001.

Full text
Abstract:
Workplace inclusion is a core component of corporate social responsibility (CSR) in Hong Kong. Workplace inclusion points to the need for employers to recognize diversity among employees, to acknowledge their contributions to the work environment and to raise professional standards for the work force. Diversity within a workplace indicates inclusion of persons with different backgrounds as in racial, ethnic, sex, health status, sexual orientation and gender identity. Women are already less represented at senior levels across various business sectors in Hong Kong. Lesbians and bisexual women face a double glass ceiling in the workplace as a result of both their gender and sexual orientation. Funded by Lingnan University’s Innovation and Impact Fund, and in partnership with Interbank Forum and Lesbians in Finance, Prof. Denise Tse-Shang Tang conducted an online survey and two focus groups targeting lesbians and bisexual women working in Hong Kong’s financial and banking industry. The aim of the study is to examine the specific challenges and barriers faced by lesbians and bisexual women in Hong Kong’s financial services industry. We found that only 37% of survey respondents were out at work, with 23% partially out to close colleagues. In other words, there are still key concerns with being out at work. On the issue of a glass ceiling for LGBT+ corporate employees, 18% of the survey respondents agreed and 47% somewhat agreed that such a ceiling exists. When asked whether it is harder for lesbians and bisexual women to come out in the workplace than it is for gay men, 32% agreed and 46% somewhat agreed. 27% agreed and 39% somewhat agreed with the statement that it is difficult for lesbians and bisexual women to climb up the corporate ladder. Other findings pointed to the low visibility of lesbians and bisexual women in corporate settings, lack of mentorship, increased levels of stress and anxiety, and the fear of being judged as both a woman and a lesbian. Masculine-presenting employees face significantly more scrutiny than cisgender female employees. Therefore, even though discussion on diversity and inclusion has been on the agenda for better corporate work environment in Hong Kong, there still remain gaps in raising awareness of lesbian and bisexual women’s issues.
APA, Harvard, Vancouver, ISO, and other styles
3

Diversity & Inclusion End of Year Progress Report 2020. Inter-American Development Bank, June 2021. http://dx.doi.org/10.18235/0003332.

Full text
Abstract:
As a development institution, the IDB Group is committed to improving the lives of all people in Latin America and the Caribbean by providing the most innovative and pragmatic solutions to our Regions most pressing development challenges. We also understand that our human capital is our greatest asset and therein lies the key to our success. We believe that our diversity and not just visible diversity but diversity in experiences, perspectives and working styles is not only a large part of who we are but is deeply intertwined with how we leverage the multitude of differences in our workforce. We therefore understand that to deliver on our commitment to our clients, our differences must not just be tolerated or accepted but valued and embraced. We aim to be the workplace where all employees are given an opportunity to succeed regardless of how they identify and we strive to create a workplace culture that values diversity, equity, and inclusion, is unafraid to tackle those tough conversations about the obstacles which may impede progress in our agenda such as racism, disrespect, or discrimination in any form, and is prepared to address these issues.
APA, Harvard, Vancouver, ISO, and other styles
You might also be interested in the extended bibliographies on the topic 'Multiculturalism Diversity in the workplace' for particular source types:
Journal articles Dissertations / Theses Books
We offer discounts on all premium plans for authors whose works are included in thematic literature selections. Contact us to get a unique promo code!

To the bibliography