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Dissertations / Theses on the topic 'Workplace diversity'

Author: Grafiati

Published: 4 June 2021

Last updated: 25 July 2025

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1

ANJORIN, RASHIDAT, and AVNI JANSARI. "MANAGING CULTURAL DIVERSITY AT WORKPLACE." Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Företagsekonomi, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-40190.

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Abstract: Background: Cultural diversity within a workplace is increasingly becoming important as more organisations are embracing it within the global workforce. Some of its effect have been linked to performance outcomes according to past reviews and as a result, there are more suggestions on the need to study how various organisations manage their cultural diversity. Universities as an organisation has also blended in the internationalisation practice through human resources and diverse employees to form a part of the economic globalisation. Purpose: The purpose if this paper is to examine

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2

Shawver, Brenda G. "The social construction of workplace "diversity"." [Tampa, Fla.] : University of South Florida, 2004. http://purl.fcla.edu/fcla/etd/SFE0000263.

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3

Powell, Catherine Shivers. "Mediation, diversity, and justice in the workplace." [Pensacola, Fla.] : University of West Florida, 2009. http://purl.fcla.edu/fcla/etd/WFE0000163.

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Lundman, Ida, and Anna Nordberg. "Praktiskt mångfaldsarbete : En fallstudie av Piteå Kommuns socialtjänsts praktiska mångfaldsarbete." Thesis, Umeå universitet, Sociologiska institutionen, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-117059.

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I takt med att medellivslängden ökar och att andelen personer med utländsk bakgrund växer behöver organisationer ha kunskap om hur de ska hantera mångfald. Detta för att de ska kunna ta tillvara på alla mänskliga resurser samt för att möta framtidens arbetskraftsbehov. Piteå Kommuns socialtjänst står idag inför denna utmaning och har valt att aktivt satsa på mångfald. Syftet med denna studie var därmed att undersöka hur chefer och bemanningsassistenter beskriver begreppet mångfald, hur de praktiskt arbetar med mångfald idag samt undersöka vilka krav de upplever finns på dem i mångfaldsarbetet.

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Paez, Karen N. "Diversity awareness, diversity climate, and individual career outcomes : a counseling psychology perspective /." view abstract or download file of text, 2006. http://proquest.umi.com/pqdweb?did=1276405611&sid=1&Fmt=2&clientId=11238&RQT=309&VName=PQD.

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Thesis (Ph. D.)--University of Oregon, 2006.<br>Typescript. Includes vita and abstract. Includes bibliographical references (leaves 111-119). Also available for download via the World Wide Web; free to University of Oregon users.

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

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The purpose of this thesis was to distinguish between which work factors contribute to emotional conflict in the workplace. Specifically, the factors of interest were existence and tolerance of multicultural diversity, work group culture and group identification.

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Taylor, Aisha Smith. "Toward a Taxonomy of Diversity at Work: Developing and Validating the Workplace Diversity Inventory." PDXScholar, 2011. https://pdxscholar.library.pdx.edu/open_access_etds/158.

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The purpose of this research was to develop a taxonomy of workplace diversity and examine its implications for understanding and predicting diversity at work. A 7-dimension taxonomy was originally developed by reviewing contemporary literature on diversity in the workplace. The taxonomy is grounded in Social Identity Theory. Preliminary research found that each of the seven dimensions of the taxonomy were present in 78 critical incidents describing work-relevant diversity dynamics. The current study reports the development and administration of an instrument, the Workplace Diversity Inventory

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Ebron, Christopher J. "Perceptions of workplace diversity among park districts in Illinois /." Available to subscribers only, 2006. http://proquest.umi.com/pqdweb?did=1136096451&sid=18&Fmt=2&clientId=1509&RQT=309&VName=PQD.

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9

Radwan, Nagwa Farid. "A novel approach towards understanding diversity in the workplace." Thesis, University of Nottingham, 2004. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.419421.

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Ortiz, Daniel M. "Retail Business Managers' Strategies for Enhancing Workplace Diversity Planning." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/6084.

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Lack of workplace diversity planning leads to negative financial outcomes. The purpose of this qualitative multiple case study was to explore strategies that business managers in the retail sector use to enhance workplace diversity planning for assuring compliance with Equal Employment Opportunity Commission (EEOC) regulations. The population included a single focus group of retail business employees as well as business managers of 5 distinct retail stores located in the Southeastern United States who have successfully instituted workplace diversity plans for assuring compliance with EEOC regu

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Sayers, Roslyn, and roslyn sayers@rmit edu au. "Australia's Changing Workplace: A Generational Perspective." RMIT University. Economics, Finance and Marketing, 2006. http://adt.lib.rmit.edu.au/adt/public/adt-VIT20070122.102821.

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This research investigates generational differences in Australian workers. In particular it focuses on changing trends and influences in the workplace and how different generations view and deal with these changes. The study focuses on Baby Boomers (born 1945-1963), Generation X (born 1964-1977) and Generation Y (born 1978 - 1994) across four industry sectors: Corporate, Education, Government and Not for Profit. The Australian workforce currently consists of four generations - all having distinct characteristics, working styles, needs and expectations. These differences pose chal

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Roberge, Marie-Élène. "When and how does diversity increase group performance? a theoretical model followed by an experimental study /." Columbus, Ohio : Ohio State University, 2007. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1187203714.

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Joubert, Yvonne Trijntje. "Organisation team sport interventions to minimise diversity constraints in the workplace." Diss., University of Pretoria, 2010. http://hdl.handle.net/2263/30564.

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The main aim of this study is to explore and determine the effect of an organisation team sport intervention on a number of diversity constraints in two financial organisations. The diversity constraints relevant in this study are race, ethnicity, generation gaps, gender, sexual orientation, socioeconomic status, age, physical abilities, religious beliefs, political beliefs, parental status, education and income. The main aim is to determine whether organisation team sport interventions impacted on the participating employees’ relationships, trust and respect towards one another, despite their

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Alexandre, Cesar da S. "Diversity management : a philosophical deliberation." Thesis, Cape Technikon, 2004. http://hdl.handle.net/20.500.11838/1007.

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Thesis (MTech(Business Administration)--Cape Technikon, Cape Town, 2004<br>My central thesis is, that certain social systems and cultures have supported modern economic growth and human progress, whereas others have not. Countries and, winning organizations that have been able to jump ahead out of the laggard have done so, because they developed a conquering culture of rigor and work, removed from the influences of invisible forces. The world at the beginning of the twenty first century is still, divided between the few who are rich and powerful and the many who are poor and powerl

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Bialy, Eugene J. "Emerging Trends in Workforce Diversity." SeeFull Text at OhioLINK ETD Center (Requires Adobe Acrobat Reader for viewing), 2004. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=toledo1082983510.

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Kotze, Sharon Jean. "Social diversity in an engineering workplace: a conflict resolution perspective." Thesis, Nelson Mandela Metropolitan University, 2011. http://hdl.handle.net/10948/1638.

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The global working environment has altered dramatically over the last decade, with the workforce now consisting of a diverse assortment of individuals. South Africa, in particular, has had to face major challenges as it adapts to the newly conceived "Rainbow Nation". It has also had to make amends for inequalities bred by the past discrimination and the segregation of Apartheid. Prior to this, businesses in general, were inward-looking in that they did not have to comply with or conform to the changing trends found in the international arena. Suddenly, issues such as Black Economic Empowerment

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Ralepeli, Selebeli Gideon. "Employee perceptions on managing diversity in the workplace / S.G. Ralepeli." Thesis, North-West University, 2008. http://hdl.handle.net/10394/2905.

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La, Masa Francesco. "Developing effective measures to implement gender diversity in the workplace." reponame:Repositório Institucional do FGV, 2018. http://hdl.handle.net/10438/20159.

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Submitted by Francesco La Masa (francesco.lamasa@gmail.com) on 2018-02-04T14:34:13Z No. of bitstreams: 1 Final_Version_MPGI_Thesis_Francesco_LaMasa.pdf: 3095454 bytes, checksum: 455145849671e371373d737d617bd305 (MD5)<br>Rejected by Josineide da Silva Santos Locatelli (josineide.locatelli@fgv.br), reason: Dear Francesco, Please, see below the corrections you need to do on your thesis: Page 2: In “Knowledge Field” must to be your adviser field: Gestão e Competitividade em Empresas Globais; Page 3: Without the title of the page, must to be just the “Ficha Catalográfica” on the end the page

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Panoch, Amber. "The relationship between diversity and employee retention." Online version, 2001. http://www.uwstout.edu/lib/thesis/2001/2001panocha.pdf.

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Feldman, Joseph Allan. "Factors of workforce diversity that influence individual and organizational performance." Thesis, University of Pretoria, 2001. http://hdl.handle.net/2263/29395.

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Affirmative action to redress past discriminatory practices is being implemented on a growing scale in the world, and is creating more diversity in the workforce of organizations. With the implementation of affirmative action in organizations, dramatic changes in the composition of the workforce takes place, especially at management level. Many leaders and managers have a poor awareness of the impact of changes in workforce composition on individual and organizational performance and its management. The central issue in dealing with workforce diversity is power-sharing. A heightened awareness

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Kamps, Jenna May. "The influence of diversity complexity and emotional intelligence on the attitude towards diversity in organisations." Thesis, Stellenbosch : Stellenbosch University, 2010. http://hdl.handle.net/10019.1/70359.

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Thesis (MComm) -- Stellenbosch University, 2010.<br>ENGLISH ABSTRACT: The plethora of differences that characterise the South Africa population has become a definite concern for organisational management and is of significant importance to the industrial world itself. The need to critically assess people’s perception and attitude towards diversity within the organisation, and ultimately serving to inform management seeking to build an ethically diverse, healthy and productive workforce, served as a prime motivation for this study. The objective was to demonstrate that humans are complex

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Heller, Deanna M. (Deanna Marcell). "Cultural Diversity and Team Performance: Testing for Social Loafing Effects." Thesis, University of North Texas, 1997. https://digital.library.unt.edu/ark:/67531/metadc278980/.

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The concept of social loafing is important with regard to organizational effectiveness particularly as organizations are relying on teams as a means to drive productivity. The composition of those teams is likely to reflect the current movement of racial and ethnic minorities in the work place. The primary purpose of this research was to determine the role cultural diversity plays in enhancing performance and thereby eliminating social loafing. The research study is significant because 1) it is among the first to use culturally diverse work groups while examining the social loafing phenomenon,

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Obiero, Lawrence O. "Workplace diversity challenges and options for organizations to meet diversity needs of women and people of color /." Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 1997. http://www.kutztown.edu/library/services/remote_access.asp.

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Thesis (M.P.A.)--Kutztown University of Pennsylvania, 1997.<br>Source: Masters Abstracts International, Volume: 45-06, page: 2954. Abstract precedes thesis as preliminary leaves [ii-iv]. Typescript. Includes bibliographical references (leaves 78-82).

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Minneyfield, Aarren Anthony. "OBSERVER ATTRIBUTION OF WORKPLACE INCIVILITY AS RACIAL DISCRIMINATION: AN APPLICATION OF SOCIAL INFORMATION PROCESSING THEORY." OpenSIUC, 2021. https://opensiuc.lib.siu.edu/theses/2889.

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Conventional research on workplace incivility has shown how damaging the perceptions of workplace racism can be on employee well-being, especially minorities at an individual level within organizations. Consequentially, the prolonged exposure to racial discrimination through experience and observation has resulted in racial trauma, which increases an individual’s sensitivity to racial discrimination. One result of this is the hostile attribution of racial discrimination in the workplace. Research on the impact of racial discrimination in the workplace has shown that there are severe negative i

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Caudill, Abbie Nicole. "Academic Gender Diversity Climates: A Multi-Method Study of the Role of Diversity Climate in Academic Workplace Outcomes." University of Akron / OhioLINK, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=akron1540823577252695.

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Doyle, Elizabeth. "Identifying Best Practices for Gender Diversity in Leadership Roles in the Workplace." Ohio University Honors Tutorial College / OhioLINK, 2015. http://rave.ohiolink.edu/etdc/view?acc_num=ouhonors1429795787.

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Pérez, Juliana, and Magnus Ohlin. "Diversity Maturity : How are managers in Sweden facing today’s diverse workforce?" Thesis, Blekinge Tekniska Högskola, Sektionen för management, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:bth-1176.

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Purpose The purpose with this research is to explore what management is doing in order to successfully manage the diversity needs in their workplace and to put up a conceptual model of the initiatives needed in order to reach a successful diversity strategy implementation. The questions are aimed at finding the barriers for managers to implement a successful diversity strategy. Our goal is to understand where the real practitioners of workplace diversity stand in the subject and which areas they wish could be taken a closer look by the researchers. We would also like to explore how mature the

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Amuenje, Florentia. "The impact of diversity training on employee attitudes and behaviour with regard to diversity in work organisations: an analysis of a diversity-training programme in a Namibian work organisation." Thesis, Rhodes University, 2003. http://hdl.handle.net/10962/d1002433.

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Diversity training programmes are formal efforts to prepare the workforce to work with individuals from different cultural backgrounds and to improve organisational effectiveness. Although many studies have described diversity training programmes in the workplace, only a few have been evaluated to assess their effectiveness and impact on job outcomes. This thesis describes a study that assessed the impact of a diversity management-training programme on employee attitudes and behaviour towards diversity in a manufacturing company in Namibia. Kirkpatrick’s (1959) four-level model, which examines

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Peters, Björn A. "Managing diversity in intergovernmental organisations." Wiesbaden : VS, Verlag für Sozialwissenschaften, 2008. http://dx.doi.org/10.1007/978-3-531-90891-5.

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Chang, Boin. "Examining links between diversity and outcomes in work groups effects of different levels of diversity and social networks /." Akron, OH : University of Akron, 2009. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=akron1240417885.

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Thesis (Ph. D.)--University of Akron, Dept. of Psychology-Industrial/Organizational Psychology, 2009.<br>"May, 2009." Title from electronic dissertation title page (viewed 12/2/2009). Advisor, Rosalie J. Hall; Co-Advisor, Harvey L. Sterns; Committee members, Rose A. Beeson, Dennis Doverspike, Aaron M. Schmidt; Department Chair, Paul E. Levy; Dean of the College, Chand Midha; Dean of the Graduate School, George R. Newkome. Includes bibliographical references.

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Schilpzand, Maria Catharine. "Cognitive diversity and team performance: the roles of team mental models and information processing mechanisms." Diss., Georgia Institute of Technology, 2010. http://hdl.handle.net/1853/37186.

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There are two important trends in organizations today: 1) the increasing use of teams and 2) the increasing diversity in the workforce. The literature is in tune with these organizational trends, evidenced by a dramatic increase in research on team performance and the effects of diversity. However, there are still contradictory findings of the effects of team diversity on team processes and outcomes. To shed light on these inconsistencies, the cognitive construct of team mental model is introduced as a mediator of the relationship between team cognitive diversity and team performance. Team men

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Priest, Walker Heather A. "The influence of cultural diversity on initial decisions to trust in newly forming teams a policy capturing approach /." Orlando, Fla. : University of Central Florida, 2008. http://purl.fcla.edu/fcla/etd/CFE0002358.

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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.

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Varnavas, Christine Ann. "The need for cross-cultural training in Hospitality and Tourism programs." Online version, 2000. http://www.uwstout.edu/lib/thesis/2000/2000varnavasc.pdf.

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Yamashita, Kazuhiro. "Importance of developing multicultural diversity training program in the hotel industry in the Minneapolis area." Online version, 2004. http://www.uwstout.edu/lib/thesis/2004/2004yamashitak.pdf.

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Bridges, Jessica. ""Do You Comb Your Hair?”: Detangling First-Generation Black Student Experiences in Internships." Thesis, Boston College, 2020. http://hdl.handle.net/2345/bc-ir:108770.

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Thesis advisor: Deborah Piatelli<br>This study contributes to the growing literature on the effectiveness of diversity and inclusion efforts in organizations. Previous studies focus on D&I efforts for full-time staff and employees. This qualitative and intersectional study examined first-generation black students in corporatized organizations that are predominantly white through interviews where they could share their experiences with organizational structures and cultures to determine the impact that it has on the performance and identity of black interns. This study assessed organization

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Prieb, Michelle E. ""It's not on my 'to do' list" : the discursive construction of workplace diversity." Virtual Press, 2005. http://liblink.bsu.edu/uhtbin/catkey/1313948.

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This qualitative study explored the communicative strategies used by employees for discussing diversity and diversity initiatives in the workplace. The study also examined employees' definitions of diversity and the effectiveness of diversity efforts within the organization. Self-directed focus groups of employees within an organization were used to collect data. Four groups were composed of employees based on designated diversity characteristics: White male, Black female, White female, and workers over 50. This study served to bridge the gap between diversity and organizational communication

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Oh, Gloria. "Mere Diversity or Genuine Inclusion: Moral and Pragmatic Arguments for an Inclusive Workplace." Thesis, Boston College, 2018. http://hdl.handle.net/2345/bc-ir:108033.

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Thesis advisor: Cherie McGill<br>We often hear about the value of a diverse society, workplace, classrooms, and so on, but what exactly do diversity and inclusion involve, and why do we value them? In this thesis, I will explore philosophical concepts of diversity as it relates to race and gender in the workplace. First, what, exactly, do these terms mean? What is the difference between ‘diversity’ and ‘inclusion’, and how are we to understand these concepts as they apply to institutions like the workplace? Secondly, why should we want diverse or inclusive institutions? Mission statements, for

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Gavin, Fiona. "Workplace diversity and European enlargement : a qualitative study within the international civil service." Thesis, University of Manchester, 2012. https://www.research.manchester.ac.uk/portal/en/theses/workplace-diversity-and-european-enlargementa-qualitative-study-within-the-international-civil-service(1b190a5a-4a99-4fd5-b8d2-6890cb2be610).html.

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The European Parliament (EP) and the Council of Europe (CoE) are two internationally renowned organisations sharing a common goal of progressing human rights action and social cohesion within their respective member states. At the point of data collection (early 2007) both organisations were undergoing a period of significant change. Various Southern and Eastern European nations had been given their first opportunity to participate in the official European bodies thus increasing the member states of the EP to 25 and the CoE to 46. Access to the large secretariats of these organisations provide

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Cantu, Cassandra A. "A comprehensive study and critical analysis of diversity management in organizations." Online version, 2008. http://www.uwstout.edu/lib/thesis/2008/2008cantuca.pdf.

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Pinjani, Praveen. "Diversity in global virtual teams a partnership development perspective /." Greensboro, N.C. : University of North Carolina at Greensboro, 2007. http://libres.uncg.edu/edocs/etd/1410/umi-uncg-1410.pdf.

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Thesis (Ph.D.)--University of North Carolina at Greensboro, 2007.<br>Title from PDF t.p. (viewed Oct. 22, 2007). Directed by Prashant C. Palvia; submitted to the School of Business and Economics. Includes bibliographical references (p. 192-214).

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Fernandez, Venard Lourdes Perry Earnest L. "METPRO a case study in diversity and newspaper economics /." Diss., Columbia, Mo. : University of Missouri--Columbia, 2009. http://hdl.handle.net/10355/5361.

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The entire thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file; a non-technical public abstract appears in the public.pdf file. Title from PDF of title page (University of Missouri--Columbia, viewed on January 20, 2010). Thesis advisor: Dr. Earnest L. Perry. Includes bibliographical references.

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

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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

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Grobler, Jan Dirk. "Diversity in decision making for competitive advantage : conceptualising the impact diversity of ideas has on decision making efficiency." Thesis, Stellenbosch : Stellenbosch University, 2013. http://hdl.handle.net/10019.1/80223.

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Thesis (MPhil)--Stellenbosch University, 2013.<br>ENGLISH ABSTRACT: This thesis poses the premise that diversity influences competitive advantage. Although a direct link may not initially be apparent, by first exploring the impact of decision making on competitive advantage and then establishing the effect of diversity on decision making, it is possible to stimulate a competitive advantage. Competitiveness is investigated by looking at how service providers with the same solution participate in their market. The understanding of competitiveness is focused on complexity caused by intense compe

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Carelse, Kareemah. "Employees’ perceptions towards workplace diversity in a financial institution operating in the Western Cape." uwc, 2013. http://hdl.handle.net/11394/3224.

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Magister Commercii (Industrial Psychology) - MCom(IPS)<br>Although South Africa is 18 years into creating a unique diversity management strategy, individuals - directly affected by diversity in organisation will differ completely from those individuals that have not been affected by diversity in organisations at all. The subject of diversity management has become a contentious issue causing disagreement and argument is in the last couple of years. Many organisations find it difficult to grasp the concept of diversity, thus creating an opportunity for organisational development consultants and

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Milton, Laurie Patricia. "Managing diversity to improve the bottom-line : confirming identities to enhance work group dynamics and performance /." Digital version accessible at:, 1998. http://wwwlib.umi.com/cr/utexas/main.

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Hartung, Faye. "How individualist and collectivist organizational cultures influence work processes, outcomes, and cooperation." Online version, 2000. http://www.uwstout.edu/lib/thesis/2000/2000hartungf.pdf.

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Kothbauer, Teresa R. "Intercultural competencies required by organization development consultants." Online version, 2001. http://www.uwstout.edu/lib/thesis/2001/2001kothbauert.pdf.

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Burger, Louis Wicus. "Case study : the success of diversity management practices at Benga mine." Thesis, Stellenbosch : Stellenbosch University, 2014. http://hdl.handle.net/10019.1/97609.

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Thesis (MBA)--Stellenbosch University, 2014.<br>ENGLISH ABSTRACT: Managing the diverse production and support teams on mining operations in Southern Africa is proving to be problematic and challenging. Many mines are facing strikes, “go-slows” and destructive conflict related to diversity issues. The objective of this case study was to evaluate the apparent successful diversity management practices employed at Benga Mine (an MCC Group mine) in Mozambique. The study aimed to determine the success of the tactics employed by the management team and whether successful tactics can be utilised at ot

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Welman, Natasha. "Diversiteitsbestuur in Suid-Afrikaanse sportorganisasies." Diss., Pretoria : [s.n.], 2005. http://upetd.up.ac.za/thesis/available/etd-12082005-160726.

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