Wait a second!
More handpicked essays just for you.
More handpicked essays just for you.
Impact of diversity in the workplace
Impact of diversity in the workplace
Gender in leadership
Don’t take our word for it - see why 10 million students trust us with their essay needs.
Recommended: Impact of diversity in the workplace
Managing Diversity Programs Through Communications Abstract "Organizations must look at diversity now as a critical factor in their future success, not just a social imperative… A diverse workforce is now an important competitive advantage." (Jose De Anda, assistant human resources director for the Southern California Region of Kaiser Permanente) Every ten years this great country of ours conducts the collecting of the U.S. Census. While still in progress at the beginning of this decade, we need only to look at the results of the 1990 census to begin to understand why diversity programs became so important in the nineties. This last census yielded important data, "Almost one in every four Americans in 1990 was of Asian, African-American, or Hispanic descent" (Healthcare Executive, Chicago Jul/Aug 1997, Julie Nilson). Expectations for the current census are that this will increase to one in three. Diversity programs had their beginnings in the late sixties and early seventies, with one of Lyndon Johnson's Great Society Programs, Affirmative Action. While there is some debate as to the longevity of Affirmative Action Programs one thing is clear, workplace diversity is here to stay. Affirmative action and diversity are fundamentally different approaches to differences in the workplace. "While diversity efforts try to foster a sense of fairness, affirmative action tries to force compliance." (David Benton, workforce policy adviser to the U.S. Coast Guard,Commandant in Washington, D.C.) Workplace diversity is not just about a person's race. It encompasses a wide variety of differences; including language, age, sexual orientation, martial status, education, and disabilities. With organizations now competing in a glob... ... middle of paper ... ...olumbia Univ. Grossman, R. (2000) Is Diversity Working? HR Magazine (Vol. 45 Issue 3) Jarman, M (1998) Making Differences Matter: A New Paradigm for Managing Diversity, The Arizona Republic Mendelson, J. & Mendelson, D. (1996) An action plan to improve difficult communication -- promoting diversity in the workplace. (Vol.41, pp118) HR Magazine Nilson, J. (1997) Developing a Diversity Program, Healthcare Executive [Chicago] Schlesinger, Jr. A. (1991) The cult Of Ethnicity, (pp 21) Time, Inc. Smith, M The Case for Diversity, Culture and organizational change (Vol. 76) Management Accounting Thomas, D. (1996) Harvard Business Review, Harvard Univ. Graduate School of Business Administration Williams, J. (2000) Management, Leadership, and Team Building in the Project and Program Environment (MGMT x474.9) University of California, Irvine
Diversity is the piece that makes the modern workforce so amazingly unique and challenging at the same time. Valuing diversity means creating a work environment that respects and includes differences, recognizing the unique contributions these differences can bring, and maximizing the potential of all employees and the company. In The Loudest Duck, the author describes what often happens when diverse individuals enter the modern diverse workplace. Liswood gives great examples, analogies and shares simple insights into the hardships of bringing people from diverse backgrounds together to accomplish goals. The main emphasis is put on recognizing that diversity strictly by statistics of different races and/or genders present is insufficient.
These project managers are also examining teamwork for ways to improve project success. However, since the benefits of leadership behaviors can be rather intangible, this has slowed or prevented the implementation of leadership theories. Accordingly, the impact of leadership behaviors on project performance has been one of the major issues for both industry and academic fields (Keller, 1992; Kendra and Taplin, 2004; Turner and Muller, 2005). In order to understand the benefits, there is a need for quantification of the benefits derived from leadership behaviors. Research on leadership behaviors and theirs associations with project success should offer tangible evidence of advantages from adopting a certain leadership style (Giritli and Civan, 2008). There is a need for more comprehensive empirical evidence that evaluates the benefits associated with the project manager's leadership style and, more specifically, its associations with project success. This study attempts to fill this void of empirical evidence by identifying the associations between leadership style and project success. The purpose of this research is to investigate the effect of the leadership style on project success and to examine the mediating role of Team stability in the relationship between leadership performance and project success. In other words, the analysis shows the relationship between
The healthcare workforce is suffering critically due to its lack in diversity. As healthcare organizations are growing and the number of patients is increasing, so is the diversity of the patients. There are more minority patients are the number of minorities increase in the United States. The need for minority employees is crucial in that they are needed to help assist patients who have the similar cultural, racial, and ethnic upbringings. There are many barriers in healthcare workforce that are keeping minorities from reaching their full potential to become employees in healthcare, particularly upper-level leadership positions; as patients continue to become more diverse, so does the need of employees.
Cañas, K. A. & Sondak, H. (2011). Opportunities and challenged for workplace diversity: Theory, cases, and exercises. Upper Saddle River: Pearson Prentice Hall.
Workplace diversity is broadly defined as an inclusive company culture that strives to respect variations in employee personality, work style, age, ethnicity, gender, religion, socioeconomics, education and other dimensions. A company that favors certain characteristics about its employees runs the risk of lawsuits, turnover and reduced productivity. Tom 's topics will include: State and Federal employment discrimination laws and how they differ; avoiding discrimination claims; properly handing employee complaints of discrimination; Diversity is more than race and sex, and Inclusion is more than being nice; and diversity and cultural awareness during a time of unprecedented economic
In many companies, employees feel diversity ix not an organizational priority. Diversity has to be apart of...
Salisbury, J., & Byrd, S. (n.d.). Why Diversity Matters in Health Care. In CSA Bulletin.
Another reason why diversity is important is because recent studies from the U.S. Department of Labor shows data that America’s population will be drastically different in the future because of the rapid growth of different minority groups such as African Americans, Hispanics, Asian and Pacific Islanders in the country. According to Plunkett, Allen, and Attner, the data also stated that the population of Caucasians will gradually be declining too. Aside from the ...
This document will explore what a company can do to foster diversity in the workplace. The business case highlights the development and implementation of organizational initiatives that could:
According to McCormick (2007), the first form of workplace diversity happened in 1948, when President Truman approved Executive Order 9981 whose main purpose was to advance equal treatment and opportuities in the armed forces. Therefore, scholars cite it as the origin of workplace diversity because President Truman the committee tasked to implement the executive order, used it to pursue desegregation in the armed forces. In the business world, many companies long held the belief that the assimiltion of new recruits in an organization required their socialization to adapt to the organization’s existent culture. However, over the last few decades, business organizations have realized that because of various reasons, the orgnizational culture must conform if it must attract and maintain a competitive workforce. This change has been steered by variety of workplace diversity initiatives. Despite the proliferation of such initiatives, the term “workplace diversity” is virtually never defined. Many attempts at defining the term are often in a circular or conclusory manner that does little to strengthen a collective understanding of this term.
In the healthcare system, it is needed even more. Many healthcare facilities need to have their workforce diverse in order to reap benefits. In the 2000 U.S. Census, African Americans accounted for nearly 12.7 percent of the workforce, that number hasn’t increased exponentially today. Many minorities are underrepresented in the healthcare workforce, which can affect delivery of healthcare. Some benefits that many organizations see from a diverse work environment are: varied ideas, a larger talent pool, reduced discrimination, and more productivity. These benefits can impact the healthcare delivery system by improving quality of care and quality in the
Diversity is a highly important issue in today’s business, especially in a globalized company. Workplace diversity helps to get better solutions to business problems (Schawbel, 2012). When you have a group of individ...
Differences are an undeniable common thread in American culture and the global community at large. It should be expected that every individual is unique in his or her own experiences, views, beliefs philosophies and ideologies. Fortunately, these distinctive differences that have become a driving force for change and acceptance in the workplace environment. “Workforce diversity acknowledges the reality that people differ in many ways, visible or invisible, [by] age, gender, marital status, social status, disability, sexual orientation, religion, personality, ethnicity and culture (Shen, Chanda, D’Netto, & Monga, 2009, p. 235). Support of individuals’ unique differences has assisted organizations in creating a business culture, which allows its workforce to thrive. Moreover, effective management of diversity has enabled organizations to better understand the many facets of the communities they reach and has allowed companies to successfully compete in an increasingly competitive global market.
Diversity is all around us and how organizations deal with the notion of diversity can be complex and quite diverse. We know that being diverse in the workplace is important to the organization's success, should be recognized, accepted, and embraced. It’s how the organizations live up to what they believe in and must go above and beyond legal compliance and requirements to promoting diversity and inclusion. Otherwise, employees may view the organization's vision and policies as lip service and only be tolerant of diversity because the organization said so.
The importance of diversity in the workplace that it can aid in a competitive framework