The New England Aquarium had a difficult dilemma. The organization wanted to become an entity representative of the city of Boston and characterize its ethnic, racial, and economic diversity. However, since the late 1960's, the aquarium was considered inaccessible by minority communities. As such, its board of trustees wanted to change this image. In the early 1990's, they developed a plan to "attract and involve" populations previously underrepresented. At the same time, the education department began to implement programs targeting minority youth. Despite the good intentions, these efforts proved unsuccessful and jeopardized the cohesion of the department. The experiences of the youth programs in the education department demonstrate considerable structural and human resource frame management faults. The issues that highlight the structural faults revolve around the mission statement and goals of the aquarium, as well as the structure configuration and its coordination. Human Resource issues revolve around the relationships and conflicting needs of the aquarium and its people, including the minority youth. Perhaps the most visible and obvious structural issue revolves around the aquarium's mission statement and goals. As noted in the case study, the original mission statement "make known the world of water through education, research, and exhibition" concentrates on its goal to bring sea life to the community. The new mission statement saw the aquarium as a "responsive community resource that attracts the broadest possible audience delivering highest quality experience" and as "a culturally diverse staff." When the new mission statement was implemented, diversity initiatives were limited to the education depar... ... middle of paper ... ... later minority youth to join full time staff, is a best practice for human resource management (Bolman p.146). This principle encourages people to work well in hopes of a promotion, creates loyalty and allows for younger staff to learn from older, more experienced members. The New England Aquarium’s foray into diversity was tumultuous and administrators learned lessons the hard way. Despite the early problems administrators faced with the minority youth programs, the needs of both parties were eventually addressed. The aquarium was reaching communities they hadn’t before while young people experienced meaningful job opportunities. Problems within the structural frame were present but I’m confident that the work Rosa Hunter was doing would lead them to eventually restructuring, finding easier ways to communicate and working as a group to reach their mission.
Within the assumptions of the structural frame we will use it The first and most notable structural management issue is the goals that were setup by the aquarium. The original goal of the aquarium, as stated in the first mission statement, was, “make known the world of water through education, research, and exhibition.” Since the aquarium wanted to attract a diverse population into the aquarium the mission statement was amended to say a “responsive community resource to attract the broadest possible audience”, and a “culturally diverse staff.” There were many different types of programs to reach the goals of the aquarium, but they...
The Ocean Hill Brownsville school controversy was a case study of race relations during the 1960’s. This predominantly black area wished to have jurisdiction over their schools’ operations and curricula. In 1967, the superintendent of schools granted Ocean Hill Brownsville “community control” of their district. The Board of Education’s action was part of a new decentralization policy that wanted to disperse New York City’s political powers locally. Once in place, the Unit Administrator, Rhody McCoy, fired several teachers inciting one of the most profound racial standoffs in the city’s history. The evolution of the national civil rights movement parallels the changing attitudes of blacks involved in Ocean Hill Brownsville. In addition, evidence of differing theories concerning assimilation to the American ethnicity is portrayed through the actions of the participants.
By embracing, and not just celebrating diversity in our colleges, we can create a more broad, educated, and interesting view of the
The American society, more so, the victims and the government have assumed that racism in education is an obvious issue and no lasting solution that can curb the habit. On the contrary, this is a matter of concern in the modern era that attracts the concern of the government and the victims of African-Americans. Considering that all humans deserve the right to equal education. Again, the point here that there is racial discrimination in education in Baltimore, and it should interest those affected such as the African Americans as well as the interested bodies responsible for the delivery of equitable education, as well as the government. Beyond this limited audience, on the other hand, the argument should address any individual in the society concerned about racism in education in Baltimore and the American Society in
Diversity, a word often heard growing up. In high school diversity was an issue that was pushed repeatedly. I attended a school that had a student body of over 2000 students, in which diversity was not really an issue. As time passed I found that diversity affected my life more and more. As college neared filling out applications became more of a ritual, and I found that by being born into a white middle class family would hinder my financial status rather than help it. Recently an article appeared in the Iowa State Daily, which addressed the issue of a white-only scholarship. In addition to the scholarships offered to members of the minority races, a scholarship should be offered to the members of the decreasing majority.
An increase in minority employment in healthcare organizations has increased, but there lacks an increase in positions of leadership and management. Those positions that have increases are lower level positions of the hospital such as janitors and cooks that are very well still important, but do not play a role in leadership and management. These positions do not require an educational or leadership background. The problem that healthcare management is facing is the lack of diversity in leadership there are very few minorities who have positions as chief executive officers (CEOs), health service managers, and healthcare support employees. The percentage of CEOs are 11.7%, health service managers account for 21.5%, and 43.6% of healthcare support employees are a minority. Whereas, minorities who hold maids and housekeeping cleaners positions are 62.3% which is more than any other position (Gabor 2008). To change these percentages, minorities need to become more educational involved in healthcare and leadership by receiving degr...
Thesis Statement: Closing SeaWorld’s doors would be unjust, however; SeaWorld can repair its image by providing excellent care for its current residents and by shifting the business model from entertainment to rescue, rehabilitate and release at all locations.
...tention and turnover rates for minority teachers highlight the discrepancy that exists in education programs that are unsuccessful at keeping educators in the classroom. Dilworth makes a bold move by addressing these concerns as the problem currently has failed to be acknowledged or directed.
Diversity management efforts are based on a voluntary commitment to accept each individual’s uniqueness and to respect and learn from individual differences. In fact, diversity management efforts require a great deal of commitment particularly since it includes more than just image based differences (Cole, Salimath). Because it includes all differences and actively works to change prejudicial attitudes and beliefs, diversity management is the perfect complement to affirmative action. Together they can create an inclusive society that is race- and gender-conscious. Being race- and gender-conscious will highlight each individual difference which will facilitate acceptance without judgment and insensitivity.
Change is a process, not a destination (Williams-Hecksel, 2018). During my time as a Co-Director of the non-profit, the Indigenous Youth Empowerment Program (IYEP) I have seen this in the way our organization has constantly changed and evolved. IYEP provides cultural and academic mentoring for K-12 Native American and Indigenous youth. Additionally, IYEP has been providing a free summer camp in the Lansing area for nearly ten years. But, in the last year our organization has undergone a lot of change. Due to school construction and a change in the population, we were only able to provide academic tutoring and mentoring on a needs basis in 2018. Overtime, the lack of programs year round caused the three Co-Directors including myself to re-evaluate
Those efforts improve students' learning and experiences by cultivating key behaviors and knowledge and by providing a unique educational context. Published in the American Educational Research Journal, this paper gives insight into how racial diversity stretches beyond educational engagement and social composition. The significant difference made by diversity-related efforts, such as hybridized racial interactions and policies, is fully explored. The findings of the study presented can be generalized to the argument of institutional racism, as this piece presents rationale against it. The limitations of this paper are the insufficient detail regarding educational context needed to illustrate the steps institutions can take to apply diversity.
Additionally the text book Understanding and Managing Diversity also highlighted that we have to consider the multiple dimensions of diversity:
Thomas, Jr., R. Roosevelt, (1991). Beyond Race and Gender: Unleashing the Power of Your Total Work Force by Managing Diversity.
...’s objective was to implement diversity and retain more women and minorities in Besfood Company.
Now that we have explored my past, present, and future experiences with diversity, it is time to see how they are present within and effect each other. Firstly, let’s look into how my future is present in my past. The most obvious portion of my future that is in my past is my willingness and efforts to love and include everyone and to spread this world view. It took a fellow classmate of mine to demonstrate to my third grade self that we are all human beings and we all deserve to be treated as such. In my future, I aspire to demonstrate this world view to my students and inspire them to treat each other accordingly. This aspiration directly reflects my world view struggles I went through in third grade, for I want to help my students come to