...Australian Multiculturalism: Its Rise and Demise Brian Galligan and Winsome Roberts University of Melbourne Refereed paper presented to the Australasian Political Studies Association Conference University of Tasmania, Hobart 29 September – 1 October 2003 Brian Galligan, Winsome Roberts: Australian Multiculturalism Multiculturalism merits special attention because of its significance as a national policy of accommodating migrants from diverse cultural backgrounds. Multiculturalism is more significant because of the larger claims it made about the actual or preferred character of the Australian people and national culture. These embellishments were promoted by a relatively small coterie of elites, as Mark Lopez has painstakingly documented,1 and became standard formulations used in official accounts of Australian national identity and citizenship. While the sting has gone out of multiculturalism and the national debate has moved on to issues of citizenship and refugee policy, multicultural formulations still inform official documents. According to this view, Australia is now made up of people of diverse cultures that should be given equal status with the Australian mainstream. Australian citizenship is then invoked as the glue that binds these different groups into a national unity. The multicultural account of Australia as a nation of diverse cultural groups has been taken over by the Australian Citizenship Council in its prescriptions for Australian Citizenship for...
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...Sample Research Paper on Citizenship Introduction Citizenship is being defined as the relationship between the state and individuals. Historically citizenship is being inevitably linked with the state formation. Originally citizenship was denoting residence of people within protected walls of a city. Thus, whoever belonged to a community residing inside the boundaries was considered a citizen. Later this term has acquired a different meaning and the standards and definitions of citizenship have changed. There were many reasons that have caused such changes: history proceeded with its migrations, wars and annexation and along on its way brought new meanings to citizenship. Such change in definition, for example, can be found in suffrage granted to women and the nonpropertied classes. Paupers, convicts and soldiers are another example of how political and civil rights were once a privilege of certain classes only (Dahrendorf, 1974, p. 11). With the introduction of mass democracy and social protection as well as introduction of welfare state a need in the new conception that would look on the relationship on an individual and the state appeared consequently. The norms of citizenship, therefore, have improved with the development of state and citizenship became a multination concept, which implies different things to different nations (Dahrendorf, 1974, p. 12). According to Michael Ignatieff (1995), the introduction of the welfare state can be explained as an attempt to make citizenship...
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...declare that no material contained in the thesis has been used in any other submission for an academic award and is solely my own work Signature of Candidate Type of Award School ___PhD_________________________________ ___Centre for Professional Ethics___________ 1 Abstract It was long assumed that both multiculturalism and feminism are connected to progressive movements and hence have comparable and compatible goals. However, both in academia and in popular media the critique on multiculturalism has grown and is often accompanied with arguments related to gender equality and/or feminism. According to political scientist Susan Moller Okin for example there are fundamental conflicts between our commitment to gender equality and the desire to respect the customs of minority cultures or religions. If we agree that women should not be disadvantaged because of their sex, she argues, we should not accept group rights that permit oppressive practices. Okin’s claims led to a complex and highly important debate both in academia and in public debates. The main aim of this thesis is to explore in depth the different discourses about multiculturalism and feminism and develop a more inclusive and nuanced...
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...Guidelines on Multicultural Education, Training, Research, Practice, and Organizational Change for Psychologists American Psychological Association Approved as APA Policy by the APA Council of Representatives, August, 2002 Copyright, American Psychological Association, 2002 Author Note: This document was approved as policy of the American Psychological Association (APA) by the APA Council of Representatives in August, 2002. This document was drafted by a joint Task Force of APA Divisions 17 (Counseling Psychology) and 45 (The Society for the Psychological Study of Ethnic Minority Issues). These guidelines have been in the process of development for 22 years, so many individuals and groups require acknowledgement. The Divisions 17/45 writing team for the present document included Nadya Fouad, PhD, Co-Chair, Patricia Arredondo, EdD, Co-Chair, Michael D’Andrea, EdD and Allen Ivey, EdD. These guidelines build on work related to multicultural counseling competencies by Division 17 (Sue et al., 1982) and the Association of Multicultural Counseling and Development (Arredondo et al., 1996; Sue, Arredondo, & McDavis, 1992). The Task Force acknowledges Allen Ivey, EdD, Thomas Parham, PhD, and Derald Wing Sue, PhD for their leadership related to the work on competencies. The Divisions 17/45 writing team for these guidelines was assisted in reviewing the relevant literature by Rod Goodyear, PhD, Jeffrey S. Mio, PhD, Ruperto (Toti) Perez, PhD, William Parham, PhD, and Derald Wing Sue...
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...1 Student: ___________________________________________________________________________ 1. Which of these statements about the field of organizational behaviour is FALSE? A Organizational behaviour scholars study individual, team and structural characteristics that influence . behaviour within organizations. B. Leadership, communication and other organizational behaviour topics were not discussed by scholars until the 1940s. C. Organizational behaviour emerged as a distinct field around the 1940s. D. The field of OB has adopted concepts and theories from other fields of inquiry. E. OB scholars study what people think, feel and do in and around organizations. Which of these statements about the field of organizational behaviour is TRUE? A. Organizational behaviour emerged as a distinct field during the 1980s. B. The origins of some organizational behaviour concepts date back to Plato and other Greek philosophers. C. Information technology has almost no effect on organizational behaviour. D.The field of organizational behaviour relies exclusively on ideas generated within the field by organizational behaviour scholars. E. The origins of organizational behaviour are traced mainly to the field of economics. In the field of organizational behaviour, organizations are best described as: A. legal entities that must abide by government regulations and pay taxes. B. physical structures with observable capital equipment. C. social entities with a publicly stated set of formal goals...
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...Cultural diversity in Britain A toolkit for cross-cultural co-operation Phil Wood, Charles Landry and Jude Bloomfield With the current debate about ‘multiculturalism’, this study sets out a new approach to cultural diversity. It explores ways of unlocking the potential in diversity and identifies strategies to aid greater exchange between different cultural groups. The authors examine the connections between cultural diversity, innovation and thriving, prosperous urban communities, in relation to the economic, social and cultural mix of Britain’s population. They developed tools to harness the potential of diverse communities, and their powers of innovation, for use by policymakers, planners and practitioners. These include a set of indicators of openness to check the readiness of a city to take advantage of diversity, and the intercultural lens through which professionals can examine the familiar in a new light. The study evaluated six aspects of local activity: public consultation and engagement urban planning and development business and entrepreneurship schools the arts and creative industries sport. The project went further by helping participating cities to develop specific economic, social, cultural and planning policies and so to become role models for others. The study draws on local case studies and in-depth interviews with 33 intercultural innovators in seven UK cities, with comparative analysis also conducted in Europe, North America and Australasia. It is aimed...
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...Policy Critical Perspectives on Multiculturalism David Bromell Institute of Policy Studies Ethnicity, Identity and Public Policy Critical Perspectives on Multiculturalism David Bromell Institute of Policy Studies First printed in 2008 Institute of Policy Studies School of Government Victoria University of Wellington PO Box 600 Wellington © Institute of Policy Studies ISBN 158 IPS/Pub/978-1-877347-26-9 This book is copyright. Apart from any fair dealing for the purpose of private study, research, criticism or review, as permitted under the Copyright Act, no part may be reproduced without the permission of the Institute of Policy Studies. Copy editor: Belinda Hill Cover design: Milne Printers Ltd Printed by Milne Printers Ltd Contents List of Tables iv List of Figures iv List of Boxes iv Foreword v Acknowledgments and Disclaimer ix Part One: Introduction and Context of Inquiry 1 Introduction 2 New Zealand Context 3 21 Part Two: Communitarian Responses to Liberalism Introduction to Part Two 61 3 Civic Republicanism: Michael Sandel 63 4 The Politics of Recognition: Charles Taylor 83 Part Three: Multiculturalism Introduction to Part Three 105 5 Multicultural Citizenship: Will Kymlicka 107 6 Common Citizenship in a Multicultural Society: Bhikhu Parekh 151 Part Four: Critical Responses to Multiculturalism Introduction to Part Four 187 ...
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...Sociopolitical Factors and Diversity Angie Kauffman Psych 535 September 7, 2013 Sociopolitical Factors and Diversity As society continues to diversify, both psychologists and therapists need to develop awareness for each client’s perspective, beliefs, and values. An individual’s perspective may differ from the perspective of his or her therapist. Thus, psychologists and therapists alike must develop an understanding of cultural diversity. Pederson and Locke (1999) stress the need for training in the culture-centered approach to gain, “accurate assessment, meaningful understanding, and appropriate intervention” (p. 11). A variety of factors can affect the understanding of a culturally diverse individual, such as homelessness, sexual harassment, and racism. Through an understanding of those three sociopolitical factors, psychologists and therapists can see the impact of these factors on psychological development, behavior, and distress. As a result, practices may be put in place to help minimize potentially harmful consequences. Homelessness Approximately two and a half million people are homeless and 30-50% of this group consists of families with children (Pedersen & Locke, 1999). According to Pederson and Locke (1999), homeless is defined if an individual meets one of the following criteria: • Inability to secure regular and stable housing • Primary residence is a public or private shelter • Occupying a place not designated for housing (p. 90). The homeless...
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...Int. J. of Human Resource Management 18:11 November 2007 1895– 1916 The global integration of diversity management: a longitudinal case study Aulikki Sippola and Adam Smale Abstract Whilst the extant diversity management literature has provided a comprehensive array of theoretical frameworks and empirical studies on how organizations can and have approached the management of a diverse workforce, the same cannot be said about the literature on diversity in an international setting. Indeed, from a diversity management perspective we know surprisingly little about how multinational firms are responding to the increasing globalization of their workforce. This study seeks to contribute to this underresearched area through an in-depth longitudinal case study of TRANSCO, a well-known European MNC, which has been attempting to integrate diversity management globally throughout its worldwide operations. Adopting a Finnish host-country perspective, the study investigates what TRANSCO has been integrating, how it has tried to facilitate this and the challenges that have arisen throughout the process. The results indicate that TRANSCO has committed a considerable amount of resources to the global diversity management integration process, reflected in the myriad of integration mechanisms utilized. In terms of their integration strategy, it was evident that TRANSCO was able to achieve global consistency at the level of diversity philosophy, but was forced to rely on a more multi-domestic...
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...ieit-web.org/apscj The Scope and Impact of Workplace Diversity in the United Arab Emirates – An Initial Study Badreya Al-Jenaibi (United Arab Emirates) 1,* 1 Department of Mass Communication, United Arab Emirates University, United Arab Emirates, P.O Box 15551 E-Mails: E-mail: aljenaibi@uaeu.ac.ae * Department of Mass Communication, United Arab Emirates University, United Arab Emirates, P.O Box 15551; Fax: +00971-37671706 Received: May 2011 / Accepted: Jun. 2011 / In Press: Jun. 2011 /Published: Jul. 2011 Abstract: Workplace diversity and multicultural teams have become a priority concern among organizations in the United Arab Emirates (UAE) today. The UAE has one of the world's largest net migration rates, and the number of workers from India, the Philippines, Indonesia, Australia, the USA, among other countries, has increased significantly in recent decades (Burns, 2005). The UAE's cross border mobility has resulted in the interaction of people with diverse customs and diverse ethnic backgrounds. From a human resources perspective, diversity has been shown to have a number of benefits, including enhanced employee creativity and competence. Organizations that fail to employ people from different cultural and racial backgrounds detract from overall organizational performance. This study critically analyzes the benefits and challenges organizations face in the diverse workplaces of the United Arab Emirates. The study used a multimethod approach combining survey data...
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...Caucus groups, independent groups of Xerox employees dating from the 1960s, play an important role in our diversity story. These caucuses, similar to networking and affinity groups, are instrumental in advocating openness, opportunity and inclusion for the entire Xerox community. They work with management to achieve common business objectives, self-advocacy and to create an environment of inclusion. Six caucus groups currently exist to address the concerns and meet the needs of employees who are African-American, Hispanic, Asian, women, African-American women, gay, lesbian, transgender and bisexual. Through executive roundtables, our CEO and other senior leaders meet with diverse teams of Xerox employees, often representing one of our caucus groups. During these informal sessions, participants share their views on Xerox’s work environment and business concerns, and identify actionable items for discussion with Xerox’s senior team. The process ensures that the executive leadership team and the CEO are working together to resABSTRACT. Currently, an increasing number of organizations are attempting to enhance inclusiveness of under represented individuals through proactive efforts to manage their diversity. In this article, we define diversity management against the backdrop of its predecessor, affirmative action. Next, selected examples of organizations that have experienced specific positive bottom line results from diversity management strategies are discussed. The...
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...Cross-Cultural Communication Theory and Practice Barry Tomalin; Brian J. Hurn ISBN: 9780230391147 DOI: 10.1057/9780230391147 Palgrave Macmillan Please respect intellectual property rights This material is copyright and its use is restricted by our standard site license terms and conditions (see palgraveconnect.com/pc/connect/info/terms_conditions.html). If you plan to copy, distribute or share in any format, including, for the avoidance of doubt, posting on websites, you need the express prior permission of Palgrave Macmillan. To request permission please contact rights@palgrave.com. Cross-Cultural Communication 10.1057/9780230391147 - Cross-Cultural Communication, Brian J. Hurn and Barry Tomalin Copyright material from www.palgraveconnect.com - licensed to Griffith University - PalgraveConnect - 2014-04-12 This page intentionally left blank 10.1057/9780230391147 - Cross-Cultural Communication, Brian J. Hurn and Barry Tomalin Copyright material from www.palgraveconnect.com - licensed to Griffith University - PalgraveConnect - 2014-04-12 Cross-Cultural Communication Theory and Practice Brian J. Hurn and Barry Tomalin Copyright material from www.palgraveconnect.com - licensed to Griffith University - PalgraveConnect - 2014-04-12 10.1057/9780230391147 - Cross-Cultural Communication, Brian J. Hurn and Barry Tomalin © Brian J. Hurn and Barry Tomalin 2013 Foreword © Jack Spence 2013 All rights reserved. No reproduction, copy or transmission of this...
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...France, HR Etiquette Gary Smith MSA 604 Admin, Global & Multiculturalism 22272474 DR. Richard L. Hayes August 9, 2015 France is a modern European state and a republic, the capital of France is Paris, and is one of the world's top five economies. France official language is French, and official currency is Euros. Breton and Alsatian languages, according to about-france.com, are making a comeback. France is the largest country in the European Union, stretching from the North Sea to the Mediterranean. Lowland France consists of four river basins, the Seine in the north, the Loire and the Garonne flowing westwards and the Rhône, which flows from Lake Geneva to the Mediterranean Sea. France has an advanced industrial economy and an efficient farm sector. France has produced some of the continent's most influential writers and thinkers (About-france.com, 2015). Many of today’s French regions are in check with the provinces of pre-revolutionary France. These areas even share the same name. Other areas are different and include historic regions, such as Normandy. The 22 regions in Metropolitan France include Continental France and the island of Corsica. There are also five overseas regions. Each region has extensive posers in transportation, infrastructure, the economy, education and tourism. Each region works hard to maintain and develop their own identities. The French government plans to reduce the regions in 2016 from 22 to 13 as was adopted by the French Parliament...
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...This text was adapted by The Saylor Foundation under a Creative Commons Attribution-NonCommercial-ShareAlike 3.0 License without attribution as requested by the work’s original creator or licensee. Saylor URL: http://www.saylor.org/books Saylor.org 1 Preface Competing books are focused on the academic part of HRM, which is necessary in a university or college setting. However, the goal with this book is not only to provide the necessary academic background information but also to present the material with a practitioner’s focus on both large and small businesses. While the writing style is clear and focused, we don’t feel jargon and ten-dollar words are necessary to making a good textbook. Clear and concise language makes the book interesting and understandable (not to mention more fun to read) to the future HRM professional and manager alike. It is highly likely that anyone in business will have to take on an HRM role at some point in their careers. For example, should you decide to start your own business, many of the topics discussed will apply to your business. This is the goal of this book; it is useful enough for the HRM professional, but the information presented is also applicable to managers, supervisors, and entrepreneurs. Besides these differences, other key differences include the following: This book utilizes a technology focus and shows how HRM activities can be leveraged using technology. We have also included a chapter on communication and information...
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...applying organisational behaviour knowledge tends to improve the organisation's financial performance. True False Globalisation may have both positive and negative implications for people working in organisations. True False Reduced job security and increased work intensification in Australia are partly caused by globalisation. True False 2. 3. 4. 5. 6. 7. 8. 9. Education is a primary category of surface-level diversity. True False Australian employees are more diverse today than a few decades ago on many deep-level categories but have actually reduced their diversity on most surface categories. True False 10. Research indicates that baby boomers and Generation-X employees bring the same values and expectations to the workplace. True False 11. Workforce diversity potentially improves decision making and team performance on complex tasks. True False 12. Surveys indicate that most Australian employees do not experience conflicting work–life balance. True False 13. Generation X and Generation Y expectations are causing employers to reduce hierarchy and commandand-control management. True False 14. Teams with diverse employees usually take longer to perform effectively. If this is so, explain why and the reasons for still using them....
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