...Diversity in politics is an inevitable occurrence that most states have to deal with. It is said to be exhibited when a group of political entities, neighborhoods, or student gatherings are comprised of individuals with recognized differences in their political and cultural backgrounds or lifestyles. According to Madison, some of the problems brought about by the nature of differences in politics include instability, injustice, and confusion; therefore, in order to deal with the problems brought about by these differences in politics, he suggests the use of political factions as the best strategy. A political faction refers to a group of persons with a common political goal such as political parties or trade unions. Members of factions are bound together by the common agenda of achieving their political goals. In the tenth section of The Federalist Papers, James Madison defines a faction as a group of citizens comprising a minority or majority of the entire population, who are unified and motivated by some joint impulse of passion or interest that are contrary to the beliefs of other citizens or to the long-lasting...
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...1. Introduction Equality and diversity in the workplace has become a central topic in the debate within the human resource management literature. Traditionally, society has been divided into different social classes, which arise from different aspects such as access to material resources, access to education and employment opportunity. These divisions in class differences have reflected and have fundamental influence over employment relationships (Williams and Adam-Smith, 2009). However, inequality nowadays is more complex. It has gone beyond the issue of class differences, thus the lack of equality and non-discrimination framework impedes the progress of equality and diversity in contemporary organisations (Fawcett Report, 2013). The presented paper builds on the existing literature on the topic of equality and diversity in the workplace, and aims to examine the role of trade unions, governments and human resource managers in promoting equality and diversity within organisations. Particular difficulties of advancing equality in practice are investigated and solutions to overcome these issues are discussed. Overall, the paper is structured into three main sections. To begin, a short outline of different approaches used in addressing equality and diversity will be considered. The first main section highlights the role of the stakeholders in promoting equality and diversity in the workplace. The second section evaluates numerous challenges preventing the promotion of equality...
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...Role of Sexual Orientation in Leadership and Communication Style John M. Stinnett ORG300 – Applying Leadership Principles Colorado State University – Global Campus Dr. Wendy G. Wilson February 14, 2015 Role of Sexual Orientation in Leadership and Communication Style Leadership can be defined as the process through which an individual guides and motivates a group towards the achievement of a common goal/s. Until recently, men have largely held leadership positions and men were thusly stereotyped to be more effective leaders. Women were seldom seen in senior leadership roles, and openly gay individuals were almost unheard of as leaders. However, currently with a more liberal trend to be open about one’s sexuality; gays and lesbians have become more frequent in the workforce over the past few decades, especially in management and leadership positions. The stereotypes are changing as more and more homosexuals enter leadership roles. Diversity in Leadership and Communication Today’s leader must be skilled in intercultural and diversity communication styles. As Van Hoyes and Livens state, “an organization’s success, profit and growth depend increasingly on the management of a diverse work force” (2003). Diversity includes such things as race, gender, age, color, physical ability, national origin, etc. The definition of diversity has recently been more broadly updated to include religion, ethnicity, sexual orientation, education, language, lifestyle, beliefs, physical appearance...
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...1.3 Structure of Report and Methodology …………………………...6 2. Women in Leadership Positions ……………………………………6 2.1 Women in Leadership in Indian Industry ………………………...6 2.2 Women in Leadership in world Industry ………………………….7 3. Higher education in women in India ……………………………….8 3.1 Sequential Growth ………………………………………………….8 3.2 Society perceptions and limitations ………………………………9 3.3 Government Initiatives ……………………………………………10 3.4 Economic Considerations ………………………………………..10 4. Carrier Family Balancing …………………………………………...10 4.1 Gender Discrimination ……………………………………………11 4.2 Historical Gender Bias ……………………………………………12 4.3 Duties of motherhood and Homemaker ………………………..12 5. Diversity Management Programs …………………………………12 5.1 Gender Diversity …………………………………………………..13 5.2 Diversity as a result of Religion, caste and Education ………..13 5.3 Managing Diversity ……………………………………………….13 6. Conclusion ……………………………………………………………14 References …………………………………………………………….15 Page i Table of Figures Figure 1: Positions held by women in Fortune 500 companies................8 Figure 2: Ratio of women directors............................................................9 Figure 3: Enrolment share (girls) in higher education…...........................10 Page ii Table of Abbreviations CEO MD I.T. MNC GDP GER B.E. Ph.D. B.Ed NPE Chief Executive Officer Managing Director Information Technology Multi...
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...In this paper we will create a Diversity Plan for Sherwood Manufacturing with the ten common components of a diversity plan. I will give a general overview of the diversity plan considering each of the 10 components and will describe how the company should include each component. This paper will conclude with any improvements that could be made to increase the effectiveness of the diversity plan for Sherwood Manufacturing. Current Climate: To execute any plan with metrics, it is important to ensure that you have a baseline of data to begin with. This will show you problem areas that exist at this time as well as areas in which your organization is doing well. (Ten common components of a diversity plan, n.d.) Sherwood would be best if they developed a committee or if the human resource area developed a group to set up a survey. This survey could help understand the current climate and where best to start developing a diversity plan. Timeline: Your Diversity Plan must include a timeline of execution and measurement, in addition to the other components of the plan. You must designate a specific time to implement the plan, how often you will check in to see how each of the metrics it is targeting are doing, even a plan for gathering feedback and making necessary changes. Without a timeline, it is easy to lose track of your Plan and to start heading toward failure. (Ten common components of a diversity plan, n.d.) The same committee must set up a timeline. The time line must consist...
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...Megan Gregor HRM 500: Human Resources Management Foundations Dr. Sue Lowe Strayer University Fall 2010 Abstract This paper will discuss the human resources practices that need to change to support the new strategy of the company implemented by CEO, Rhett Roberts of Redmond Minerals. This paper will identify three ways in which the internet could improve Redmond’s human resource management functions. It will also communicate how my ideas align with Robert’s principles for running his company. And, finally, this paper will evaluate how change, engagement and employee empowerment could have a positive impact of an organization including Redmond Minerals. In supporting the new strategy that Roberts implemented at Redmond, it would involve continuing to build on the foundation of the company that he put in place. In building on this concept, the company would need to continue value its employees, have a strategic goal in what direction the company would like to go and play an even more active role in the training of employees. In continuing to value employees there should be more outreach for programs that involve diversity and inclusion. In attracting more diverse employees, the company would continue to grow and have new ideas to aid in the process of growing. One example of this is in, Mining Excellence at Redmond Minerals, one employee thought that, “…schedules should go from a five day work week to four days based upon business needs.” (pg 53.) This idea was implemented...
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...DEVRY SOCS 350 Complete Course – NEW 2015 http://www.spinwoop.com/?download=devry-socs-350-entire-course For Further Information And For A+ Work Contact US At SPINWOOP@GMAIL.COM SOCS 350N all discussions all you decide and full course projct but no quiz and final Discussion 1 Ethnocentrism is generally defined as viewing one’s own culture as superior to all others. However, quite often, it is not quite that obvious. Whenever we encounter something that seems strange or different, we will feel some degree of discomfort. How we respond to that feeling is a gauge of how ethnocentric we are about it. Let’s suppose that you are entertaining a business client from France. You take him to a very fine french restaurant where he looks over the menu very carefully, then asks the waiter if he or she, by chance, has cheval available. The waiter shakes his head and explains that it is not served in America. Your client becomes somewhat upset and tells you that a truly fine restaurant would serve “proper” cuisine, and that he was very disappointed with American hospitality so far. He eventually settles for the prime rib, but is ill-tempered for the rest of the evening. The next morning, he leaves for France without consummating the expected business deal. Your boss asks you what happened, and you explain that the client was upset because the restaurant didn’t serve something called cheval. Your boss nearly chokes on his morning coffee and asks, “You mean he actually...
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...According to Kinicki and Kreitner diversity is the individual differences and seminaries that exist among people. Diversity is all the individual differences that make us unique from each other. Diversity is how people see themselves and how they perceive others. Managing diversity is a task within its self because there are so many aspects to work with in order to achieve this goal. Managing diversity is empowering people to perform at their maximum level. There are three levels of diversity they are internal dimensions, external dimensions and organizational dimensions. These three levels put together define our personal identity and has a great impact on how each one of us view the world. Our personality is the center of our lives because it defines our characteristics that describe who we are. The internal dimensions are age, race, ethnicity, sexual orientation, gender and physical ability. You also have to deal with the external dimensions geographic location, income, personal habit, recreational habits, religion, educational background, work experience, appearance, parental status, and marital status. And the organizational dimensions are functional level/classification, work content/field, diversity department/unit/ group, seniority, work location, union affiliation, and management status. These are all part of managing diversity in an organization. You have to approach managing diversity in an organization with an open mind and without bias. You cannot manage this...
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...Business Communication Trend Paper Edward C. Johnson COM/285 Gary Lee August 10, 2010 “In a professional setting, everything that you do involves communication” (Locker & Kienzler). Therefore, it is important to understand that “communication is for the sharing of information among partners and co-workers” (Locker & Kienzler). However, the most common way to achieving success is to throw away egos and work together as a team, for the challenges within business communication. This paper will discuss the roles of business communication and how they fit into day-to-day work activities and discussing how it helps to manage daily work activities. This paper will continue to analyze what trends are seen in the current workplace or past workplaces. Nevertheless, the paper will discuss some of the message types seen as results to these trends. Consequently, the reader will have a general concept of how important trends are in business. Communication is essential in many forms, from verbal to nonverbal in the world of business today. The internal and external audience in business organizations is the people who make a business successful. The types of business communication trends in the field as a health care provider occurs on a day-to-day activity on my job is “teamwork, balancing work and family, quality and customer needs, security versus privacy, job flexibility, and technology” (Locker & Kienzler, 2008). Communicating through teamwork help ensure that the tasks are done...
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...Effective Communication Paper HCS/325 December 14, 2015 Effective Communication Paper When we think of management roles, we typically think of the Chief Executive Officer (CEO) or executive director of an organization. But the truth is, there are numerous managerial roles that we often do not think about including supervisors and team leaders. Managerial roles differ among different health care settings and include lower, middle and upper-level management. A physician’s office may have a practice manager, director of medical records and a billing supervisor (Bunchbinder, 2012). A hospital will typically have a larger managerial team that includes clinical nurse manager, maintenance supervisor, and director or revenue management (Bunchbinder, 2012). Among these different managerial titles, there are also different functions of management. These specific functions are in place to coordinate efforts among the team members within the organization. In this paper, I will identify the functions of management and how they apply to others. I will introduce the roles of managers and leaders in the diversified health care industry and discuss the most significant aspect related to health care management that I want to gain by taking this course. Organization Model There are six universal management functions including planning, organizing, staffing, controlling, directing and decision -making. Each of these functions is an essential component to running not just a health care organization...
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... This concept allows for explanations about the ‘Ancestral Beings’ and their travels, creating everything we see today. (Fryer-Smith, 2002) In customary principles, these ‘Ancestral Beings’ hold the power to arbitrate and guide the Aboriginal people’s lives. Indigenous Australians are the oldest inhabitants of the land with the most extensive practise of religion and customs, what we know as the Dreaming. (Edwards, 1998) The role and function of the Dreaming is to teach the Aboriginal people about the norms and mores of the sacred laws. Also known as customary law, these guidelines are an integral part of the Aboriginal culture as it maintains societal normalities. (ALRC, 1986) The Dreaming is a philosophy that binds every aspect of life together, it assists in knowing the past, present and future, and how to make conscious decisions to ensure the world continues triumphantly. According to Korff (2015) white man cannot comprehend the depth of the Dreaming, as it is more an analogy for providing identity and spiritualism to individuals. The diversity within the various communities explains how in-depth the spirituality is and how important this religion is to each Aboriginal person. Each tribe has their own definition and reason behind the Dreaming. The Ngarinyan kin refer to it as ‘Ungud’; the Pitjantatjar know the dreaming as ‘Tjukurpa’, and Yolngu as ‘Wongar’. (Edwards, 1998) The Bundjalung community believe the Dreaming is personal and calls their totem (place of which...
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... ISBN: 978-0-13-300979-8 Packets: Not required Supplies: Any materials students may need to record information in face to face classroom setting AND access to internet for research projects. Additional Materials: None. Closed Reserve: None. ITS Resources: http://www.cotc.edu/faculty-and-staff/it-support/Pages/index.aspx Student Services: http://www.cotc.edu/student-life/Pages/default.aspx Library: http://www.cotc.edu/libraries/Pages/default.aspx College-Wide Policies: 1. Assessment -- As part of COTC’s campus-wide assessment initiatives (quality assurance program), samples of student performance such as test results, projects, papers, etc. may be used. The data gathered will not identify individual students and are not related to the student’s grade for the course, but will be used to improve student learning at COTC. 2. Disability -- Any student who has need for accommodations due to a disability must first register with the Office for Disability Services (ODS). Please call ODS at 740-366-9441 to discuss your needs and the procedures for getting accommodations. Students then must notify the instructor of their authorized accommodations, preferably within the first week of class. For online information about the Office for Disability...
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...managerial effectiveness Assignment: Managing diversity in Toyota company Lecturer: Dawid Mwaura Student: Shohruh Aminov (L0366NINI1012) 2013 Table of Contents Executive summary 3 Introduction 3 Company overview 3 Critical Analysis 4 Diversity at workplace 4 Diversity dimensions 5 Diversity issues 5 Diversity advantages 6 Managing diversity 7 Diversity in Toyota 8 Conclusion 8 Recommendations 8 References 9 Bibliography 10 ------------------------------------------------- Executive summary This paper will evaluate diversity in Toyota company in 21st century. Referring to a various theories in diversity it creates understanding around diversification at workplace and will analyse whether diversity assists to achieve company’s goals and objectives. The report pounders about increasing self-awareness in terms of personal perspectives of diversity issues. It recommends set of suggestion to enhance skills to solve problems related to diversity dilemmas. Main recommendation of the paper is to bring different nationalities to the board of directors of the company, because in long term the company may face disadvantages of having only Japanese nationality at corporate governance. ------------------------------------------------- Introduction Diversity itself is not a new phenomenon; it has been part of the society for many centuries, however in 21st century it has become more and more crucial. Either diversity is against politics or economics, it becomes...
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...Elements of Successful Organizational DiversityManagement Organizational Diversity Management Why is organizational diversity important? Historically, diversity in the workplace has been recognized as an employment equity issue. Now, however, diversity in the workplace is being recognized as a benefit that will contribute to an organization’s bottom line. Increased employee and customer satisfaction end up as increased productivity, all of which are measurable outcomes (Goff, 1998). Diversity goes beyond employment equity to nurturing an environment that values the differences and maximizes the potential of all employees, one that stimulates employee creativity and innovativeness (U.S. Merit Systems Protection Board (U.S. MSPB), 1993). To create an organizational culture that supports workforce diversity involves several important elements. These elements include a needs analysis, administrative and management support and commitment, education and training, culture and management systems changes and continuous follow-up and evaluation. Needs Analysis In many of my resources, a needs analysis was the second crucial element after senior management support and commitment. I feel a needs analysis should be prepared first to provide information to senior management in sequestering their support as well as to adequately determine workforce and organizational needs for creating a ...
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...Perspectives of Diversity Paper Psych 535 This will be a paper discussing different diversity perspectives. Each perspective will be an analyzed about diversity. Each perspective will also explain the implications of the diversity perspective on human behavior in the workplace environment. Two perspectives that will be addressed will be fundamental diversity and cultural diversity. Fundamental Diversity is described as being a type of diversity that consists of people who often have goals about the importance, purpose, and function of work, as well as the relationship between the individual employee and the greater organization, and fundamental beliefs that are different. (Heuberger, 2004). Cultural diversity is based upon the concept that cultural identities should never be ignored nor discarded, though instead they should be valued and maintained (Heuberger, 2004). Cultural Diversity Cultural diversity is based on the idea that cultural identities should not be discarded or ignored, but rather maintained and valued (American Multicultural Publications, 2007). The workplace can be considered an environment where several different backgrounds join together for one common goal. Cultural diversity can consist of a difference in national origin, gender, race, and other human aspects. Cultural diversity is not based solely on culture and...
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