...Waddell and Ukpokodu (2012) also argued that the” lack of diversity in the teaching force is a causative factor to the over-representation of students of color and those from low-income backgrounds in special education programs”. Large disproportions in advanced course enrollment, rates of participation in gifted programs and suspension rates for Black and Latino students were also noted (Pabon, 2011 ; Howard, 2010). For example, the United States Department of Education reported that in the 2005-2006 academic year, sixty four percent of White students took Algebra II , in contrast to forty eight percent of Latino and fifty five percent of African American students (Howard,...
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...EXAMINING THE CRACKS IN THE CEILING: A Survey of Corporate Diversity Practices of the S&P 100 March 2013 Table of Contents FOREWORD ....................................................................................................... 1 EXECUTIVE SUMMARY ................................................................................. 2 EXAMINING THE 10 KEY INDICATORS .................................................... 7 1. Equal Employment Opportunity (EEO) Policy ........................... 8 2. Internal Diversity Initiatives ...........................................................10 3. External Diversity Initiatives ..........................................................12 4. Scope of Diversity Initiatives...........................................................13 5. Family-Friendly Benefits....................................................................14 6. EEO-1 Disclosure ..................................................................................15 7. Highest-Paid Executives ...................................................................16 8. Board Representation .......................................................................18 9. Director Selection Criteria ...............................................................20 10. Corporate Commitment ................................................................21 DIVERSITY SCORES BY SECTOR ................................................................22 CONCLUSIONS AND NEXT STEPS...
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...Gateway Courses Characterizing ABC and DFW Students Student Survey Page 4 5 10 11 13 15 18 20 21 24 27 30 31 32 34 35 1 Characterizing Students’ Educational and Socioeconomic Contexts Characterizing Gateway Classrooms and Courses Development of Predictive Model Results Course-Oriented ABC and DFW Statistics ABC and DFW Rates in Gateway Courses Teaching Styles Used in Gateway Courses Student-Oriented ABC and DFW Statistics Student Demographics Student Perception of Course Student Academic Habits Effect of Class on Student Student Perception of College Life and NAU Predictors of Student Success Discussion Summary and Interpretation of Results Conclusions and Recommendations Student Recruitment Student Preparation Student & Faculty Diversity Curriculum Design & Implementation Identification & Intervention Acknowledgements...
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...Chapter 01: INTRODUCTION AND PROBLEM STATEMENT 1. INTRODUCTION This chapter will focus on the problem statement, research questions, objectives of the study, the research design and chapter summary. 2. PROBLEM STATEMENT Higher education institutions have no worth without students. Wenger (1999) stated that academic differences are the social changes that students encounter at higher education institutions. The author further mentioned that students live on their own for the first time, away from friends, family or other familiar support networks, it is during this time that as students a result, when students begin tertiary study, they they enter not just one but oftenon several new, and potentially contrasting communities within the higher education institutions. Students are the most essential assets for any educational institute (Mushtag & Khan, 2012). They enrol at a higher education institution with the objective of obtaining registered qualifications and successfully complete this qualification. Academic success is the objective at which all hHigher education institutions need to address should address (Samaniego-sanchez, Gonzales, Aparicio, Nebot, Aranda, Lopez-jurado and Llopis, 2011). Every Higher education institution envisage to should deliver good educationquality education for every student who enrols with the institution in order to in both...
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...Running head: DIVERSITY MANAGEMENT Management of diversity in human resources and quality of the workforce Abstract Organizational behavior is an academic field, involving in almost every occupation, job function, expertise, and anyone who has a job to earn his living in organizations, regardless of big or small, State-owned or private enterprises. A review of researches on human beings in work will be useful for organizational behavior research. Methods of approaching unexpected events also encourage managers to consider organizational behavior in the current context. In these approaches, the context is changing rather than rigid rules, thus the application of different management techniques is appropriate. Moreover, these approaches to unexpected events also send managers a clear message: Carefully consider the situation and flexibly adapt to it. In the trend of international economic integration, the operation of enterprises is not just confined within a region, a country, a territory. Businesses have greater opportunities to penetrate and exploit many big markets in the world, but they also have to face with challenges of global competition and are subject to the global labor division, especially the diversity in the workfoce. All these things require business managers to work out an effective method of management, creating the harmony between various individuals while promoting their ability to make maximum contribution to the...
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...since the issue regarding the capabilities of men and women have commenced, stereotypical assumptions brought a huge impact on gender hiring and biases in the business workplace that particularly affect the status of women. Despite the continuing issues of women getting pregnant, being abused and emotional, women have preferable qualities in communication skills, leadership activities and cognitive functions as contrasted to men. Background: The issue of gender employment started since equality has been the common issue to the business organizations. This involves male and female functions in the workplace. The controversies regarding gender differences during the past decades show that women who are employed at lesser trained jobs have lower pay as compared to men although the circumstances may change. Because of the widespread stereotypes in organizations, these have affected the hiring of employees in companies which prefer to favor men. Demographic diversity describes about circumstances regarding acts and ways of thinking or feeling of the employees. Its key factors generally involve gender, generational, age and ethnicity differences. These contribute to the society’s way of understanding on male and female roles. This paper talks about the gender hiring preferences in business organizations across different countries as of today. Accordingly, gender stratification happens when there is assortment of social positions, access to authority, reputation and possessions as based...
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...Bachelor's thesis Degree Programme In Hospitality Management Hospitality Management 2012 Veera Korjala CULTURAL DIVERSITY IN HOSPITALITY MANAGEMENT – How to improve cultural diversity workforce BACHELOR'S THESIS | ABSTRACT TURKU UNIVERSITY OF APPLIED SCIENCES Degree Programme In Hospitality Management | Hospitality Management 2012 | 64 Susanna Saari Veera Korjala CULTURAL DIVERSITY IN HOSPITALITY MANAGEMENT The bachelor´s thesis investigates cultural diversity in the hospitality management. It aims at presenting effective ways to improve cultural diversity in a workplace. This study was commissioned by JW Marriott San Antonio Hill Country Resort & Spa in Texas, USA and three hotels in Stillwater, Oklahoma, USA: Atherton Hotel, Hampton Inn & Suites and Residence Inn. The bachelor´s thesis incorporates culture theories and their applications to the workplace. Additionally, it focuses on cultural diversity dimensions in hospitality workplace, such as its benefits and challenges, its reflection in the work environment which have been related to the organization’s cultural diversity management. Eventually it provides solutions, such as a corporate strategic plan which focuses on the improvement of cultural diversity in the workplace by means of cultural diversity training. These best practices of cultural diversity are discussed in detail both in the literature review and in the study. The bachelor’s thesis has used two research methods, both qualitative and quantitative...
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...UNIVERSITY OF NICOSIA SCHOOL OF MANAGEMENT ORGANISATIONS & HUMAN RESOURCE MANAGEMENT MBAN-609DE IKECHUKWU KINGSLEY NWAFOR R1405D126364 August 10, 2014 Page 1 of 26 Table of Contents GLOSSARY .................................................................................................................... 4 QUESTION ..................................................................................................................... 4 OVERVIEW ..................................................................................................................... 5 HR AS A STRATEGIC PARTNER .................................................................................. 5 A GLANCE AT STRATEGIC HUMAN RESOURCE MANAGEMENT ............................. 7 VARIOUS HR STRATEGIES EMPLOYED BY ORGANIZATIONS ................................. 7 Fig 1 Strategic Framework for Human Resources .......................................................... 8 LOYAL SOLDIER (INTERNAL/COST HR STRATEGY) .............................................. 8 BARGAIN LABORER (EXTERNAL/COST HR SRATEGY) ......................................... 9 COMMITTED EXPERT (INTERNAL/ DIFFERENTIATION STRATEGY) .................. 10 FREE AGENT (EXTERNAL/DIFFERENTIATION HR STRATEGY) .......................... 10 ALIGNING HR STRATEGIES WITH COMPETITIVE BUSINESS STRATEGIES ......... 11 Table 1 Compitetive strategies and HR strategies ........................................................ 11 SHRM & ORGANISATIONAL PERFORMANCE...
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...AAAJ 12,3 ``Interests'' and accounting standard setting in Malaysia Faculty of Business and Accountancy, University of Malaya, Kuala Lumpur, Malaysia Keywords Accounting profession, Malaysia, Standards Abstract This paper offers insights into the conflicts and tensions within the Malaysian accounting profession and the power struggle therein to dominate the accounting standard setting process, within the context of a rapidly developing country. It shows how interest groups and parochial interests, along with issues of self-protection, affected the process of standard setting, which was controlled by different interests over the period under study. At one time the profession dominated. But far from being a monolithic body, it was in turn split according to various interests: the Big Six behind the Malaysian Association of Certified Public Accountants (MACPA) and the smaller firms behind the Malaysian Institute of Accountants (MIA). At other times big business prevailed. These conflicts and power struggles are revealed through an analysis of the case of the Goodwill Accounting Standard. Selvaraj D. Susela 358 Introduction This paper offers an understanding of the struggle within the accounting profession for control of the standard setting process, in the context of a developing nation. The focus on standard setting is specially geared to reveal the impact of that process on the profession, market, state and community, and vice versa. Susela (1996) illustrates that...
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...AAAJ 12,3 ``Interests'' and accounting standard setting in Malaysia Faculty of Business and Accountancy, University of Malaya, Kuala Lumpur, Malaysia Keywords Accounting profession, Malaysia, Standards Abstract This paper offers insights into the conflicts and tensions within the Malaysian accounting profession and the power struggle therein to dominate the accounting standard setting process, within the context of a rapidly developing country. It shows how interest groups and parochial interests, along with issues of self-protection, affected the process of standard setting, which was controlled by different interests over the period under study. At one time the profession dominated. But far from being a monolithic body, it was in turn split according to various interests: the Big Six behind the Malaysian Association of Certified Public Accountants (MACPA) and the smaller firms behind the Malaysian Institute of Accountants (MIA). At other times big business prevailed. These conflicts and power struggles are revealed through an analysis of the case of the Goodwill Accounting Standard. Selvaraj D. Susela 358 Introduction This paper offers an understanding of the struggle within the accounting profession for control of the standard setting process, in the context of a developing nation. The focus on standard setting is specially geared to reveal the impact of that process on the profession, market, state and community, and vice versa. Susela (1996) illustrates that...
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...Employment Outlook © OECD 2008 Chapter 3 The Price of Prejudice: Labour Market Discrimination on the Grounds of Gender and Ethnicity Despite some progress, there is still evidence of discrimination on the grounds of gender and ethnic or racial origins in OECD labour markets. Field experiments show pervasive ethnic discrimination in many countries. Indirect evidence shows that on average at least 8% of the gender employment gap and a larger proportion of the gender wage gap can be attributed to discrimination. Virtually all OECD countries have enacted anti-discrimination laws in recent decades, and evaluations as well as cross-country analysis suggest that, if well-designed, these laws can be effective in reducing disparities in labour market outcomes. However, enforcement of antidiscrimination legislation is essentially based on victims’ willingness to claim their rights. Thus, public awareness of legal rules and their expected consequences (notably, victims’ costs and benefits of lodging complaints) is a crucial element of an effective policy strategy to establish a culture of equal treatment. Moreover, legal rules are likely to have more impact if the enforcement is not exclusively dependent on individuals. In this respect, specific agencies may play a key role. 139 3. THE PRICE OF PREJUDICE: LABOUR MARKET DISCRIMINATION ON THE GROUNDS OF GENDER AND ETHNICITY Introduction Employment outcomes are far from being evenly distributed among the various sociodemographic...
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...GOFF, ANNE-MARIE, Ph.D. Stressors, Academic Performance, and Learned Resourcefulness in Baccalaureate Nursing Students. (2009) Directed by Dr. David F. Ayers. 135 pp. Despite extensive research establishing that stress affects problem-solving ability and coping, and leads to decreased learning, academic performance, and retention in nursing students, a paucity of research explores specific factors that could enhance these learning processes and outcomes. This explanatory correlational study examines the mediating effect of learned resourcefulness, the ability to regulate emotions and cognitions, on the relationships of stressors—both personal and academic—to academic performance in baccalaureate nursing students. Gadzella’s Student-life Stress Inventory (SSI) and Rosenbaum’s Self-Control Scale (SCS), a measure of learned resourcefulness, were administered to 53 junior level baccalaureate nursing students (92.5% female; 84.9% Caucasian; 9.4% African-American or Black) at a large urban university in North Carolina. High levels of both personal and academic stressors were revealed, but were not significant predictors of academic performance (p = .90). Age was a significant predictor of academic performance (p < .01) and both males and African-American/ Black participants had higher learned resourcefulness scores on the SCS than females and Caucasians. Total stress scores on the Student-life Stress Inventory showed that male participants perceived less stress (N = 4, M = 116.5)...
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...government funding, and donations from members of the community. Perry's Outreach Ministries provides,counseling, non-perishable food items,clothing housing vouchers and childcare to the battered and abused women and children throughout the community. The overall mission of POM is to minister Gods word through Bible study, professionalism,participants rights to privacy, reliability,honesty and counseling services. The primary mission of the human service profession is to assist in the betterment of human life and necessaties of all people who may be viewed as vulnerable,oppressed, and living in poverty and unsafe environments. When dealing with the community it I crucial that a code of ethics is set into place where not only the employees but the volunteers follow and take seriously. A code of ethics for POM employee's and representatives: Employee's should obtain eduction about and seek to understand the nature of social diversity and oppression with respect to race, ethnicity, national origin, color sex, sexual orientation, gender identity or expression, age, marital status, political belief, religion, immigration status, and mental or physical disability. Employee's and volunteers should treat colleagues and program participants with respect and refrain from unwarranted negative criticism. Community workers should act to prevent and eliminate domination of, exploitation of, and discrimination against any person,group, marital status and or any other disability. Rules, principles...
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...Postgraduate Education in the United Kingdom Higher Education Policy Institute and The British Library Ginevra House January 2010 Contents Section Introduction Section 1 Section 2 Section 3 Section 4 Section 5 Section 6 Section 7 Purpose and arrangement of this study What is postgraduate education? Who studies for postgraduate qualifications? Trends in postgraduate study Institutional differences and regional disparities Costs and benefits International standards and quality Future demand Page 1 3 9 24 40 47 59 63 2 Introduction: Purpose and arrangement of this study 1. The purpose of this study is to provide an overview of the postgraduate education sector in the UK, bringing together published data and reports in a convenient format and highlighting areas that may be of interest to policymakers. It provides a continuation and extension of the Higher Education Policy Institute’s (HEPI) previous report on postgraduate education in the UK published in 2004.1 2. This report mostly looks at the sector from a UK-wide perspective, unless dealing specifically with regional differences. However, since the large majority of the students in higher education are registered in English universities, this only gives us a clear picture of what is happening in England and does not necessarily reflect the situation in Scotland, Wales and Northern Ireland, or indeed any one of the nine English regions. The reader should bear in mind that many of the discussions focus mainly on...
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...The role of gender in workplace stress: A critical literature review Kristina 1 Gyllensten and Stephen 2 Palmer Abstract Objective The aim of this review was to evaluate research relating to the role of gender in the level of workplace stress. A further aim was to review literature relating to stressors of particular relevance to working women. These stressors included, multiple roles, lack of career progress and discrimination and stereotyping. Design Systematic review. Method Major databases were searched in order to identify studies investigating gender and workplace stress. A range of research designs included and no restrictions were made on the basis of the occupations of the participants. Results Much of the research indicated that women reported higher levels of stress compared to men. However, several studies reported no difference between the genders. Furthermore, the evidence for the adverse effects of multiple roles, lack of career progress and discrimination and were stereotyping was inconsistent. Conclusion The current review concluded that the evidence regarding the role of gender in workplace stress and stressors was inconsistent. Limitations of the research were highlighted and implications for practice were discussed. Key words: workplace stress, gender, stressors Introduction Workplace stress Stress in the workplace is a major problem for both organisations and employees, and it has been estimated that approximately 13.4...
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