...Policy Issues and Cultural Diversity Student’s Name University Policy Issues and Cultural Diversity A research gap is an aspect of research or a research question that has not been answered sufficiently in a study (Alvesson & Sandberg, 2013). A research gap arises when the researcher in his study has not adequately solved the research problem, as per the research methodology (Alvesson & Sandberg, 2013). In this paper, therefore, I further evaluate the research on intercultural maturity.To gain insights on how the researcher addressed the research problem, and ultimately discover areas I will suggest for further study on cultural diversity. Cultural diversity is influenced by a myriad of factors (Tierney, 2007).The factors affecting cultural diversity forms the first research gap; a study may be conducted with an aim of analyzing how these individual factors affect cultural diversity. These factors are both external and internal. Again from, the research on intercultural maturity, I feel that the study did not sufficiently indicate how the educational practices; models promote intercultural competence and effectiveness. This knowledge gap second suggests gap for further research on culture diversity. Also, the research on intercultural maturity has no sufficiently indicated how achievement of intercultural maturity promotes human development and positive interactions. This gap is an area that suggests further...
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...Cultural Diversity in Australia Paper by John Thompson, Collection Research, Documentation and Promotion, for the National Conservations and Preservation Strategy Public Forum, October 1996. Introduction This paper has been written in response to an invitation from the Conservation Working Party of the Heritage Collections Committee of the Cultural Ministers Council. Its purpose is to consider the implications of cultural diversity in Australia in a program which seeks to implement the National Conservation and Preservation Policy for Movable Cultural Heritage issued by the Heritage Collections Committee of the Cultural Ministers Council in September 1995. That document included ten policy statements intended to provide the framework for a proposed National Conservation Strategy which might pave the way for a concerted effort to improve the conservation status of heritage collections in Australia. In relation to cultural diversity, the statement of policy (Policy Statement 2) was expressed as follows: The Commonwealth, State, Territory and Local Governments acknowledge the diversity of cultures of the Australian people which should be reflected in the definition and identification of movable cultural heritage. Expressed in this way, the policy statement does little more than state the obvious that Australia is a culturally diverse community and that efforts, unspecified, should be made to ensure that justice is done to this demographic and social reality in the programs which...
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...Diversity in the Workplace The aim of this paper is to review literature on the issues of diversity in the workplace. We can ask ourselves why is diversity in the workplace so important? Some arguments suggest that it may benefit to an organization and company success. This topic has been researched and discussed for many years before us and is still current in health care and in general. As I was preparing for this week learning adventure, I can say that, besides our chapters in textbooks, I read so many different articles, but for this paper I have chosen the article written by Maier- Lorentz Transcultural nursing: Its importance in nursing practice. I found this article easy to understand and fallow through and I agree with many things listed and discussed by the author. We can define diversity in many different ways many years ago diversity was defined mainly by gender, race, or color. In today’s world, we can also add on sexual orientation, military experience, education, work experience, marital status and many more. With a diverse workforce health care can compete with the higher achieving global organization. This article is discussing important of diversity in the nursing profession. As we can see from the article increasing culturally diverse workforce creates positive outcome for the hospital or organization, and also helps in delivering better care for patients and families (Maier-Lorentz, 2008). That is why this issue has been incorporated through nursing...
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...Topic | Reading | 1 | Unpacking Assumptions: Introduction to the Module and Each Other | No readings for this week | Additional ReadingByrnes, W, J. (1999) Management and the Arts. Boston: Focal Press.Chong, D. (2002) Arts Management. London: Routledge.Clancy, P. (1994) Managing the Cultural Sector: Essential Competencies for Managers in Arts. Dublin: Oak Tree Press.Drucker, P. (1999) Management Challenges for the 21st Century. Oxford: Butterworth Heinemann.Fitzgibbon, M. and Kelly, A. (1997) From Maestro to Manager, Critical Issues in Arts and Cultural Management. Dublin: Oak Tree Press.Handy, C. (1998) Understanding Organisations. London: Penguin.Hudson, M. (1999) Managing without Profit: The Art of Managing Third-Sector Organizations. London: Directory of Social Change (DSC). | 2 | From Vision to Mission | Brighton, A (2006) Consumed by the political in Culture Vulture M. Mirza, London: Policy Exchange. Varbanova, L. (2013) Strategic Thinking: Vision, Mission and Objectives in Strategic Management in the Arts, London: Routledge, pp 58-72 | 3 | Money: Financial Management and Fundraising | Glow (2010) Taking a Critical Approach to Arts Management in Asia-Pacific Journal of Arts and Cultural Management, Vol. 7, No. 2, Australia: University of South AustraliaMcRobbie, A. (2001) 'Everyone is Creative': Artists as New Economy Pioneers?, London: openDemocracyBolton, M. and Carrington, D. (2007) New and Alternative Financial Instruments. UK: Mission, Models Money | Additional...
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...current issue and full text archive of this journal is available at www.emeraldinsight.com/2040-8005.htm JCHRM 3,1 Managing diversity in Chinese and Indian organizations: a qualitative study Fang Lee Cooke Department of Management, Monash University, Melbourne, Australia, and 16 Debi S. Saini Management Development Institute, Gurgaon, India Abstract Purpose – This paper aims to investigate diversity management (DM) practices in China and India by analyzing formal DM policy (if one exists) adopted by the company and informal DM practices adopted by managers. It also aims to discuss the appropriateness of the US-originated notion of, and approach to, managing diversity in the Indian and Chinese contexts by exploring how local managers make sense of diversity and manage it in a pragmatic way. Design/methodology/approach – The authors adopted a qualitative approach. In particular, through a semi-structured interview design, qualitative data were collected from 16 Chinese and Indian middle and senior managers and four human resources (HR) director of regional headquarters of foreign multinational firms. The data were supplemented by secondary data from a wide range of sources, including government reports and media coverage to extend contextual understanding. Findings – The paper reveals that most Chinese organizations do not see DM as an issue. Where exists, its focus is on conflict avoidance rather than value-addition to the business. In contrast, managing diversity in...
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...“Discuss how Castles Multiculturalism” The emergence of multiculturalism as prominent term in Western discourse concerning ethnic diversity, conflict and management coincides with increasing awareness in the Western industrial societies, especially over the last two decades, that ethnic groups had not lost their saliency in the lives of large numbers of people. Their earlier perceptions about such a loss of saliency coincides with the 19th century emergence of modern-industrial states, where social theorists such as Durkheim, Weber and Marx, theorised that status based social differentiation was replaced by the social class as the driving force in society. Ethnicity and racial differences were viewed as surviving anachronisms, dating from pre-modern, traditional societies. This analysis was shared by social commentators and policy-makers who operated with an often implicit view that assimilation of minority groups had either occurred, or was in progress. The trend towards global cultural homogenisation, typified by the metaphor of the "global village ", presaged a quickening of this type of development. Even in those industrial nations such as Australia, Canada or the USA which continued to receive large numbers of immigrants, assimilation was viewed as the inevitable process. By the 1960s, the ethnic rights movement and unrest in a number of the Western industrial countries led to increased questioning of assumptions that ethnic differences were of declining significance...
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...Emerging Standards of Care Paper Ron Perkins NUR/531 December 23, 2013 Jane Jacks Emerging Standards of Care Paper In nursing, we care for patients from a variety of cultures and backgrounds. This diversity is dependent on location, population, and nursing specialty and may change at any point. In order to properly provide culturally competent care, we must be educated about the individual culture needs and limitations. It's also important to be mentally open to looking beyond our personal norms to care for patients with unique cultural backgrounds and beliefs. As a dialysis nurse, we are seeing the effects of chronic kidney disease affecting a larger, more diverse population of patients. Patients are going into renal failure earlier, family dynamics are uniquely affected, and patients from all walks of life are affected. The paper will look at dialysis at Fresenius Medical Care in St Louis Missouri located in The Hill neighborhood. It will define cultural competency, identify the different cultures served, discuss how the standards of culture competency are being met and what areas are not, and discuss nursing care delivery and possible solutions for areas lacking in cultural competency. Culturally Competent Care at Fresenius Dialysis Centers It is imperative as health care providers that we not only care for a verity of people with different health conditions, but also from different backgrounds. We are given the task of caring for the physical and mental...
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...Part A 1. Three major pieces of federal legislation related to diversity Legislation | Explanation | The Racial Discrimination Act 1975 | makes it unlawful to discriminate in employment on the ground of race, colour or national or ethnic origin. | The Sex Discrimination Act 1984 | makes it unlawful to discriminate in employment on the grounds of a person's sex, marital status, pregnancy or potential pregnancy or to sexually harass another person. | The Human Rights and Equal Opportunity Commission Act 1984 | provides for the rights of people with physical or mental disabilities and addresses complaints of discrimination in employment. | 2. In my own words, Diversity in the workplace is about learning from each other regardless of our cultural background and bringing those differences into the workplace to broaden experiences and knowledge. Diversity includes not only race but gender, ethnicity, personality, age, education and background. It is a good idea to have a diverse workforce because: By branching out to a diverse workforce, employers have access to a greater pool of candidates thereby improving the odds of hiring the best person. In a competitive marketplace, an organization that puts people first – regardless of their race, religion, gender, age, sexual preference, or physical disability has an advantage over the other players. Just as the workforce is becoming more diverse so is your market. Employees who mirror the customers you serve can benefit...
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...Managing diversity at workplace: A case study of HP Summary: Introduction: In recent era of globalization workforce diversity have increased the complexity of job. The term diversity is defined by different authors in different ways. In this study the author has discussed different perspectives of this term and approaches used by Hewlet Packard to manage diversity. The study is divided into six sections: 1. Overview of HP 2. Different dimensions of diversity management 3. Strategies perused by managers to embrace diversity 4. Strategies used by HP to handle diversity 5. Paradigms of diversity management 6. Suggestions and conclusion Overview of HP: HP is founded by Bill Hewlet and Dave Packard on 1st January, 1939 with headquarters in California. HP initiates its diversity management policy from the very beginning and introduced “open corporate culture” accompanied by a new management style known as “management by walking around” this kind of management style has never been introduced in large organizations before. As HP operates in more than 120 countries with employees of 172000, it is easy to understand the presence of multicultural workforce in the company. This diversity has no doubt increased the complexity for managers to manage diversity. Diversity management and its dimensions: In this study the author defines diversity as difference among team members in terms of gender, age, race, ethnicity, religion, nationality or other dimensions...
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...1. EXECUUITIVE SUMMARY Cultural influences on organizational cultures and practices have become a very important research topic in the field of management and organization since the last decades of the 20th century. National culture has been seen as one of the most influential situational factors, which determine organizational phenomena. More recently, after the collapse of socialism, the role of national culture in organizational practices in countries that are in transition is becoming a widely recognized and studied topic. However, empirical studies about cultural influences on organizational subcultures and leadership styles in Ethiopian organizations are not very frequent in contemporary literature. In fact, there are almost no relevant attempts to examine these phenomena. Nevertheless, after democratic political changes in May 1991, we can observe a growing interest in understanding national culture and leadership practices in Ethiopian organizations, as well as in the whole Ethiopian society. Therefore, the main purpose of this assignment paper is to investigate the influence of national culture on organizational culture and practices (subcultures and leadership styles) in Ethiopian organizations. Widely known Geert Hofstede’s value/belief theory of culture (Hofstede, 2001) with its theoretical and methodological premises has been used as a starting point of this assignment. 1 2. 2.1. LITRATURE REVIEW DEFINITION OF CULTURE We must first define...
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...Analyzing the Benefits of Cultural Diversity in Organizations Name Institution Instructor Course Date Submitted Managing Cultural Diversity in Organizations Chapter 1: Introduction Human resource management is one of the core functions of business managers. Organizational productivity is influenced by the degree of effectiveness with which employees are managed and directed to perform their duties. One major challenge that human resource managers face in this regard is promoting harmony and coexistence in multicultural workplace environments. Since the beginning of the 18th century Industrial Revolution in Europe, business companies have had to deal with a growing number of people from different cultural backgrounds. This demographic transformation of the workplace was a result of advancements in the transport industry. The invention of the steam engine, and later on, the airplane, facilitated fast movement of goods and people across international boundaries. Over time, companies expanded their business activities beyond their local markets, giving rise to multinational corporations. Satair U.S.A is a multinational corporation with branches in several countries around the world. The company specializes in aircraft maintenance and the distribution of aircraft spare parts. As a multinational company, Satair employs people from different cultural backgrounds in its plants around the world. Consequently, the...
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...Abstract The purpose of this paper is to identify and examine social and ethical issues within the global market. This document will also review how international management and cultural diversity are pertinent to the success of an organization that is operating in a foreign country. Based upon the above mention, this paper will focus on examining and providing frameworks and strategies that implement the concept of corporate social responsibility and cultural diversity. A number of factors are identified in the study, using literature reviews and numerous online research engines. Introduction Business firms that operate in foreign countries face an assortment of ethical and social challenges. These challenges run from fair treatment of employees, stakeholders, and customers, product safety, plant safety, advertising practices, human resources management, environmental problems, business practices, corruption, bribery, kidnapping, torture, and even murder. Therefore, organizations are increasingly concerned about how their actions affect the environment and social welfare. This in turn creates a demand by employees, consumers, investors, lenders, governmental agencies, and other stakeholder groups for demanding firms to operate in an ethical and socially responsible manner. Nevertheless, organizations cannot wantonly abandon their profit maximization aims while internalizing societal goals. As with other organizational decisions, ethical and social...
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...Course Description This course focuses on the issues, challenges, and opportunities presented by U.S. population diversity. Workplace issues related to employee diversity in terms of gender, race or ethnicity, socioeconomic class, and cultural background are emphasized. Policies Faculty and students will be held responsible for understanding and adhering to all policies contained within the following two documents: • University policies: You must be logged into the student website to view this document. • Instructor policies: This document is posted in the Course Materials forum. University policies are subject to change. Be sure to read the policies at the beginning of each class. Policies may be slightly different depending on the modality in which you attend class. If you have recently changed modalities, read the policies governing your current class modality. Course Materials Harvey, C. P., & Allard, M. J. (2009). Understanding and managing diversity (4th ed.). Upper Saddle River, NJ: Pearson. Schaefer, R. T. (2011). Racial and ethnic groups (12th ed.). Upper Saddle River, NJ: Pearson. All electronic materials are available on the student website. |Week One: Workplace Diversity | | |Details |Due ...
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...------------------------------------------------- WORKPLACE DIVERSITY ------------------------------------------------- (CULTURAL DIVERSITY) SAZIA KHAN SANJA GM410: FOUNDATION OF PROFESSIONAL COMMUNICATION. INSTRUCTION: ROBERT WOODS Keller Graduate School of Management Introduction: The social composition of the world is changing. And the increasing of the globalization demands more interaction with people from diverse cultures religion and background ever before. As a result of that the demography of the world is changing. The word becomes a single market place. Anyone with a cell phone or access to the internet is a potential customer. In today’s global economy traditional barrier are disappear. So being increasing the opportunity as well as competition if the company wants to compete effectively and globally, Todays Companies need to realize that they longer have choice.it is now essential to be knowledgeable about and be able to communicate with people of different nationalities cultures and religions. Corporation realizes that they must embrace that diversity in the workplace brings. What is Work place Diversity Workplace diversity refers to the variety of differences between people in an organization. That means diversity encompasses race, gender, culture, ethnic group, age, personality, cognitive style, tenure, organizational function, education, background and more. Diversity not only involves how people perceive themselves, but how they perceive others...
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...about the change of attitudes needed to ensure peace and sustainable development which, we know, form the only possible way forward for life on planet Earth. Today, that goal is still a long way off. A global crisis faces humanity at the dawn of the 21st century, marked by increasing poverty in our asymmetrical world, environmental degradation and short-sightedness in policy-making. Culture is a crucial key to solving this crisis. Source: Preface, World Culture Report, UNESCO Publishing, Paris, 1999. Our cultural values, which often include particular religious beliefs, shape our way of living and acting in the world. Module 11 on Indigenous Knowledge and Sustainability explores the importance of indigenous values and spirituality in providing guidance for sustainable living. Such principles and values encourage a spirit of harmony between people, their natural environments and their spiritual identities. The principles for living sustainably that flow from these and other cultural and religious beliefs vary between groups and countries. They have also changed over time as circumstances demand. Despite this diversity, many principles for living sustainably are shared, not only among indigenous peoples, but also between different religious traditions. This module explores the role of culture and religion in providing guidance on ways of living sustainably. It also provides activities which analyse the place of these themes in the school curriculum. Objectives * To develop...
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