Organizational Best Practices for Managing Diversity Richard L. Goode MGMT 5306-VC03, Leadership and Management Development Wayland Baptist University Winter, 2013 Abstract Diversity consists of different aspects such as race, ethnicity, age, gender, religious beliefs, social status, and sexual identification. Businesses are expanding in overseas markets which are bringing together different cultures. Additionally, diversity in the workforce is increasing with more women assuming roles that
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Top companies of India that use diversity as one of their strengths: 1. Infosys The diversity team at Infosys focuses on propagating and promoting diversity and inclusivity among employees through ACTION which stands for: * Audit inclusivity and diversity levels * Create change agents * Train the managers * Initiate and implement alternate work models * Organize and assist affinity groups * Network with external bodies to benchmark practices Infosys Women Inclusivity
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Volume III Liz Mohn A Cultural Forum Corporate Cultures in Global Interaction Bertelsmann Foundation Gutersloh 2003 A Cultural Forum Corporate Cultures in Global Interaction Global Business Culture – an International Workshop, held in November 2002 in Gutersloh Content 04 05 Content 6 Foreword Liz Mohn Part I: Cultural Diversity as a Challenge for the Management of Globally Acting Companies: Forming Process of Interaction and Acculturation Global Corporate Cultures:
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EFFECTIVENESS OF CROSS-CULTURAL TRAINING FOR EXECUTIVES IN OIL & GAS COMPANIES WITHIN THE KLANG VALLEY A Master’s Project submitted in partial fulfilment Of the requirements for the degree of Master of Human Resource Management The Effectiveness of Cross-Cultural Training for Executives in Oil & Gas Companies within the Klang Valley ABSTRACT Cross-cultural interactions are rapidly increasing. Globalisation and cultural diverse communities
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Assignment II: Individual ‘Successfully managing diversity can lead to better performing employees and potentially better financial performance for an organisation’. Introduction The composition of today’s workforce is changing as companies expand across boundaries and increased globalisation facilitates the movement of labour from one country to another. Modern companies comprise employees of varying ethnicity, languages, cultural background, sexual orientation and even age as there are even
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What is diversity? Diversity is a perception that is based on individual acceptance and respect. It is an understanding that each and every individual are unique and different on many levels. In short, diversity refers to the physical differences in people and also the non-physical differences. Diversity is built on the principles of equal employment opportunity to include inherent differences such as gender, age, ethnicity, race, cultural / linguistic background, sexual orientation and / or gender
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http://www.aasc.ucla.edu/ Summary of the information found on this site: The UCLA Asian American Studies Center was established to educate the international public about the intellectual, cultural, and political diversity of the Asian American and Pacific Islander. The Asian American Studies grew out of the social movements and civil struggles of the 1960’s and 1970’s. This organization has a number of helpful links for managers to access that address issues such as biases against diverse ethnic
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Corporate Culture Report Diversification of environment is the key to the growth in today's competitive global marketplace. No longer can America's organizations and corporations hide behind their lack of cultural intelligence. All organizations that seek global market relevancy means embracing diversity in elements such as how they perceive, think, act and innovate. Thus, they take into consideration all the factors that affect strategic planning and management. Corporate management is the process of
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THE STUDY 6 1.3 SCOPE OF THE STUDY 7 2.0 LEVELS OF CULTURE 7 2.01 GLOBAL CULTURE 7 2.02 REGIONAL CULTURE 7 2.03 NATIONAL CULTURE 7 2.04 ETHNIC CULTURE 7 2.05 SOCIAL CLASS CULTURE 8 2.06 ORGANIZATIONAL CULTURE 8 2.07 FAMILY CULTURE 8 2.08 GENDER CULTURE 8 2.09 AGE CULTURE 8 2.1 DETERMINANTS OF CULTURE 8 2.11 GEERT HOFSTEDE’S MODEL 9 2.12 INDIVIDUALISIM V COLLECTIVISM 9 2.13 POWER DISTANCE 9 2.14 LARGE POWER DISTANCE 9 2.15 SMALL POWER DISTANCE 9 2.16 MASCULINITY V FEMINITY 9 2.17
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AU/ACSC/0607C/97-03 UNDERSTANDING THE IMPACT OF CULTURAL DIVERSITY ON ORGANIZATIONS A Research Paper Presented To The Research Department Air Command and Staff College In Partial Fulfillment of the Graduation Requirements of ACSC by Maj Molly K. Moon March 1997 Disclaimer The views expressed in this academic research paper are those of the author(s) and do not reflect the official policy or position of the US government or the Department of Defense. ii Contents Page DISCLAIMER
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