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ined on diversity in three perspectives; where one focused on its application in terms of socio-cultural interactions (Lehrman, 2003; Cohen, 2009; Leung, Maddux, Galinsky & Chiu, 2008), family life and gendered relationships (Barnett & Hyde, 2001), and well as in work or organizational settings. As one read the points of views of classmates on the subject, it was interesting to note that some viewed diversity as stemming from social, cultural, and biological factors that included age, gender, race, cultural, religion, and environment (Kimble, 2013). Similar contentions were presented by Browning (2013) who likewise discussed defining diversity through classifying it into social, cultural, and natural biodiversity; and further looked into its benefits across these facets. The organizational aspect was likewise corroborated and cited by Browning (2013) from the article written by Faist (2010), who acknowledged the existence of “three levels of diversity (individual, organizational, societal) where organizations ‘are adjusting their practices and routines—for instance, with respect to staff recruitment and interpreting services’” ( p. 301).
Therefore, integrating all these components, inputs and ingredients to provide a more comprehensive definition of the term ‘diversity’, that incorporates characteristics to acknowledge its complexity and breadth, one is led to come up with this meaning: diversity is a dynamic and evolving condition or state that manifests existence of different, heterogeneous, or dissimilar components and applied to varied perspectives which could range from social, cultural, demographic, biological, natural, and organizational, among others.
enhances creativity: the when and how. American Psychologist. 63(3), 169-181. Retrieved from PsycARTICLES database.
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Diversity in the workplace is defined as the people working from various different educational backgrounds; different religions and races, having different types of beliefs and values, and all these differences are accepted in a professional manner and should be given proper respect and value by the management (Pilhofer, 2011).
Some believe that diversity is about quotas, and affirmative action. Some experts who study diversity, however, believe that diversity is not something that should be left up to chance. It is important, therefore, for organisations to take action to encourage and foster diversity in the workplace (Clarke, 2001, p.
Diversity may be due to age, ethnicity, gender, physical abilities, race, educational background, geographic location, religious beliefs, work experience etc. The dimensions are of course multi faceted and the list of diverse issues to classify individuals is exhaustive.
In the Private Sector effective Diversity Management translates tangibly into enhanced profits. However, the challenges of Diversity Management "are compounded in the public sector by pressures creating additional dilemmas for the civil service system. Public sector organizations in most countries, rich and poor, experience an environment characterized by greater scarcity of resources.
Diversity can be defined as the differences in pattern of lifestyle, values, beliefs, ideals and practices, race ethnicity, national origin, language and religion.
Diversity is relatively new on the scene. Diversity
On the other side, sociology of actions advocates the concept of an independent man, able to realize his full potential and to create a truly human social order only when freed from external constraint.
of this article approached a discussion of cultural diversity at the workplace in a unique and interesting manner: they identify two forms of co-operation: ‘community based co-operation’, caused by human necessity to belong, and ‘complementary co-operation’, which is
According to the report globalization is bringing people to a single world society. Herein, it will not be incorrect to state that globalization is impacting the current trends of the hospitality industry. The reason behind it is that people from different cultures are working in this industry with different culturally diverse people and patients.
There was a public law 167, which was amended in 2007 and is to the Indiana Code that demands the creation of a diversity committee at each and every public higher institutes of learning in the Indiana. Diversity can also be achieved by striking a good balance for the individuals who enjoy the availability of the opposite sex.
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