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Diversity Training Case Study Summary

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Chapter Four: Analysis In this section examination of the studies that were selected for case analysis are presented to answer the research questions. The method for this study was to look at diversity in terms of call centers in Saudi Arabia through looking at previous literature. The case studies were built around articles that most related to the research questions that were asked in this study. The purpose of the study was to develop an understanding of how diversity training can have an influence on job satisfaction through three generalized factors: environment and condition, work group dynamics, and equal and fair treatment. The following sections are defined based on the selection of three journal articles that were used as case studies …show more content…

The study was conducted through feminist theories which suggest that external environments are determinants of participate experiences within the workplace. Call centers are based on the idea that a globalized perspective is necessary in order to perform for customers. Therefore, diversity training existed not only for job satisfaction, but for the purpose of performance. This study showed a high impact on work environment and conditions. In call centers in India where diversity training was used, the perception of equality was increaseding in terms of culture and gender. This can also be related to power relationships as they were discussed Foucault (Foucault & Sheridan, 2012). Power relationships were perceived differently when diversity training had been used even with the intent of increasing performance. In addition, call centers in India which had diversity training, also seemed to minimize the perception of threat as discussed by Ragins, Gonzalez, Ehrhardt and Singh (2012). Through the perception of the need for creating a mindset related to diversity, Aneesh et al (2012) showed that perceptions of acceptance within the company alleviated stress where diverse cultures within the call center and within the performance of duties were concerned. They built awareness and understanding of skills in the performance of working with customers. The effect of diversity training was to create attitudes towards diversity which appeared to have provided an opportunity to create an environment in which safety was addressed, as well as a lowered level of perceived discrimination and increased acceptance in terms of cultural

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Importance and benefits of managing this diversity There is prescription that a company could apply to be successful, therefore it depends on the capability of the leader to sort out what is best to the organisation based on the level of productivity of the workplace. Leaders and managers should know and recognise skills that are vital in creating a positive and effective diverse workforce. One day session of training and programs is inadequate to change a person’s behaviour and styles, therefore the company need continuous development, implementation and maintaining trainings and awareness foundation. The welfare of having a diverse workforce is that it brings a unique standpoint to the company.

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The University of Redlands aims to “create a campus that welcomes, values, and fosters diversity and inclusion” (University of Redlands). Diversity and Inclusion (D&I) training is conducted for all incoming faculty members to ensure a safe environment for everyone. The goal of the training is to set expectations and attitudes of the faculty, informing them what diversity means, and teaching skills necessary to execute the University’s D&I vision. After the D&I training, the faculty should be able to communicate and behave in a respectful, inclusive, empathetic, and non-discriminatory manner in the classroom and around campus. This training plan is crafted by the Campus Diversity & Inclusion (CDI) team.

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Managing workplace diversity may boost return on investment, inspire more innovative ideas, and create a more productive work atmosphere. Businesses that prioritize diversity attract highly qualified employees who are better suited to a fast-paced atmosphere. The company that is part of the list of best companies for multicultural women of 2011 that I will be evaluating their

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The society we live in is incredibly diverse therefore it's important people are able to response appropriately. In the health care setting it's important that you reflect to diversity in work practice. At Fernleigh Residential care home in order to have successful implementation of equality and diversity in all aspects of work it's important that you ensures that colleagues, staff, service users and clients are valued, motivated and treated fairly. The act of legislation was set to ensure equality and diversity is implemented in every day work, it states that everyone has the right not to be discriminated for their race, religion or beliefs The Benefits of a diverse world • The world is more interesting place as you have the opportunity to learn about other people's culture and

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Workplace Diversity -1001 Title: Cultural Research Project Prepared By: Kiranpal Mann Student No: c0645417 Date: 1st April, 2016 Professor: Rebecca Mitchell Comparison Report: This report on the comparison of a Canadian small business with a similar Indian local business is based on the brief company information, comparison of particular business practices, and the business strategies variations of two small businesses.

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Sharma, U. (2016). Managing Diversity and Cultural Differences at Workplace. IPE Journal of Management, 6 (2), 63-79. Retrieved from

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Diversity training provides the knowledge, skills and tools that will assist new employees on proper way to treat people who may be different from them by for instance their culture, background or ethnic. Some of the strengths of diversity training for new employees are its ability to create in them a positive idea of the organization and foster the idea of belonging. For instance, as a young woman and entry level employee, I will feel more comfortable working in an environment where diversity is promoting. Why, because I will feel more valuable, have an equally opportunity for advancement and must of all, have my rights respected. In the other hand, some of the weaknesses of diversity training during new employee orientation can be the address

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Diversity Inclusion On Saturday, April 7, 2018, at 12:30 pm at the University of Winnipeg Library, I observed a young man reading a book sitting by himself as I was doing my homework. I decided to approach him and asked if he has spare time to interview him, he agreed and I began conducting my interview. Rajinder Kumar Sharma is an East Indian 20 years old male born in India, Punjab on June 4, 1998, and grew up in Winnipeg, Canada. Based on his appearance and skin color his diversity is apparent to others. He experienced bias when he was in middle school.

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This paper examines Bateman and Snell’s research against the case study video entitled “Diversity in Hiring: Candidate Conundrum” to propose that additional examination be conducted to decide whether Robert Gedaliah or Paul Munez was correct in their decision making pertaining to whom to hire for the Outreach Customer Representative position. Discussion Summary This week’s video discussed diversity in hiring. Robert Gedaliah is the Founder and President of Beck ‘n Call.

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These differences contribute to the organizations ability to be flexible, generate problem solutions, relate effectively to a wide range of clients and to providing a balanced range of services. An organization can invest in developing effective employment programs and strategies that support diversity, but unless they have created an inclusive work environment, that celebrates and builds on differences and that is productive, rewarding, enjoyable and healthy for everyone concerned, they are likely to find that diversity creates more problems than it solves. They will be unable to take advantage of the benefits of diversity and are likely to have difficulty retaining employees. Work practices that make environments safe for all have achieved cultural competence and as a result are demonstrating cultural safety. Overall, this means that the workplace if spiritually, socially and emotionally respecting and appreciating different cultures and that there is no assault, challenge or denial of any person’s identity.

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Expectations for teachers to facilitate effective and fast student development in classrooms are getting higher. New Jersey is now a part of The Common Core State Standards Initiative that evaluates what a student should already to know in their specific grade. This educational initiative is adopted by forty two other states, which is a way to have all students reaching the same developmental stage. That can be difficult when there are many contributing factors in a classroom prohibiting a natural and regular occurrence of the success of this goal. What’s more, teachers are responsible for a diversity of students.

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Key works: workforce diversity, contract workers, employees, diversity, divergent attitude, human resource management, international employees, consumers, consumer behavior, empathic marketing 1.2 Thesis Statement Diversity in the workforce provides unique employment opportunity and benefit, strengthen organizational outcome and further provides a platform to Exchange culture and lifestyle. On the other hand diversity workforce challenges increased in cost of training requires HRM careful employee’s selection and increased conflict due to demographic differentiation. 2 Part

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Diversity management can defined as an activity that recruits diverse employees such as women and minorities into the workforce and it’s also can increase the competitive advantage of the organization. (Stone 2013). By applying diversity management, a more productive environment will be created so everyone would have a feeling of they are being valued and their talents are being fully used resulting in their organisational goals are achieved.. (Kandola and Fullerton 1994, p. 56). Equality legislation helps the employers to know better on how to recruit and treat their employee fairly and also helps to promote diversity in the workplace. (Nibusinessinfo n.d).

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INTRODUCTION This assignment will focus on explaining the importance of diversity management, challenges of management diversity, give strategies and implementation of management diversity in the workplace. A diverse workforce is a reflection of a changing world and marketplace. Diverse work teams bring high value to organizations. Respecting individual differences will benefit the workplace by creating a competitive edge and increasing work productivity.

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We live and work in a diverse world, consists of people with divergent backgrounds with different needs and preferences. This multicultural world brings out the potential on improvement and efficient, but also comes with that are the challenges. Workforce diversity acknowledges the reality that people differ in many ways, visible or invisible, mainly age, gender, marital status, social status, disability, sexual orientation, religion, personality, ethnicity and culture (Kossek, Lobel & Brown, 2005). The culture of an organisation plays a big role in the performance and sustainability of an organisation, and it is also important to the well-being of its employees.

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