Cultural intelligence and establishment of organisational diversity management practices: An upper echelons perspective

2021 ◽  
Author(s):  
Lauren A. Turner ◽  
Kimberly K. Merriman
Keyword(s):  
Cultural Intelligence ◽  
Management Practices ◽  
Diversity Management ◽  
Upper Echelons

scholarly journals Diversity As I Say, Not As I Do: Organizational Authenticity and Diversity Management Effectiveness

2020 ◽  
Author(s):  
Andrew J Marcinko
Keyword(s):  
Organizational Identification ◽  
Management Practices ◽  
Turnover Intentions ◽  
Diversity Management ◽  
Experimental Methodology ◽  
Management Approach ◽  
Management Effectiveness ◽  
Employee Survey ◽  
Espoused Values

This research examines how a misalignment between an organization’s espoused values and its realized practices regarding diversity affects employees’ commitment, organizational identification, and turnover intentions. Further, it investigates whether these relationships are mediated by perceived organizational authenticity. Using an experimental methodology, Study 1 tests the interaction between an organization’s diversity management approach (espoused values) and its demographic representativeness (realized practices). In Studies 2 and 3, an intervention based on previous research involving hypocrisy and two-sided messaging is tested. In Study 4, an employee survey further supports the hypothesized mediation. These findings are relevant for any organization seeking to increase the effectiveness of its diversity management practices.

scholarly journals The complex concept of sustainable of diversity management

2015 ◽  
Vol 23 (5) ◽  
pp. 45-48 ◽  
Author(s):  
Simon Best ◽  
Alistair Soyode ◽  
Michael Muller-Camen ◽  
Andrew Boff
Keyword(s):  
Ethnic Minorities ◽  
Design Methodology ◽  
Management Practices ◽  
Diversity Management ◽  
Social Contacts ◽  
Television Station ◽  
Content Type ◽  
Complex Concept ◽  
Full Participation ◽  
Management Policies

Purpose – Explores the notion of sustainable diversity-management practices. Design/methodology/approach – Summarizes research into the sustainability of diversity management across four countries and provides examples of efforts to maintain high levels of diversity. Findings – Looks at the activities of Africa House, an organization that develops business links with Africa, and of Bright Entertainment Network (BEN) Television, which is a television station that caters primarily for ethnic minorities. Social implications – Highlights the complexity of diversity and so the difficulty of legislating in this area. Originality/value – Explains that employees can also stifle attempts to engage in sustainable diversity management policies. A lack of understanding of local laws or language, or through limited social contacts, can prevent full participation by employees.

Unions as institutional entrepreneurs

2019 ◽  
Vol 33 (3) ◽  
pp. 477-490
Author(s):  
Simone Pulcher ◽  
Marco Guerci ◽  
Thomas Köllen
Keyword(s):  
Trade Unions ◽  
Management Practices ◽  
Minority Groups ◽  
Qualitative Interviews ◽  
Diversity Management ◽  
Orientation Field ◽  
Content Type ◽  
Institutional Entrepreneurs ◽  
Italian Context

Purpose Research on the diffusion and adaptation of LGBT diversity management practices has, until now, rarely considered the role of unions in this process; where it has done, the consideration has largely been cursory or tangential. In order to contribute towards overcoming this research gap, the purpose of this paper is to focus more closely on this issue, within the Italian context. Design/methodology/approach Theoretically based on the notion of institutional entrepreneurship, the paper analyses the ways in which trade unions contribute to the diffusion of LG-inclusive policies. Empirically this study is based on qualitative interviews with representatives from the unions, LGBT activists and individuals from those companies that have received support from the unions in terms of shaping their initiatives. Findings Italian unions act as institutional entrepreneurs in the sexual orientation field by framing the issue of the inclusion of LGBT workers as an issue of including minority groups under the broad umbrella of equality in workplaces, and by cooperating with LGBT associations. The latter provides the unions with two different things. First, with more legitimacy, from the viewpoint of LGBT employees; second, with the specific competencies in dealing with these issues. The accomplishments of the unions consist of arranging single agreements concerning the establishment of “punishment systems” for discriminatory behaviours, rather than promoting inclusion-oriented behaviours within the organization. Originality/value This paper highlights the role of unions, and in doing so, focusses on a hitherto marginalized actor in the process of adapting LGBT diversity initiatives. In focussing on the Italian context, it adds an important perspective to a discourse that has previously consisted of predominantly Anglo-American views.

Diversity Management and Organizational Socialization

2021 ◽  
pp. 532-552
Author(s):  
Melda Akbaba
Keyword(s):  
Correlation Analysis ◽  
Management Practices ◽  
Organizational Socialization ◽  
Diversity Management ◽  
Survey Analysis ◽  
High Positive Correlation ◽  
Positive Correlation ◽  
Discriminative Approach ◽  
Tourism Enterprises

In the current study, it is aimed to determine the effect of diversity management on organizational socialization in tourism enterprises. For this purpose, a questionnaire was conducted with 215 employees who work in hotel enterprises with tourism operation certificate. Regression and correlation analysis were performed using the data obtained from the survey. Analysis results reveal that the diversity management practices in hotel enterprises positively affect the dimensions of organizational socialization, and organizational socialization dimensions are significantly explained by the diversity management dimensions. In addition, according to the correlation analysis results, there is a high positive correlation between diversity management and organizational socialization. In this context, the positive management of employee differences within the organization and non-discriminative approach positively affects the relationships of the employees with other and can increase their level of organizational socialization through job adaptation.

scholarly journals Woody Species Diversity and Management in Homegarden Agroforestry: The Case of Shashemene District, Ethiopia

2019 ◽  
Vol 2019 ◽  
pp. 1-6
Author(s):  
Tefera Jegora ◽  
Zebene Asfaw ◽  
Agena Anjulo
Keyword(s):  
Species Diversity ◽  
Management Practices ◽  
Woody Species ◽  
Diversity Management ◽  
Persea Americana ◽  
Importance Value Index ◽  
Cupressus Lusitanica ◽  
Croton Macrostachyus ◽  
Woody Species Diversity ◽  
Cordia Africana

The study was conducted in Shashemene district, Ethiopia. Management-related data were collected using informal and formal surveys. Woody species diversity and related parameters were collected from 60 households. Woody species with ≥5 cm diameter at breast height (DBH) were measured and recorded and below 5 cm were counted and recorded in 10 m ∗ 10 m and 1 m ∗ 1 m plot, respectively. A total of 36 woody species were recorded, of which 58% were indigenous to the area. The overall mean number of woody species per plot was 3.13. Four woody species, namely, Cordia africana, Croton macrostachyus, Persea americana, and Catha edulis, showed highest importance value index. Farmers’ preference ranks for selected woody species were recorded in order of Cordia africana, Eucalyptus camaldulensis, Croton macrostachyus, and Cupressus lusitanica, respectively. The similarity in woody species composition between the study villages ranged from 0.46 to 0.60. To sustain the management of woody species, farmers implemented pruning, thinning, composting, weeding, digging, and watering activities in the area. Garden availability and market and road accessibility are the major determinants of woody species in homegarden agroforestry. The study revealed woody species diversity, management practices implemented, and factors affecting woody species diversity management in homegarden agroforestry. Therefore, government should be worked on infrastructure, resource reallocation, and awareness creation in communities for the better improvement of species diversity and its sustainable management in homegarden agroforestry.

scholarly journals Perceptions of Diversity Management Practices among First- versus Second-generation Migrants

2019 ◽  
Vol 34 (5) ◽  
pp. 844-863
Author(s):  
Sophie Hennekam ◽  
Sabine Bacouel-Jentjens ◽  
Inju Yang
Keyword(s):  
Social Identity ◽  
Social Identity Theory ◽  
Migrant Workers ◽  
Management Practices ◽  
Second Generation ◽  
Diversity Management ◽  
Organisational Justice ◽  
Extended Case Method ◽  
First And Second Generation ◽  
Second Generation Migrants

Drawing on an extended case method approach consisting of observations, analysis of organisational documents and semi-structured in-depth interviews with first- and second-generation migrants working in a French car manufacturing company, this article examines how and why diversity management practices are perceived differently by first- versus second-generation migrant workers. Using social identity theory and equity theory as a theoretical framework, it was found that first- and second-generation migrants have different social expectations, which, in turn, influence their self-image, as well as their perception of organisational justice. The interaction between their social identity and their perception of justice affects how they appraise diversity management practices in their organisation. The study extends previous research on migrant workers and diversity management by building a conceptual model that outlines how and why diversity management practices are perceived differently by first- versus second-generation migrants.

Diversity management in hotels

2019 ◽  
Vol 2 (2) ◽  
pp. 166-185 ◽  
Author(s):  
Zakaria Elkhwesky ◽  
Islam Elbayoumi Salem ◽  
Mona Barakat
Keyword(s):  
Management Practices ◽  
Empirical Studies ◽  
Diversity Management ◽  
Capability Development ◽  
Basic Part ◽  
Content Type ◽  
Entry Level ◽  
Hr Managers ◽  
Moderating Role

Purpose The purpose of this paper is to investigate the importance of ethnic, gender and religious diversity management practices (DMPs) and the level of implementation from perspectives of five-star hotels in Egypt. Besides, it also examines the moderating role of empowerment and capability development (CD) between the importance and the implementation of gender and religious management practices. Design/methodology/approach The questionnaires were distributed personally to entry-level F&B employees, F&B managers, working in F&B departments, and HR managers in all accepted five-star hotels in their workplaces, during July and August 2017. Only 400 returned back, with a response rate of 35 percent and were considered usable for data analysis. Findings The results clarified that there was a significant moderate positive correlation between the importance and the implementation of gender and religious management practices (MPs). Nonetheless, the correlation proved to be significant, weak and positive between the importance and the implementation of ethnic MPs. The relationship between the importance and the implementation of ethnic, gender and religious MPs was not moderated by empowerment. Research limitations/implications Although questionnaires have been collected from diverse F&B outlets, comparisons among outlets were not conducted. This study concentrated on the F&B departments only; hence, future researchers can make comparisons among different departments. Practical implications This study implies that HR managers should recruit employees from diverse ethnicities, gender, ages, disabilities and religions to help five-star hotels achieve success in marketplaces. Recruiting diverse employees should be a basic part of the organizational culture of hotels, specifically F&B departments. Social implications Social activities organized in hotels, such as a tennis table, football and billiards tournaments, are included. Hotels can provide employees with special meals during fasting and they can also allow Christian employees to leave the hotel from 7 to 10 a.m. to attend the mass in church each Sunday. Originality/value Although DM is necessary for the hospitality industry, there is a lack of studies focusing on investigating the importance−implementation of DMPs and analyzing the moderating role of empowerment and CD in this industry, specifically in Egypt. This study provided weighty contributions to the management of diversity in the Egyptian hotel sector and formed one of the first empirical studies.

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