Do Differences Make a Difference? Managing Diversity in Division IA Intercollegiate Athletics

2001 ◽  
Vol 15 (1) ◽  
pp. 10-50 ◽  
Author(s):  
Janet S. Fink ◽  
Donna L. Pastore ◽  
Harold A. Riemer
Keyword(s):  
Intercollegiate Athletics ◽  
Management Practice ◽  
Management Strategies ◽  
Diversity Management ◽  
Current Theory ◽  
Demographic Variables ◽  
Intercollegiate Athletic ◽  
Demographic Differences ◽  
Value Similarity ◽  
Managing Diversity

This study applies a framework of diversity initiatives as a basis of exploration into top management beliefs and diversity management strategies of Division IA intercollegiate athletic organizations. This framework utilizes issues of power, demographic and relational differences, and past literature regarding specific diversity strategies to empirically assess these organizations' outlooks regarding employee diversity. Results of the study suggest that Division IA intercollegiate athletic organizations operate in cultures that value similarity. Demographic variables predicted a significant amount of variance in employees' perceptions of diversity management strategies. In addition, demographic differences (being different from one's leader) accounted for an even greater amount of variance in these perceptions. Top management's beliefs in the benefits of diversity were related to perceptions of different diversity practices. That is, high beliefs resulted in higher levels of diversity management practice. Discussion of the findings relative to current theory in sport and implications for sport managers are noted.

Assessment of Demographic Differences Regarding Customer Value in Life Insurance Corporation

2015 ◽  
Vol 3 (1) ◽  
Author(s):  
Amit Sharma ◽  
Bodh Raj Sharma
Keyword(s):  
Life Insurance ◽  
Customer Value ◽  
Likert Scale ◽  
Demographic Variables ◽  
Primary Data ◽  
Demographic Differences ◽  
Significant Difference ◽  
Quota Sampling

Aim of this paper is to assess the empirically demographic differences among the customers regarding customer value in Life Insurance Corporation. It is a fact that life insurance players in J&K have realized that their business advantage depends on customer value. The study is based upon the primary data obtained from customers of LIC belonging to various districts of J&K through quota sampling. A questionnaire was framed containing items of demographics and statements measuring customer value based upon seven point Likert scale. The findings indicate that the demographic variables viz., age, qualification, occupation wise, there is no significant difference regarding customer value in the perception of customers of LIC. However, district wise respondents do differ in their opinion regarding customer value in Life Insurance Corporation.

scholarly journals Workaholism in Korea: Prevalence and Socio-Demographic Differences

2020 ◽  
Vol 11 ◽  
Author(s):  
Sudol Kang
Keyword(s):  
Demographic Variables ◽  
Future Research ◽  
Demographic Differences ◽  
Research Directions ◽  
Confirmatory Factor Analyses ◽  
Work Addiction ◽  
Confirmatory Factor ◽  
Future Research Directions ◽  
Logistic Regressions ◽  
Nationally Representative

This study has two objectives – to provide a Korean form of the workaholism analysis questionnaire, and to analyze workaholic tendencies in South Korea by using a nationally representative data. Using 4,242 samples (2,497 men and 1,745 women), exploratory and confirmatory factor analyses were conducted to develop a Korean form (K-WAQ). The four-factor structure of K-WAQ in this study seemed to adequately represent the underlying dimensions of work addiction in Korea. The study also analyzed the prevalence of workaholism among Koreans and its differences according to socio-demographic variables. Both mean difference analyses and logistic regressions were conducted. The overall result indicated that the prevalence of workaholism in Korea can be estimated to be 39.7% of the employees. The workaholic tendencies in Korea differ significantly according to gender, age, work hours, and voluntariness of choosing employment type. Practical as well as theoretical implications and future research directions are discussed.

scholarly journals Organizational diversity: making the case for contextual interpretivism

2015 ◽  
Vol 34 (6) ◽  
pp. 496-509 ◽  
Author(s):  
W. J. Greeff
Keyword(s):  
Diversity Management ◽  
Internal Communication ◽  
Organizational Diversity ◽  
New Approach ◽  
Content Type ◽  
Organizational Contexts ◽  
Organizational Settings ◽  
Managing Diversity ◽  
Functional Aspects ◽  
Excellence Theory

Purpose – The purpose of this paper is to make a case for contextual interpretivism in managing diversity in organizational settings, specifically in its bearing on internal communication, going against the dominating functionalistic stance of venerated and ubiquitous approaches. Design/methodology/approach – Qualitative and quantitative methodologies were employed to explore the potential of contextual interpretivism within the mining and construction industries of South Africa, due to the fecund diversity context of its employee population. Findings – This paper points to the enriched understanding that could result from following a contextual interpretivistic approach to internal communication for diversity management, and in so doing discusses the ways in which this could take hold in organizations through the application of germane theoretical assertions of revered internal organizational communication literature, specifically the excellence theory and communication satisfaction. Research limitations/implications – The main limitation to this research is the restricted generalizability of its empirical research. Further research is required for the exploration of the central premise in other organizational contexts. Practical implications – The paper provides insights into the ways in which organizations could approach its diversity management so as to speak to more than just the functional aspects thereof, and rather to the importance of nurturing an understanding of employees’ interpretation of the organization’s diversity endeavors. Originality/value – The implications of applying a new approach to diversity management in organizational settings is discussed and argued, offering an empirical application thereof, which gives way to practical, data-driven recommendations for use in organizational settings.

An Investigation of Credit Risk Management Strategies of Private Commercial Banks of Bangladesh

2014 ◽  
Vol 2 (2) ◽  
pp. 77-87
Author(s):  
Abu Hanifa Md. Noman ◽  
Md. Amzad Hossain ◽  
Sajeda Pervin
Keyword(s):  
Risk Management ◽  
Credit Risk ◽  
Commercial Banks ◽  
Management Practices ◽  
Management Practice ◽  
Management Strategies ◽  
Third Party ◽  
Primary Data ◽  
Credit Risk Management ◽  
Risk Management Strategies

Objective - The study aims to investigate credit risk management practices and credit risk management strategies of the local private commercial banks in Bangladesh. Methodology -The investigation is conducted based on primary data collected from a set of both closed end and open end questionnaire from 23 out of 39 local private commercial banks in Bangladesh. Descriptive statistics has been used in processing the data and interpreting the results. Findings - The results reveal that credit risk management practice of the sample banks is sound which is attributed to the appropriate implementation of Basel II and credit risk management guidelines the country's central bank. The findings further show that use of Credit risk grading is most popular and effective criteria for measuring the borrowing capacity of the borrowers. In order to control credit risk and preventing losses from credit exposure banks give more focus on collateralization, accurate loan pricing and third party guarantee. Loan is monitored properly and credit reminder is given to the client if principal and interest remain outstanding for three months. The study further reveals that lack of experienced and trained credit officers, lack of genuine market information and Lack of awareness regarding non-genuine borrower are the most important problems of current credit risk management practices in Bangladesh. Novelty - To the best of the knowledge of the authors the study is the first that investigates credit risk management strategies of private commercial banks, especially on Bangladesh. Type of Paper - Empirical Keyword : Bangladesh; Commercial Bank; Credit risk; Credit risk management; Credit risk management strategies.

scholarly journals Diversity management in the workplace: beyond compliance

Curationis ◽  
2009 ◽  
Vol 32 (2) ◽  
Author(s):  
N.S. Gwele
Keyword(s):  
Interpersonal Relationships ◽  
Diversity Management ◽  
Professional Status ◽  
Organizational Goals ◽  
Diverse Workforce ◽  
Managing Diversity ◽  
Legal Obligations ◽  
The Social ◽  
Success Indicators ◽  
Economic Landscape

Diversity management is not a numbers game. Diversity management is a holistic and strategic intervention aimed at maximizing every individual’s potential to contribute towards the realization o f the organization’s goals through capitalizing on individual talents and differences within a diverse workforce environment. Managing interpersonal relationships within a diverse workforce environment presents a number of challenges related to changes in the social, legal and economic landscape, individual expectations and values as well as the inevitable change in organizational culture (Chartered Institute of Personnel and Development 2005: 1-7). Whether or not organizations are effective in managing diversity is a function of senior managements’ commitment, and the perceived centrality of diversity management by all those who populate the institution’s workspace. Above all it should be clear to all employees, irrespective of race, gender, or vocational/professional status, that each and every one of them has something of value to contribute towards the realization of the institution’s mission and goals. It is crucial to determine clear and manageable success indicators, focusing not only on compliance with legal obligations to include and/or increase the number of employees from the underrepresented and designated groups, but also on strategic intervention strategies to be used to promote and nurture individual talent and potential toward the realization of both individual aspirations and organizational goals re-quality patient outcomes.

scholarly journals Investigation of Various Diseases Occurred in Poultry and Management Strategies for Eradication

2018 ◽  
Vol 7 (3.1) ◽  
pp. 150
Author(s):  
Sunil Patil ◽  
Chhanwal I.L
Keyword(s):  
Family Income ◽  
Migratory Birds ◽  
Management Practice ◽  
Management Strategies ◽  
Farm Management ◽  
Poultry Meat ◽  
Highly Pathogenic ◽  
The World ◽  
Pathogenic Viruses ◽  
Poultry Disease

Poultry plays a significant role in the Indian economy. Around 60 billion chickens are raised per annum as a basis of food for both their eggs and meat. Poultry meat is in significant source of minerals, protein and various vitamins to balance the diet of human. Broiler farming is an important source of family income depending on size of the farm. Chicken farming in Commercial way is the most fruitful business in India and all around the world. Proper farm management practice and care of birds will result in decent profit in a short span of time. In this paper, we are discussing various diseases caused to poultry hen and their preventing or treating methods. Our results shows that some of disease cannot be cured and only it can be prevented. Spreading of disease with the help of contaminated equipment and infected poultry trade is measured as foremost means of spreading of poultry disease. In some countries migratory birds have also been foremost means of spreading of poultry disease like highly pathogenic viruses. 

scholarly journals Managing Diversity and Capabilities

2017 ◽  
Vol 3 (1) ◽  
pp. 62
Author(s):  
Feriha Özdemir
Keyword(s):  
Process Design ◽  
Small And Medium Enterprises ◽  
German Economy ◽  
Diversity Management ◽  
Management Tool ◽  
Competitive Advantages ◽  
Social Discrimination ◽  
Skilled Workers ◽  
Managing Diversity ◽  
Medium Enterprises

As a powerful driver, small and medium enterprises (SME) has a huge contribution to the German economy. The shortage of skilled workers underlines an emerging and resilient German economy. However, the future prospects of SME depend on creative employees as key actors. Nevertheless, demographic change is perceptible so that the labour integration of resident immigrants becomes more important. But several studies investigated inequalities especially discrimination in the labour market intensifying brain drain. Social discrimination has great impact on the capabilities of people, particularly in labour. Disadvantages are exposed to a lack of opportunities with the result of a capability gap. Diversity management offers competitive advantages but is mostly a management tool of bigger enterprise performances. This paper will present a process of enabling and empowering management process of capabilities. It is presented by the example of the solution cycle which will be called a participatory process design contributing to the lack in the classic management of diversity.

Managerial Practices in a High Cost Manufacturing Environment

2018 ◽  
pp. 1749-1768
Author(s):  
Renu Agarwal ◽  
Christopher Bajada ◽  
Paul J. Brown ◽  
Roy Green
Keyword(s):  
New Zealand ◽  
Best Practice ◽  
Management Practices ◽  
Management Practice ◽  
Low Cost ◽  
Management Strategies ◽  
Manufacturing Firms ◽  
Labour Cost ◽  
Managerial Practices ◽  
Management Capability

This chapter explores the management strategies adopted by manufacturing firms operating in high versus low cost economies and investigates the reasons for differences in the management practice choices. The study reported in this chapter identifies a subset of countries that have either high or low labour costs, with USA, Sweden, and Japan being high, and India, China, and Brazil being low labour cost economies. The high labour cost manufacturing firms are found to have better management practices. In this chapter, the authors find that Australia and New Zealand manufacturing firms face relatively high labour cost but lag behind world best practice in management performance. The chapter concludes by highlighting the need for improvement in management capability for Australian and New Zealand manufacturing firms if they are to experience a reinvigoration of productivity, competitiveness, and long-term growth.

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