Sustaining and Retaining the Diversity Practitioner

2022 ◽  
pp. 825-839
Author(s):  
Trina Moore-Southall
Keyword(s):  
Work Environment ◽  
Senior Management ◽  
Additional Stress ◽  
Quality Work ◽  
Critical Part ◽  
Hiring Process ◽  
The Individual ◽  
Expected Outcomes ◽  
Practitioner Role

The purpose of this chapter is to examine the ways in which an organization or an institution can utilize a diversity practitioner for success. This chapter explores the culture of the organization and what the senior management needs to be mindful of in the hiring process and beyond. The chapter then investigates the practices that should be carried out by the organization that will prompt a practitioner for success. It explores the considerations as the practitioner works in the organization on establishing a quality work environment. With a visible commitment and support of the individual and the expected outcomes, the practitioner will be a critical part of the organization's success. Organizations have to be strategic and intentional about implementing measures to assure the diversity practitioner has the tools they need. The organization has a responsibility to recognize the emotional toll and additional stress of being in the diversity practitioner role. Clear expectations and strategies are offered.

Sustaining and Retaining the Diversity Practitioner

2021 ◽  
pp. 12-26
Author(s):  
Trina Moore-Southall
Keyword(s):  
Work Environment ◽  
Senior Management ◽  
Additional Stress ◽  
Quality Work ◽  
Critical Part ◽  
Hiring Process ◽  
The Individual ◽  
Expected Outcomes ◽  
Practitioner Role

The purpose of this chapter is to examine the ways in which an organization or an institution can utilize a diversity practitioner for success. This chapter explores the culture of the organization and what the senior management needs to be mindful of in the hiring process and beyond. The chapter then investigates the practices that should be carried out by the organization that will prompt a practitioner for success. It explores the considerations as the practitioner works in the organization on establishing a quality work environment. With a visible commitment and support of the individual and the expected outcomes, the practitioner will be a critical part of the organization's success. Organizations have to be strategic and intentional about implementing measures to assure the diversity practitioner has the tools they need. The organization has a responsibility to recognize the emotional toll and additional stress of being in the diversity practitioner role. Clear expectations and strategies are offered.

scholarly journals PENGARUH KARAKTERISTIK INDIVIDU DAN LINGKUNGAN KERJA NON FISIK TERHADAP KINERJA KARYAWAN DEPARTEMEN PARTS PT TRAKINDO UTAMA CABANG SAMARINDA

2020 ◽  
Vol 8 (4) ◽  
pp. 345
Author(s):  
Juliana Juliana
Keyword(s):  
Work Environment ◽  
Employee Performance ◽  
Secondary Data ◽  
Individual Characteristics ◽  
Individual Characteristic ◽  
Primary Data ◽  
Physical Work ◽  
Observation Data ◽  
Physical Work Environment ◽  
The Individual

Individual characteristics and work environment are considered as crucial aspects for companies that want to improve their employees’ performance. PT Trakindo Utama specifically Samarinda branch is one of many branches of PT Trakindo Utama in Indonesia, which become the sole agent of Caterpillar products in Indonesia. Caterpillar itself is the world's leading manufacturer of heavy equipment originally from USA. This research aims to determine the influence of characteristics and non-physical work environment of the employee performance in parts Department at PT Trakindo Utama Samarinda branch. The individual characteristics (x1) and non-physical work environment (x2) are used as independent variables while the performance of employees (Y) as dependent variable. Primary data is obtained by conducting interviews to 34 respondents by using questionnaires while secondary data is obtained by conducting field observation. Data analysis uses a double linear regression technique by using SPSS 22 software. The results show that the individual characteristic variables does not have any partial effect toward the performance of the employees of Parts Department PT Trakindo Utama Cabang Samarinda branch and individual characteristic variables (X1) and non-physical work environment (x2) are simultaneously influential in the performance of the Employees (Y) Parts Department at PT trakindo Utama, Samarinda branch.  Suggestions for PT Trakindo Utama Samarinda Branch, the company should hold a family gathering in order to improve not only for each employees relations but also with bosses to stay awake, provide suggestions and evaluate employee work which can effectively improve employee performance, manage the best possible time so that the job can be completed on time.

The Change in Nature of an Organization and Its Work

2021 ◽  
pp. 206-221
Author(s):  
Ashwini Yogendra Sonawane
Keyword(s):  
Strategic Planning ◽  
Work Environment ◽  
Effective Communication ◽  
Cross Culture ◽  
Structure Pattern ◽  
Technological Competence ◽  
Close Relationship ◽  
Organizational Work ◽  
The Individual ◽  
Change Culture

It's obvious. Deviations are entirely around us. As the situation is promptly fluctuating, in today's sphere of globalization the structure, pattern, and process of work are changing drastically, and working for an organization is likely to be very different due to competitive pressures and technological breakthroughs. Now the organizational work is more focused on technological competence, workforce diversity, teamwork, leadership, social-based skills, strategic planning, cross-culture training, and effective communication, which holds the keys to the growth of the organization. As the nature of the work environment continues to change, new trends have emerged at the individual, team, and organizational levels too. Basically, when we talk about the change, there is a close relationship between culture and change. Culture generally talks about existing values, practices, set of procedures, norms, and various beliefs by the member of an organization, and these are highly resistant to change.

scholarly journals Co-constructing integrity: A conceptual framework

2019 ◽  
Vol 45 ◽  
Author(s):  
Annelize Van Niekerk ◽  
Michelle S. May
Keyword(s):  
Work Environment ◽  
Middle Managers ◽  
Value Added ◽  
Senior Management ◽  
Managerial Implication ◽  
Healthy Relationships ◽  
Ethical Work Climate ◽  
Positive Work Environment ◽  
The Impact ◽  
Positive Work

Orientation: The use of an integrity framework can positively influence the impact senior management has on middle management’s experience of integrity and subsequently contribute towards creating a positive work environment and establishing healthy relationships between these two groups.Research purpose: The aim of this research is to obtain insights from psychology practitioners about the potential application of, and the value added by, a particular integrity framework within organisations.Motivation for the study: Establishing a positive work environment and organisational culture that upholds integrity and that is conducive to behaviour marked by integrity, requires investment into the development of leadership integrity. Utilising an integrity framework will enable psychology practitioners and organisational leadership to create an environment in which healthy relationships can be established between all stakeholders, in particular, between senior and middle managers, allowing integrity to flourish.Research approach/design and method: A hermeneutic, qualitative study was undertaken and convenient sampling was used. Participants included industrial and counselling psychologists. A listening post was convened and the data obtained were analysed using thematic analysis.Main findings: The findings indicate organisations can use the framework effectively by customising it according to their specific needs, organisational strategy, vision and mission.Practical/managerial implication: The framework will enable senior management to influence follower behaviour positively regarding their integrity within the organisation. The framework will assist middle managers in gaining a better understanding of the impact senior management has on their experience of integrity.Contribution/value-add: The study also highlights the important role organisations play in creating and establishing an ethical work climate that will ensure corporate integrity. This will enable organisations to provide value to their corporate stakeholders and to society at large.

scholarly journals Heir to the Throne: Choice of the Replacement CEO After Unexpected CEO Turnovers

2018 ◽  
Vol 9 (2) ◽  
pp. 172
Author(s):  
Mia L. Rivolta
Keyword(s):  
Shareholder Wealth ◽  
Senior Management ◽  
Leadership Transition ◽  
Board Members ◽  
Ceo Succession ◽  
Management Turnover ◽  
Stock Performance ◽  
Hiring Process ◽  
The Impact ◽  
Selection Of

This paper analyzes firms’ choice of replacement CEOs after unexpected CEO turnovers, and the impact of the replacement decision on shareholder wealth. More specifically, I investigate whether the selection of replacement CEOs from the board facilitates a smoother leadership transition. I find that while selecting replacement CEO from existing board members allows the company to quickly fill the CEO position, thereby reducing uncertainty and transitional costs (measured by new CEO turnover, senior management turnover and delay), it may not be beneficial to shareholders. I provide evidence that replacing departing CEO with a board member is negatively associated with stock performance for up to two years. This paper is a step forward towards the understanding of the roles boards play in the CEO succession and new CEO hiring process.

scholarly journals On fitting paradigms to people

1982 ◽  
Vol 13 (4) ◽  
pp. 189-196 ◽  
Author(s):  
A. P. Moerdyk ◽  
David A.L. Coldwell
Keyword(s):  
South Africa ◽  
Work Environment ◽  
Cultural Differences ◽  
Labour Force ◽  
Work Force ◽  
Cost Effective ◽  
Cultural Factors ◽  
Work Place ◽  
Value Structures ◽  
The Individual

In a previous article (Coldwell and Moerdyk, 1981) it was argued that many blacks in South Africa are at a disadvantage in the 'White man's world' of business and industry as a result of a number of cultural factors, some of which were described. In this paper, the suggestion is made that it is probably easier and more cost-effective to find ways in which both tasks and organizations can be restructured along socio-technical design lines, than it is to try to change the personality and value structures of the labour force to fit them to the demands of the work place. A number of cultural differences are outlined and suggestions put forward about possible ways in which jobs and organizations can be modified to make them more compatible with the characteristics of the work force. A closer 'match' between the individual and his work environment is seen as the key to enhanced productivity, reduced stress, and consequent improvements in both job satisfaction and company profitability.

scholarly journals Depression in the South African workplace

2016 ◽  
Vol 22 (1) ◽  
pp. 2
Author(s):  
Marthinus P. Stander ◽  
Margreet Bergh ◽  
Helen Elizabeth Miller-Janson ◽  
Janetta C. De Beer ◽  
Frans A. Korb
Keyword(s):  
South Africa ◽  
Work Environment ◽  
South African ◽  
Depression And Anxiety ◽  
The South ◽  
Anxiety Group ◽  
Prevalence Of Depression ◽  
The Individual ◽  
The Impact ◽  
Insight Into

Depression is a common psychiatric disorder and can be costly, having a significant impact on the individual and employers. The South African Depression and Anxiety Group (SADAG) in partnership with HEXOR, with the support of Lundbeck, undertook research into depression in the workplace, because South African information is not available on this topic. It provides insight into the prevalence of depression within the workplace in South Africa, as well as the impact of depression on the employees and employers in terms of sick leave and levels of productivity, especially when the symptoms include cognitive impairment. It is apparent that stigma plays a pivotal role in the reasons for non-disclosure to employers. It further highlights the magnitude of awareness, early detection and the provision of a holistic support system within the work environment, free from bias, to ensure that optimum benefit can be achieved for both employer and employee.

scholarly journals Determinants of Reputation at Private Graduate Online Schools

2020 ◽  
Vol 12 (22) ◽  
pp. 9659
Author(s):  
Juan Martín-Miguel ◽  
Camio Prado-Román ◽  
Gabriel Cachón-Rodríguez ◽  
Lilliana L. Avendaño-Miranda
Keyword(s):  
Service Quality ◽  
Work Environment ◽  
Quantitative Data ◽  
Good Governance ◽  
Intangible Asset ◽  
Quality Work ◽  
The Public ◽  
Perceived Performance ◽  
Online Schools ◽  
Positive Effect

Reputation is considered an intangible asset that provides a competitive advantage in organizations, although in the field of education, its study and, specifically, its antecedents need further study. The aim of this paper is to analyze the effect of sustainability, innovation, perceived performance, service quality, work environment and good governance on reputation in private graduate online schools. This study is based on quantitative data collected from a survey. The sample consists of 349 students from a private graduate online school. The results obtained through PLS-SEM show that sustainability, service quality and good governance have a positive and significant influence on reputation. However, innovation, perceived performance and governance do not have a positive effect on the reputation of this type of organization. Therefore, more studies covering a greater sampling variety are required to determine the generalizability of these results. This study is a useful contribution since it will help managers of the private graduate online schools to know which aspects generate more reputation and, therefore, are the most valued by the public, so that the organization has a basis for decision-making.

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