Cultural Intelligence and Establishment of Organizational Diversity Management Practices

2020 ◽  
Vol 2020 (1) ◽  
pp. 15349
Author(s):  
Lauren A. Turner ◽  
Kimberly K. Merriman
Keyword(s):  
Cultural Intelligence ◽  
Management Practices ◽  
Diversity Management ◽  
Organizational Diversity

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.

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.

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