DIVERSITY IN THE WORKPLACE

Managers That Value Diversity in the Workplace Vs Those Who Don't

Table of Contents

OBJECTIVE3

INTRODUCTION3

Statement of the Problem3

Purpose4

Significance of the study4

Research Question5

Data Analysis5

LITERATURE REVIEW5

METHODOLOGY8

Research Design8

Sample and Instrument9

Data Collection Method9

REFERENCES10

Managers that value diversity in the workplace vs. those who don't

Objective

The objective of this work is to complete a research proposal on the comparison of managers that value diversity in the workplace with those who don't. The specific focus is upon the different perspectives of diversity the comparison between both the categories of managers.

Introduction

Diversity is defined as acknowledging, understanding, accepting, valuing, and celebrating differences among people with respect to age, class, ethnicity, gender, physical and mental ability, race, sexual orientation, spiritual practice, and public assistance status. A manger's duty is to understand completely, and take the necessary steps to implement a diversity program in the workplace. However, there is always an obvious diversity issue that will turn a person's world upside down.

Statement of the Problem

A manager's commitment to the workplace is influenced by the perception that such initiatives will have a positive return on investment. There appears to be several key data points for quantifying this return: Time Efficiencies, Employee Retention, Increased Motivation/Productivity, Absenteeism Rate, and Decreased Healthcare Costs and Stress-related illnesse

Purpose

The main purpose of the study is to compare the managers that value diversity in the workplace with those who don't.

Significance of the study

This study is very much significant in the sense that it will compare the managers who value diversity with those who don't. This study will inform the organization as to necessary changes in structure and culture of organizations in gaining the talent of these generations and in retaining these individuals in the organization in the years to come. The findings of this study will serve to inform management not only in the area of direct management of tasks and projects but as well as to the use of specific information technology, learning styles, communication styles, workplace environment features and characteristics, supervision of employees whether direct, indirect and as well will inform the manager as to the best methods of supervision to use in relation to each specific generation in the workplace.

Research Question

Are there significant differences in the vision of diversity for mangers who value it at the workplace?

H0: There is no significant difference in the vision of diversity for mangers who value it at the workplace?

H1: There is significant difference in the vision of diversity for mangers who value it at the workplace.

Data Analysis

Research Question will be analyzed through the conduction of a one-way ANOVA on the value dimensions by generation.

Literature Review

Variety differences, the differences between people because of age, sex, race, nationality, religion, sexual orientation, socio-economic background, and opportunities. Workplace diversity, multi-faceted concept, which continues to grow as more companies move towards global markets. Most people hold the belief that everyone has the same value has the same privileges and opportunities regardless of race, sex, disability or age (Vincola, 2003). This belief led to important changes in management practices, primarily related to the recruitment, training ...