Zugl.: Wien, Wirtschaftsuniv., Diss., 2009

Sankt Gallen, Univ., Diss., 2009.

Increased numbers of women, people of color, and older workers will soon begin to fill positions once held and dominated by European-American men. To aid in such demographic expansions it is estimated that diversity management and/or sensitivity training programs of some sort take place in over half of the U.S. companies with over 100 employees at an approximate cost of 10 billion dollars per year (Lubove, 1997). Such programs are thought to alter attitudes and prepare firms for multicultural staffs and market places. Organizational benefits of such programs are well documented. However, the impact of these programs on employees remains unanswered. Discovering the effectiveness and impact of diversity management training programs on mangers in the lodging industry was the challenge put forth in the present study. The study sought to gain a better understanding of the usefulness of diversity management training programs in the hospitality industry. Specifically, the present study investigated the perceived benefits of diversity management training programs on the individual level by addressing two research questions. The first research question asked if there was a relationship between diversity management training involvement and the personal inputs of various lodging managers. The second question asked if there was a relationship between diversity management training involvement and the personal outputs of lodging managers. The present study used a combination of Adams’ Equity Theory Model, Cox’s Interactional Model of Cultural Diversity, and Charles’ Relationships of Factors Affecting the Recruitment, Retention & Promotion of Blacks Into Upper-Level Management Model. The proposed Diversity Management Training Effectiveness Model identified four major constructs to describe and communicate the potential impacts of diversity management training programs on individuals. Personal inputs, diversity climate (organizational), and personal outputs were utilized to predict lodging managers' involvement in diversity management training programs. Regression analysis, analysis of variance, Pearson Product Correlation Coefficients, Spearman's Rank Correlation Coefficients, and Two Mean T-tests were used to analysis the 11 hypotheses generated by the two research questions. The analysis revealed that three personal inputs (age, educational level, and gender) had no relationships with the diversity management training involvement of lodging managers. While loyalty and seniority, also personal inputs did have relationships with the diversity management training involvement, and thus could be used to predict the managers' involvement in such training programs. Revealed also in the study were the relationships between involvement with diversity management training programs and employee personal outputs. Relationships were not found with job/career satisfaction, job involvement, and compensation. Opportunities for advancement were found to be correlated with a lodging managers' involvement in diversity management training programs. While, organizational identification received partial support for the relationship with diversity management training involvement. The model tested in this study provides a means of evaluating the effectiveness and impacts of diversity management training programs on individuals. Forty-nine percent of all managers surveyed felt diversity management training programs were effective to very effective with regards to minority employees, while 50% felt that these same programs were effective to very effective with regards to non-minority employees. The findings also suggest that the involvement in diversity management training programs can increase the overall general satisfaction and organizational commitment of lodging managers. / Ph. D.

I takt med att medellivslängden ökar och att andelen personer med utländsk bakgrund växer behöver organisationer ha kunskap om hur de ska hantera mångfald. Detta för att de ska kunna ta tillvara på alla mänskliga resurser samt för att möta framtidens arbetskraftsbehov. Piteå Kommuns socialtjänst står idag inför denna utmaning och har valt att aktivt satsa på mångfald. Syftet med denna studie var därmed att undersöka hur chefer och bemanningsassistenter beskriver begreppet mångfald, hur de praktiskt arbetar med mångfald idag samt undersöka vilka krav de upplever finns på dem i mångfaldsarbetet. Studien syfte var också att identifiera eventuella svårigheter som personer i ledande positioner upplever i bedrivandet av ett praktiskt mångfaldsarbete.   Studien är baserad på åtta semi-strukturerade intervjuer vilka har analyserats med hjälp av meningskoncentrering. I dessa framkom att det fanns en snäv bild av mångfaldsbegreppet i jämförelse med hur Piteå Kommun definierar begreppet samt hur begreppet beskrivs i tidigare forskning. Det framkom också att chefer och bemanningsassistenter i dagsläget inte bedriver något medvetet praktiskt mångfaldsarbete. De insatser som genomförs är snarare omedvetna då huvudsyftet med dessa insatser inte är att främja mångfald. Respondenterna upplever inte några direkt ställda krav från Piteå Kommun i bedrivandet av ett mångfaldsarbete men kan i vissa fall se praktiskt mångfaldsarbete som en skyldighet. I studien framkom också att personer i ledande positioner saknar tid, trygghet och kunskap i hur de praktiskt ska bedriva mångfaldsarbete i sina verksamheter. Vid vidare forskning hade det varit intressant med fler perspektiv på ämnet. Detta för att ge svar på om det finns en gemensam syn på begreppet samt hur personer på olika nivåer upplever mångfaldsarbetet.

Zugl.: Wien, Wirtschaftsuniv., Diplomarbeit, 2004 u.d.T.: Sandner, Dominik: Betriebswirtschaftliche Begründungen für Diversity Management.

Zugl.: Grahamstown, University, Diss., 2008.

Bachelor-Arbeit Univ. St. Gallen, 2009.

Bachelor-Arbeit Univ. St. Gallen, 2009.

Zugl.: Hagen, Fernuniv., Habil.-Schr., 2009

This thesis includes a theoretical background of the historical and biological nature to the Diversity management in organizations due to gender, as well as the controversy with the well-established bases of diversity management and equal opportunities. Thesis also contains a questionnaire survey on this topic conducted among respondents within the three selected organizations operating in the Czech republic.