South African businesses are faced with the immense challenge of transforming themselves so as to reflect post-apartheid South Africa, while at the same time remaining competitive within a globalised market. This research project set out to establish how organisations could effectively channel the potential of an increasingly diverse workforce to derive positive outcomes for the individual and the organisation. To this end, the organisational approach to diversity and its ability to influence the extent of knowledge transfer has been examined.In fully exploring this relationship, four research propositions were developed. A quantitative approach in the form of a survey was utilised to ascertain the perceptions of employees within the banking sector in South Africa. The qualitative phase of the research entailed in-depth interviews with subject matter experts within the industry. This was primarily used to corroborate the survey responses, and to document original thought within the scope of this research. The data obtained through these research instruments was analysed to ascertain the strength of the diversity climate and knowledge transfer as business enablers.The results revealed that a positive diversity climate yields greater levels of knowledge sharing, which consequently results in positive career outcomes for the employee. These factors in aggregate produce both tangible and intangible benefits for the organisation. A conceptual framework has been proposed that depicts the key linkages established through the research findings. / Dissertation (MBA)--University of Pretoria, 2010. / Gordon Institute of Business Science (GIBS) / unrestricted

Affirmative action to redress past discriminatory practices is being implemented on a growing scale in the world, and is creating more diversity in the workforce of organizations. With the implementation of affirmative action in organizations, dramatic changes in the composition of the workforce takes place, especially at management level. Many leaders and managers have a poor awareness of the impact of changes in workforce composition on individual and organizational performance and its management. The central issue in dealing with workforce diversity is power-sharing. A heightened awareness in managers with regard to workforce diversity means becoming open to differences between employees. It also presuppose the creation of an inclusive environment that new groups will need to be let into positions of decisionmaking and influence. Beyond opening the system, organizations will need to create strategies to help staff at all levels to overcome their resistance to this demographic transformation, and deal with one another in harmonious, co-operative ways. Racial fears and tensions have historically shaped the management style of dominant groups to the point where thoughtless prejudice and stereotypical reactions have become the norm. Reactions of workers to such a management style reflects distrust. Diversity-related performance problems can be encountered in organizations, due to the role that diversity plays in individual and organizational behaviour. Dominant groups may project prejudice and stereotyping that result in relationship and task performance problems. Negative effects like absenteeism, lack of training and so forth, give rise to inefficiency and low productivity. Thus, diversity-related problems can increase with increases in diversity (due to affirmative action and employment equity programmes), resulting in an increase in its negative effects on organizational efficiency, if diversity is not managed. The South African economy cannot afford the disregard for the management of diversity. Such disregard poses three dilemmas. The first dilemma is the reality of the consequences of Affirmative action in the context of the management of diversity. Whilst any increase in the level of task non-competitiveness cannot be afforded and accommodated (which in itself is the result of increasing diversity that is not managed), affirmative action has to be implemented. Against this background, it is obvious that South African organizations do not have the option of not understanding the dynamics of affirmative action and its role in the dynamics of workforce diversity. The second dilemma is that there exists a research-need to understand workforce diversity and its issues (diversity-related problems) in South Africa as a prerequisite for developing strategies that are more effective than legislation in dealing with employee-perceptions of equity in the workplace. The third dilemma is the issue of knowing how to manage diversity. Most research in the world to date on was done on “unmanaged diversity”. The status quo of diversity in South Africa is such that diversity related problems are intrinsic to the types of diversity discussed in this study. Diversity will increase in South Africa, which may facilitate the deterioration of the status quo. To reduce the possible negative impacts of this development, the need exists for research to address the three dilemmas discussed. The research method included firstly a literature study on the most recent appropriate perspectives on the dynamics of workforce diversity, and secondly a research design that was used to determine the diversity-related organization form factors of workforce diversity in South Africa. In chapter 2 workforce diversity was studied in the context of Behavioural science, specifically in its contribution to organizational behaviour, with emphasis on group behaviour. Shortcomings of the established Interactional Model of Cultural of Diversity (IMCD) in explaining diversity-related group behaviour is remedied to satisfy research requirements of this study. A new paradigm of workforce diversity is created by integrating research perspectives on diverse-team processes, change-models and the IMCD. The outcome of this study is tested within the context of the results of a pilot-study done in 1997 on the progress made in managing diversity in South Africa. In chapter 3 the management of workforce diversity is studied. The transformation of homogeneity through affirmative action to increased diversity, is investigated. Dimensions of workforce diversity and its role and nature in diversity processes is studied. Most relevant empirical South African research perspectives on the dimensions of diversity in South Africa are integrated with conclusions of chapters 2 and 3 in the construction of a Cultural-specific change model of workforce diversity. In chapter 4 the research design was outlined The diversity-related organization form (mono-cultural, non discriminatory or multicultural), dimensions and factors of workforce diversity is empirically determined at two levels: Firstly, organization form, dimensions, and factors of workforce diversity are identified in a descriptive study. Secondly, the factors of workforce diversity is then determined in a causal study. In chapter 5 the results were reported in terms of the dimensions and organization form that was determined, and the identified factors. The results of the determination of the factors, are presented in the context of a theoretical model of workforce diversity in South Africa, that was established in the causal study. In chapter 6 conclusions and recommendations were reported strictly on the basis of the data of the empirical study and the results. The factors that were determined, are presented as transformational (long-term leadership), and transactional (short-term management) factors. Recommendations are made on appropriate strategies and interventions to manage workforce diversity. This study has limitations that impose constraints on the scope of the study. The population sample is an unrestricted non-probability convenience sample, with size n = 614. Thus, it is very difficult to estimate precision, and interpretations of variance of the mean statistic has to be done very conservatively. The results of the analysis of covariance to be used in inferential methods is affected by the sample’s status as a convenience sample, as variances affect. / Thesis (DBA (Organizational Behaviour))--University of Pretoria, 2001. / Human Resource Management / unrestricted

Orientador: Maria Eugênia Porém / Banca: Raquel Cabral / Banca: Pedro Jaime de Coelho Júnior / Resumo: As relações sobre comunicação, diversidade e gestão nas organizações costumam ser estabelecidas com foco na mensuração de desempenho, na busca por resultados econômicos e no uso de modelos, ferramentas e discursos que, ao invés de dialogar com questões sociais, históricas e de direito a partir do que é genuinamente humano, podem contribuir com ações discriminatórias ou microagressivas. Diante desse cenário, este trabalho parte do pressuposto de que em uma organização a comunicação deve protagonizar processos para a inclusão da diversidade, na medida em que produz a circulação de significados compartilhados, intervém na realidade e constrói um novo sentido de atuação, e que a ótica de gestores(as) organizacionais sobre a comunicação organizacional pode impactar efetivamente nas políticas e ações de diversidade nas empresas. Por essa perspectiva, constitui-se como objetivo da pesquisa analisar em que medida gestores e gestoras compreendem a comunicação organizacional como protagonista de processos inclusivos da diversidade e qual a importância do papel das pessoas que estão em cargos de gestão nesta articulação, discutindo a comunicação organizacional como um encontro que reconhece a alteridade e a diversidade, e entendendo o papel da gestão no processo comunicação para a coabitação organizacional, que presume participação, democracia, respeito, valores compartilhados, solidariedade e parcerias sustentáveis. A metodologia adotada compreende uma fase de levantamento bibliográfic... (Resumo completo, clicar acesso eletrônico abaixo) / Abstract: The connections about communication, diversity, and management in companies are usually set focusing on performance measurement, good financial results, and use of models, resources, and statements that, instead of considering the social and historical aspects, as well as human rights, they can contribute to discriminatory actions or microaggression. Considering this, this research assumes that communication must be prioritized to achieve diversity and inclusion in a company, as it creates shared meanings, interfers in the reality, and creates a new way of acting. In addition, organizational managers‟ perspectives about the organizational communication can effectively influence the policies and procedures of many companies. According to this perspective, the aim of this research is to analyse how managers view organizational communication as the priority of diversity and inclusion processes and the importance of managers‟ role in this process, discussing about the organizational communication as a strategy that recognizes alterity and diversity, and understanding the role of management in the process of communication to reach the organizational cohabitation, which presumes participation, democracy, respect, shared values, solidarity, and durable partnerships. The methodoly adopted involved a bibliographic search and an empirical research carried out with two companies from the cities of Bauru and Marilia, which were elected as one of the 150 best companies to work at by the m... (Complete abstract click electronic access below) / Mestre

Abstract: Background: Cultural diversity within a workplace is increasingly becoming important as more organisations are embracing it within the global workforce. Some of its effect have been linked to performance outcomes according to past reviews and as a result, there are more suggestions on the need to study how various organisations manage their cultural diversity. Universities as an organisation has also blended in the internationalisation practice through human resources and diverse employees to form a part of the economic globalisation. Purpose: The purpose if this paper is to examine how cultural diversity is managed in a Swedish university, Jönköping International Business School (JIBS). Also, further investigation is on the employee’s perception of how the practices and policies of cultural diversity is being delivered by the management at the university. Method: An exploratory research is conducted for this paper and the empirical findings is gathered through a qualitative research. The primary research is retrieved by semi-constructed interviews. The human resource department and teachers from different backgrounds and countries were interviewed to find out how the teachers perception of cultural diversity management at their workplace based on how the practices and policies were delivered to them. Findings: Based on the interviews it was found that the cultural diversity management as a topic is well understood by both the management and the employees. However, the study revealed that the employees do not perceive it in the same manner it was being delivered to them by the management. The issues and practices connected to managing cultural diversity is not entirely provided by the management within the work environment. It essential that the management provide for more effectively communicated structure.

Submitted by Elba Lopes (elba.lopes@fecap.br) on 2018-01-23T20:52:49Z No. of bitstreams: 2 ELISABETE_RODRIGUES_MAXIMO.pdf: 1479656 bytes, checksum: 768abf52877590f1539557e0ed600fb8 (MD5) license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) / Made available in DSpace on 2018-01-23T20:52:49Z (GMT). No. of bitstreams: 2 ELISABETE_RODRIGUES_MAXIMO.pdf: 1479656 bytes, checksum: 768abf52877590f1539557e0ed600fb8 (MD5) license_rdf: 0 bytes, checksum: d41d8cd98f00b204e9800998ecf8427e (MD5) Previous issue date: 2015-08-25 / Research about Corporate Governance has been mainly based on the Firm theory. However, the literature has appointed the need for including a new approach in this context: the behavioral one, making the analysis more complete, and being more effective, for companies to be more sustainable, ethical and clear. Therefore, they can reach better results, as well as contribute positively for society. In this situation, this research was made. The main tool of Governance was studied in this work: the Board of Directors, under the behavioral perspective: the analysis of diversity, through the following dimensions: age, academic degree, genre and culture (concerning nationality). The aim was to investigate the relationship between the diversity in the Board and the Market value of companies, by means of Tobin??s Q. The analysis of the diversity impacts in performance was made through two models: i) diversity index (composed of the four dimensions mentioned before), and ii) dimensions as isolated variables. The sample was composed of 90 companies listed in the 2012 edition of Anu??rio de Governan??a Corporativa da Revista Capital Aberto, as the ones with more liquidity traded in BM&FBOVESPA. The data are secondary, and the analysis considered 2012 and 2013. This was a quantitative study, through the Multiple Linear Regression Model, estimated by the Ordinary Least Square Method (OLS). The statistic results were not consistently significant for the regressions. So, it was not possible to reach the hypotethical conclusion that a bigger diversity could lead to a bigger Market value for companies. / O estudo da Governan??a Corporativa tem sido realizado predominantemente com base na Teoria da Firma. Contudo, a literatura tem indicado ser necess??rio a inclus??o de uma nova abordagem, a comportamental, tornando a an??lise completa e colaborando mais efetivamente para que as empresas sejam mais sustent??veis, mais ??ticas, mais transparentes, e por conseguinte alcancem melhores desempenhos e contribuam positivamente para a sociedade. Esta disserta????o se insere neste contexto, estuda o seu principal mecanismo, o conselho de administra????o, sob a perspectiva comportamental; an??lise da diversidade representada pelas dimens??es: idade, forma????o acad??mica, g??nero e cultural (em termos de nacionalidade).O objetivo ?? investigar a rela????o entre a diversidade no conselho e o valor de mercado das empresas, medido pelo Q de Tobin. A an??lise dos impactos da diversidade no desempenho ser?? realizada por dois modelos: i) ??ndice de diversidade (composto pelas quatro dimens??es mencionadas), e ii) as dimens??es como vari??veis isoladas. A amostra ?? composta por noventa empresas listadas na edi????o de 2012 do Anu??rio de Governan??a Corporativa da Revista Capital Aberto, como as mais l??quidas com a????es negociadas na BM&FBOVESPA. Os dados s??o secund??rios e os per??odos de an??lise os anos de 2012 e 2013. O estudo ?? de natureza quantitativa utilizando-se de Modelo de Regress??o Linear M??ltipla estimada pelo m??todo dos M??nimos Quadrados Ordin??rios (MQO). N??o se obteve signific??ncia estat??stica de forma consistente nas regress??es realizadas, motivo pelo qual n??o ?? poss??vel ser conclusivo acerca da hip??tese de que uma maior diversidade leva a um maior valor de mercado das empresas.

A inclusão de pessoas com deficiência no mercado de trabalho ainda é um tema que instiga reflexão, principalmente no que diz respeito à busca de possibilidades em se reduzir as barreiras encontradas nesse contexto. A aprendizagem nas organizações pode ser uma alternativa para essa demanda, uma vez que boa parte das dificuldades identificadas está no desenvolvimento de recursos humanos com vistas à inclusão. Nesse sentido, a tecnologia tem se mostrado um importante recurso para as organizações ao se pensar em estratégias de formação, pois podem atuar como alternativa em processos de desenvolvimento. Esta dissertação objetiva identificar princípios teóricos norteadores que possam fundamentar o uso do Objeto de Aprendizagem Incluir (OA Incluir) na formação de recursos humanos para a inclusão de pessoas com deficiência em ambientes laborais. O OA Incluir foi concebido para a formação de professores, considerando o contexto escolar. É um recurso digital, gratuito, que permite a livre navegação e uso em ambientes educativos. O presente estudo de revisão bibliográfica inicia apresentando um panorama da inclusão de pessoas com deficiência no mercado de trabalho brasileiro sob o olhar da gestão da diversidade e procura compreender os princípios da aprendizagem organizacional. Em seguida, realiza-se uma análise da perspectiva epistemológica, organização e estrutura do OA Incluir, identificam-se princípios norteadores para o uso dos módulos já disponíveis do OA com vistas à formação de RH para a inclusão e busca-se identificar princípios norteadores para o planejamento de um módulo específico para as organizações. Os principais resultados permitem aproximar o OA Incluir, por meio de sua base epistemológica, de pressupostos teóricos da aprendizagem organizacional. Constata-se que a estrutura do OA Incluir, composta dos níveis mobilização, provocação e informação e baseada em uma abordagem construtivista, atende às questões norteadoras apontadas para a definição do conceito de aprendizagem organizacional que situam o nível de aprendizagem, a neutralidade da meta, a noção de mudança e a natureza processual como elementos essenciais para se compreender a aprendizagem nas organizações. Evidencia-se que o conteúdo necessita de adaptações de modo que os sujeitos das organizações sintam-se contemplados nas problematizações propostas, uma vez que até então o universo do trabalho é abordado de forma periférica. / Submitted by Ana Guimarães Pereira (agpereir@ucs.br) on 2017-10-23T16:24:30Z No. of bitstreams: 1 Dissertacao Ana Claudia Baratieri Zampieri.pdf: 1186327 bytes, checksum: 0ba06ce728590d9a3e8dcddcdafd5787 (MD5) / Made available in DSpace on 2017-10-23T16:24:30Z (GMT). No. of bitstreams: 1 Dissertacao Ana Claudia Baratieri Zampieri.pdf: 1186327 bytes, checksum: 0ba06ce728590d9a3e8dcddcdafd5787 (MD5) Previous issue date: 2017-10-23 / The inclusion of people with disabilities into the labor market is a subject which instigates reflection, mainly in relation to the search for possibilities to reduce the barriers of this context. Learning in organizations may be an alternative for this demand, because several identified difficulties are observed in human resources development with respect to inclusion. Thus, technology has been an important resource for organizations, considering training strategies, as they may be considered an alternative for development processes. This master’s dissertation has the purpose of identifying the theoretical guiding principles which can base the use of the learning object LO Incluir in the formation of human resources for the inclusion of people with disabilities into labor environments. The LO Incluir was created to train teachers, considering the school context. The present bibliographic review study starts presenting an overview about people with disabilities’ inclusion into the Brazilian labor market, taking into account the diversity management, and it seeks to understand the organizational learning principles. Next, there is an analysis of epistemological perspective, organization and structure of the LO Incluir. There is also an investigation of the guiding principles to use the available LO modules, for human resources formation, related to inclusion. Moreover, there is a search for identification of guiding principles to plan a specific module for the organizations. The main results allow the approximation of the LO Incluir, through its epistemological basis, and theoretical presuppositions of organizational learning. It is verified that the LO Incluir structure, which consists of mobilization, provocation and information levels, and based on a constructivist approach, meets the selected guiding questions to define the organizational learning concept, which position the learning level, the goal neutrality, the idea of change and the processual nature as essential elements to understand learning in organizations. It is evidenced that the content needs adaptations, in a way that the organizations’ subjects can feel contemplated in the proposed problematizations, since the work universe has been approached only in peripheral vision.

A inclusão de pessoas com deficiência no mercado de trabalho ainda é um tema que instiga reflexão, principalmente no que diz respeito à busca de possibilidades em se reduzir as barreiras encontradas nesse contexto. A aprendizagem nas organizações pode ser uma alternativa para essa demanda, uma vez que boa parte das dificuldades identificadas está no desenvolvimento de recursos humanos com vistas à inclusão. Nesse sentido, a tecnologia tem se mostrado um importante recurso para as organizações ao se pensar em estratégias de formação, pois podem atuar como alternativa em processos de desenvolvimento. Esta dissertação objetiva identificar princípios teóricos norteadores que possam fundamentar o uso do Objeto de Aprendizagem Incluir (OA Incluir) na formação de recursos humanos para a inclusão de pessoas com deficiência em ambientes laborais. O OA Incluir foi concebido para a formação de professores, considerando o contexto escolar. É um recurso digital, gratuito, que permite a livre navegação e uso em ambientes educativos. O presente estudo de revisão bibliográfica inicia apresentando um panorama da inclusão de pessoas com deficiência no mercado de trabalho brasileiro sob o olhar da gestão da diversidade e procura compreender os princípios da aprendizagem organizacional. Em seguida, realiza-se uma análise da perspectiva epistemológica, organização e estrutura do OA Incluir, identificam-se princípios norteadores para o uso dos módulos já disponíveis do OA com vistas à formação de RH para a inclusão e busca-se identificar princípios norteadores para o planejamento de um módulo específico para as organizações. Os principais resultados permitem aproximar o OA Incluir, por meio de sua base epistemológica, de pressupostos teóricos da aprendizagem organizacional. Constata-se que a estrutura do OA Incluir, composta dos níveis mobilização, provocação e informação e baseada em uma abordagem construtivista, atende às questões norteadoras apontadas para a definição do conceito de aprendizagem organizacional que situam o nível de aprendizagem, a neutralidade da meta, a noção de mudança e a natureza processual como elementos essenciais para se compreender a aprendizagem nas organizações. Evidencia-se que o conteúdo necessita de adaptações de modo que os sujeitos das organizações sintam-se contemplados nas problematizações propostas, uma vez que até então o universo do trabalho é abordado de forma periférica. / The inclusion of people with disabilities into the labor market is a subject which instigates reflection, mainly in relation to the search for possibilities to reduce the barriers of this context. Learning in organizations may be an alternative for this demand, because several identified difficulties are observed in human resources development with respect to inclusion. Thus, technology has been an important resource for organizations, considering training strategies, as they may be considered an alternative for development processes. This master’s dissertation has the purpose of identifying the theoretical guiding principles which can base the use of the learning object LO Incluir in the formation of human resources for the inclusion of people with disabilities into labor environments. The LO Incluir was created to train teachers, considering the school context. The present bibliographic review study starts presenting an overview about people with disabilities’ inclusion into the Brazilian labor market, taking into account the diversity management, and it seeks to understand the organizational learning principles. Next, there is an analysis of epistemological perspective, organization and structure of the LO Incluir. There is also an investigation of the guiding principles to use the available LO modules, for human resources formation, related to inclusion. Moreover, there is a search for identification of guiding principles to plan a specific module for the organizations. The main results allow the approximation of the LO Incluir, through its epistemological basis, and theoretical presuppositions of organizational learning. It is verified that the LO Incluir structure, which consists of mobilization, provocation and information levels, and based on a constructivist approach, meets the selected guiding questions to define the organizational learning concept, which position the learning level, the goal neutrality, the idea of change and the processual nature as essential elements to understand learning in organizations. It is evidenced that the content needs adaptations, in a way that the organizations’ subjects can feel contemplated in the proposed problematizations, since the work universe has been approached only in peripheral vision.