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Diversity training programs are increasingly being incorporated into organizations as a strategy to meet moral standards and legal challenges. Unfortunately, little research as been conducted to demonstrate the effectiveness of these programs. This study describes an effective diversity training program as one that changes a member of the organization's negative attitude about racial differences toward a positive attitude.

Dissertation submitted in fulfilment of the requirements for the Degree: Masters in Psychology by Research, University of the Witwatersrand, Faculty of Humanities / This study explored the personal goals and motivation behind employment equity implementers working within this field and one or more of three broad areas namely: 1) Transformation, 2) Empowerment, and 3) Diversity. The study aimed to explore what it is (ultimately) that these individuals are working for and towards in their day to day lives and professional roles. Were they working towards bigger goals than just compliance with the Employment Equity Act and if so- what were these? Further, the study looked to explore the results of operating in an environment where there are very often competing goals and visions of success, with a final view to understanding what personal tactics and methods implementers deploy to cope and succeed in this context- should an environment of conflicting, competing or contradictory goals exist. The research methodology was a content analysis of in depth semi structured individual interviews. The analysis highlighted the varied views, end goals and conceptual understandings on part of implementers. In every case however a sense of duty or calling emerged which seemed to serve as the key motivator and source of resilience in trying and complex situations. The role constructions that participants undertook also varied and seemed to be linked to the initiatives they busied themselves with as well as their personal motivations in terms of their work. All interviewees experienced some degree of dissonance and or tension between their ultimate goals and views of the subject area from the organisations in which they worked, with different personal responses manifesting / MT2017

The purpose of this thesis is to examine communication issues which are most frequently identified as the concerns of u.s. managers who work with culturally and ethnically diverse workforces, and skills which are identified as useful in dealing with those issues. This thesis used a qualitative method of data collection. Information was generated through a review of literature in the fields of communication, management, and organizational behavior to determine frequently occurring themes concerning intercultural communication issues in the workplace. Following the review, three case study interviews were conducted with managers in the Portland metropolitan area to determine what they perceive as communication issues frequently encountered in a multicultural workforce and skills needed to effectively address these issues. Themes in the literature are compared with what the managers report are communication issues in managing a multicultural workforce. Interview results indicated that there are both differences and similarities between what the manager reports and the literature themes. The similarities chiefly concerns the importance of nonverbal behavioral differences as a cause of intercultural communication differences. Differences between the themes in the literature and the interview results chiefly concerns the number of additional factors which could affect intercultural communication between manager and employee. More themes are suggested in the literature as sources of communication difficulty than in the interview results. These results suggest that language differences were more often the type of intercultural communication difficulties that managers encounter than is indicated by the literature.

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