Spelling suggestions: "subject:"minorities employment"" "subject:"minorities imployment""
1 |
Ethnic and minority teacher recruitment in selected public schoolsIsaac-Hopton, Deborah Ann 28 August 2008 (has links)
Not available / text
|
2 |
A conceptual analysis and evaluation of public service employmentMaxwell, Carol Donna 08 1900 (has links)
No description available.
|
3 |
A historical and comparative account of ethnic minority group participation in the pharmacy profession in the United KingdomHassell, Karen January 1997 (has links)
No description available.
|
4 |
Evaluating the effectiveness of a diversity training in an educational organizationElliott, Bonnie Gail 01 January 2002 (has links)
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.
|
5 |
Will I succeed here? The impact of management racial representativeness and manager sponsorship on racial minorities’ workplace expectations and attitudesSohn, Hyun Jin January 2025 (has links)
Despite their increased presence in entry-level and junior roles in the professional workforce in the U.S., individuals with marginalized racial identities continue to be significantly underrepresented in managerial and executive roles in the upper echelons.
The first goal of this paper was to conceptualize such prevalent hierarchical representation gaps with the construct of management racial representativeness—which refers to the level of congruence in racial compositions among entry-level employees vis-à-vis upper management within the same organization—and investigate how perceived management racial representativeness influences underrepresented racial group members’ workplace expectations and attitudes.
The second goal was to explore the extent to which sponsorship behaviors—which refer to a specific set of instrumental behaviors aimed at amplifying employees’ chances for advancement—enacted by individual managers may moderate the impact of perceived management racial representativeness on underrepresented racial group members.
The study findings demonstrate that perceived lack of management racial representativeness led underrepresented racial group members to hold negative expectations regarding their own advancement prospects in their organization, and that these negative expectations, in turn, resulted in negative workplace attitudes (e.g., low levels of job satisfaction and organizational identification). Moreover, while manager sponsorship behaviors did not serve to mitigate the negative impact of low management racial representativeness, they independently positively influenced underrepresented racial group members’ expectations of advancement and subsequently their attitudes.
These findings illustrate that there exist two independent—and equally impactful—levers for fostering an organizational environment in which upward job mobility is perceived as accessible to all racial groups and is intentionally pursued at multiple levels. On the one hand, management racial representativeness functions as a contextual signal that provides a general idea regarding the extent to which advancement may be achievable within the organization. On the other hand, manager sponsorship affects underrepresented racial group members at a more proximal level in a more relational and direct way, as it takes place within interpersonal manager-employee relationships and involves targeted behaviors that tangibly support employees’ career progression. Accordingly, it is critical for organizations to engage in a two-pronged approach for diversity management by implementing long-term systemic diversification efforts aimed at reducing hierarchical representation gaps, coupled with proactive sponsorship enacted by individual managers in the interim in employees’ local work unit environment.
|
6 |
Exploring the motivation, goals and contradictions faced by employment equity and transformation practitioners in the South African corporate environment / "Employment equity implementers in South Africa: checking boxes or building a shared future?"Oakley-Smith, John Lucien January 2016 (has links)
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
|
7 |
Communication Issues in the Management of a Multicultural WorkforceSipe, Deborah Margaret 02 November 1992 (has links)
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.
|
8 |
Labor and service delivery : training programs for women in non-traditional occupationsMastracci, Sharon Hogan 28 March 2011 (has links)
Not available / text
|
9 |
MEXICAN-AMERICANS AND MANPOWER POLICYRankin, Jerry, 1942- January 1971 (has links)
No description available.
|
10 |
Agricultural laborers; a study of a minority group in a small Arizona communityOlson, Philip G., 1934- January 1956 (has links)
No description available.
|
Page generated in 0.0805 seconds