ABSTRACT The purpose of the present study was to explore the effects inclusion-exclusion on the job-related attitudes of the organizational workforce. These attitudes included job satisfaction, organizational commitment, burnout, and turnover intention. A quantitative survey was conducted using a sample of employees of a social service organization in San Bernardino County. Participants include employees from all levels and program areas of the social service organization. Study data was collected through the use of a self-report questionnaire. Measures were used to explore commitment to the organization, diversity perception, job satisfaction, turnover intention and burnout, the dependent variables. Using SPSS software to analyze data, descriptive statistics, correlation, and Mann-Whitney U analysis were conducted. More than half of the survey participants, as presented in Table 1 (see Appendix D), identified as women (n=35, 85.4%) and five (12.2%) accounted for the participants that identified as men. Results showed that Inclusion was significantly related to all job related attitudes except burnout, gender and race. Results were consistent with the literature in that inclusion is related to positive work-related attitudes, but inconsistent in regards to its relation with gender and race.

Bakgrund: Sverige upplever demografiska förändringar i samband med en högre invandring och en majoritet av utlandsfödda personer i Sverige arbetar inom vård och omsorg. Statistiska Centralbyrån prognostiserar för en personalbrist om 160 000 utbildade år 2035 i vård- och omsorgssektorn, vilken under de senaste åren har mottagit ett ökat antal anmälningar till DO som upprättats med etnisk tillhörighet som diskrimineringsgrund. Ökningen indikerar att chefer inom äldreomsorgen utmanas att skapa en inkluderande verksamhet, varav studien har undersökt hur chefer diskuterar kring mångfald och hur de arbetar för att inkludera detta i verksamheten. Syfte: Genom intervjuer med sex verksamhetschefer inom privat äldreomsorg ämnar studien att bidra till forskning gällande mångfaldsarbete inom äldreomsorgen. Studiens syfte är att undersöka hur verksamhetscheferna uttrycker sig kring mångfald och hur de arbetar med etnisk mångfald bland personalen. Metod: Studien har genomförts med en kvalitativ metod från ett realistiskt perspektiv. Den huvudsakliga empiriska insamlingen har skett genom intervjuer med verksamhetschefer på äldreboenden tillhörande två stora svenska vårdorganisationer inom privat äldreomsorg. Studien har följt en iterativ ansats vilket innebär att teori och empiri insamlats växelvis. Slutsats: Ur studien kan urskiljas att verksamhetscheferna anser sig sakna incitament för att arbeta med mångfald, vilket kan förklaras med att mångfald och integration enligt cheferna sker naturligt utan behov av deras inblandning. Ytterligare slutsats i studien är att stereotypiseringar av svenskfödd och utlandsfödd personal förekommer, där de sistnämnda tillskrivs särskilda egenskaper som anses lämpliga för vårdyrket. Vi konstaterar även en avsaknad av tydliga mångfaldsmål, en osäkerhet kring målsättning samt att existerande regelverk kan utesluta vissa personer i arbetsstyrkan. / Background: Sweden is experiencing demographic changes due to higher levels of immigration and a majority of foreign-borns in Sweden work within health and social care. Statistics Sweden predicts a personnel shortage of 160 000 qualified in 2035 in the health and social care sector, which during recent years has received an increased number of reports to the Swedish discrimination bureau due to ethnic discrimination. The increase indicates that unit managers within elderly care are challenged to create an inclusive business, whereas the study has investigated how managers discuss diversity and how they implement this in their operations. Purpose: By interviewing six unit managers from private retirement homes, the study intends to contribute to research regarding diversity work within elderly care. The purpose of the study is to investigate how unit managers discuss diversity and how they work with ethnic diversity among the personnel. Methodology: The study has been conducted with a qualitative method from a realistic perspective. The empirical data has primarily been collected through interviews with unit managers from two of the biggest actors in Swedish elderly care. An iterative approach has been applied where theory and empirical data were alternately collected. Conclusion: The study distinguishes that unit managers lack incentives for working actively with diversity. According to the managers this can be explained with the fact that diversity and integration is a natural process, without any need of top management. Another conclusion is that stereotyping of both Swedish and foreign-borns occurs, whereas the latter is perceived to have specific characteristics considered suitable for the care profession. We also discovered a lack of distinctive diversity goals, an uncertainty regarding goal setting and that existing regulations may act excluding for some individuals in the work force.

Bibliography: leaves 107-117. This thesis examines the rationale for managing biological diversity on a regional basis and develops recommendations for the use of two computational methods in biodiversity management planning by conducting a case study in the Flinders Ranges, centred on the Yellow-footed Rock Wallaby (abstract)

Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / Com base nos rebatimentos da Lei n 8.213/1991, que prevê a obrigatoriedade legal de empresas privadas brasileiras contratarem de 2% a 5% de beneficiários da Previdência Social reabilitados ou de pessoas com deficiência (PcDs) habilitadas em seus quadros funcionais, o objetivo da presente pesquisa foi avaliar as repercussões da Lei de Cotas, tendo como referência as concepções de deficiência preponderantes dentro de uma organização privada de ensino profissionalizante por meio do seu Projeto de Sensibilização Gerencial. O projeto de sensibilização gerencial objetivou consolidar as etapas iniciais, na implementação de um programa institucional de valorização da diversidade. A hipótese principal formulada para a pesquisa, dentre outras relativas às concepções de deficiência, por parte de gestores, é que as reverberações positivas produzidas pela Lei de Cotas atingem, inclusive, as organizações empresariais supostamente distanciadas do movimento inclusionista. Para fins de avaliação das concepções de deficiência foram utilizados delineamentos de pesquisa estatística, compreendendo o teste de Shapiro-Wilk para determinar se as respostas às perguntas configuravam ou não uma distribuição normal, além do Coeficiente de Correlação de Pearson para medir a intensidade da relação linear entre as variáveis estudadas. Serviram como instrumentos da pesquisa um questionário sociodemográfico e um inventário de concepções de deficiência (ICD), sendo este direcionado para o objeto atitudinal, considerando-se as percepções sociais favoráveis e desfavoráveis no grupo pesquisado. Esse inventário de concepções de deficiência é composto de sete blocos de asserções e de uma escala do tipo Likert de seis pontos, que foi aplicada em um universo que contempla estrategicamente 60 participantes selecionados em três (3) grupos (Grupo piloto 1 envolvendo 30 participantes das áreas do Comitê Gestor do projeto na empresa; Grupo piloto 2 envolvendo 12 trainees; e Grupo Gerencial envolvendo 18 participantes, incluindo Gerentes de Área e Gerentes de Equipe da Superintendência de Produtos Educacionais). De posse dos resultados da avaliação das concepções de deficiência pelo ICD, foram realizados workshops de sensibilização com os participantes com o objetivo de sensibilizá-los e disseminar o conhecimento sobre inclusão social e laboral de PcDs, as ações de políticas públicas na atualidade, a natureza das deficiências, considerando-se os aspectos sociais da profissionalização, empregabilidade de pessoas com deficiência na empresa. Para tanto, foram empregadas técnicas e procedimentos lúdicos, além de debates para fins de reflexão crítica por parte dos participantes. A avaliação de reação foi conduzida ao término desses workshops. O conjunto dos dados levantados até então possibilitou proceder-se a um diagnóstico das concepções que prevalecem sobre PcDs na organização alvo da pesquisa. Os resultados evidenciaram a coexistência de concepções distintas da deficiência, indicando que, embora concepções negativas se perpetuem, as reverberações da Lei de Cotas têm apresentado também repercussões visivelmente positivas valorizando, assim, as ações corporativas apontadas para a diversidade humana, no contexto do trabalho. Em termos conclusivos, considera-se, no entanto, que o processo de inclusão laboral deva ser percebido por parte dos gestores como contínuo e em direção à mudança do comportamento humano nas organizações frente à profissionalização de PcDs. Posteriormente, tendo-se como suporte os resultados da presente pesquisa, um plano de ação institucional será implementado, como proposta de um programa balizado em 10 projetos sintéticos que servirão de modelo para empresas brasileiras interessadas em incluir a diversidade e reter talentos com deficiência em seus postos de trabalho, de modo a garantir-lhes o direito de exercício pleno da cidadania. / Based on the repercussions of Law n. 8.213/1991, which provides the legal obligation of private Brazilian companies to hire from 2% to 5% of recipients of Social Security or rehabilitated persons with disabilities (PCDs) qualified in their staff, the goal of the present study was to evaluate the impact of the Quota Law, with reference to prevailing conceptions of disability within a private organization of vocational education through its Management Awareness Project. The project aimed to strengthen managerial awareness in the initial steps in implementing an institutional program of valuing diversity. The main hypothesis formulated for the research, among others related to the concepts of disability by managers, is that the positive reverberations produced by the Quota Law reach, including business organizations allegedly apart of the movement inclusionist. In order to evaluate the concepts of disability, statistical research designs were used, including the Shapiro-Wilk test to determine if the answers to questions were configured or not using a normal distribution, as well as the Pearson Correlation Coefficient to measure the intensity of the linear relationship between variables. It served as instruments of a socio-demographic questionnaire survey and an inventory of conceptions of disability (ICD), which is directed to the attitudinal object, considering the favorable and unfavorable social perceptions in this group. This conceptions of disability inventory is made up of seven blocks of statements and a Likert scale of six points, which was applied in a universe that includes 60 strategically selected participants in three (3) groups (Group 1 pilot - involving 30 participant areas of the Steering Committee of the project in the company, Group 2 pilot - involving 12 trainees and Group Management - involving 18 participants, including Area Managers and Team Managers of the Superintendent of Educational Products). With the results of the evaluation of the concepts of disability by the DCI, sensitization workshops were conducted with participants in order to sensitize them and disseminate knowledge on social inclusion and employment of PCDs, the actions of public policy at the present time, the nature deficiencies, considering the social aspects of professionalism, and employability of disabled people in the company. For this purpose, techniques and procedures employed were recreational, and debates for critical reflection on the part of the participants. The evaluation of the reaction was conducted at the end of these workshops. All the data collected so far allowed the possibility to proceed to a diagnosis of conceptions that prevail over the organization PCDs target search. The results showed the coexistence of different conceptions of disability, indicating that, although negative conceptions were self perpetuating, the reverberations of the Quota Law have shown positive effects clearly valuing thus corporate actions pointed to human diversity in the workplace. In conclusive terms, it is considered, however, that the process of labor inclusion should be perceived by managers as continuous and toward changing human behavior in organizations facing the professionalization of PCDs. Later, having the results of this research as support, an institutional action plan will be implemented, as a proposal for a program christened on 10 projects that will serve as a synthetic model for Brazilian companies interested in including diversity and retaining talented people with disabilities in their jobs in order to guarantee them the right to full citizenship.

The present doctoral thesis deals with diversity management and clarifies its concepts. The objectives of the thesis include comprehensive characterisation of diversity management as an element of corporate culture, description of roles of managers, departments of human resources and the role of the top management. Additional goals include charting the current scheme of diversity training and describing the inter-relations between corporate culture and diversity management. The chapter devoted to concrete case studies in companies which are focusing on diversity management or equal opportunities explores the current situation in the field with the aim to provide its analysis and evaluation. The thesis consists of two sections (focused on the theoretical framework and the research (case studies itself) and comprises seven thematic chapters. Throughout the thesis, interrelationships with management of human resources, corporate culture, management-oriented training, as well as the appreciation of diversity are highlighted. The thesis provides comparison between equal opportunities policies and diversity management and examines organisational development from the viewpoint of diversity development and diversity in the workplace. The author analyzed in detail diversity management using semi-structured...

Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / Com base nos rebatimentos da Lei n 8.213/1991, que prevê a obrigatoriedade legal de empresas privadas brasileiras contratarem de 2% a 5% de beneficiários da Previdência Social reabilitados ou de pessoas com deficiência (PcDs) habilitadas em seus quadros funcionais, o objetivo da presente pesquisa foi avaliar as repercussões da Lei de Cotas, tendo como referência as concepções de deficiência preponderantes dentro de uma organização privada de ensino profissionalizante por meio do seu Projeto de Sensibilização Gerencial. O projeto de sensibilização gerencial objetivou consolidar as etapas iniciais, na implementação de um programa institucional de valorização da diversidade. A hipótese principal formulada para a pesquisa, dentre outras relativas às concepções de deficiência, por parte de gestores, é que as reverberações positivas produzidas pela Lei de Cotas atingem, inclusive, as organizações empresariais supostamente distanciadas do movimento inclusionista. Para fins de avaliação das concepções de deficiência foram utilizados delineamentos de pesquisa estatística, compreendendo o teste de Shapiro-Wilk para determinar se as respostas às perguntas configuravam ou não uma distribuição normal, além do Coeficiente de Correlação de Pearson para medir a intensidade da relação linear entre as variáveis estudadas. Serviram como instrumentos da pesquisa um questionário sociodemográfico e um inventário de concepções de deficiência (ICD), sendo este direcionado para o objeto atitudinal, considerando-se as percepções sociais favoráveis e desfavoráveis no grupo pesquisado. Esse inventário de concepções de deficiência é composto de sete blocos de asserções e de uma escala do tipo Likert de seis pontos, que foi aplicada em um universo que contempla estrategicamente 60 participantes selecionados em três (3) grupos (Grupo piloto 1 envolvendo 30 participantes das áreas do Comitê Gestor do projeto na empresa; Grupo piloto 2 envolvendo 12 trainees; e Grupo Gerencial envolvendo 18 participantes, incluindo Gerentes de Área e Gerentes de Equipe da Superintendência de Produtos Educacionais). De posse dos resultados da avaliação das concepções de deficiência pelo ICD, foram realizados workshops de sensibilização com os participantes com o objetivo de sensibilizá-los e disseminar o conhecimento sobre inclusão social e laboral de PcDs, as ações de políticas públicas na atualidade, a natureza das deficiências, considerando-se os aspectos sociais da profissionalização, empregabilidade de pessoas com deficiência na empresa. Para tanto, foram empregadas técnicas e procedimentos lúdicos, além de debates para fins de reflexão crítica por parte dos participantes. A avaliação de reação foi conduzida ao término desses workshops. O conjunto dos dados levantados até então possibilitou proceder-se a um diagnóstico das concepções que prevalecem sobre PcDs na organização alvo da pesquisa. Os resultados evidenciaram a coexistência de concepções distintas da deficiência, indicando que, embora concepções negativas se perpetuem, as reverberações da Lei de Cotas têm apresentado também repercussões visivelmente positivas valorizando, assim, as ações corporativas apontadas para a diversidade humana, no contexto do trabalho. Em termos conclusivos, considera-se, no entanto, que o processo de inclusão laboral deva ser percebido por parte dos gestores como contínuo e em direção à mudança do comportamento humano nas organizações frente à profissionalização de PcDs. Posteriormente, tendo-se como suporte os resultados da presente pesquisa, um plano de ação institucional será implementado, como proposta de um programa balizado em 10 projetos sintéticos que servirão de modelo para empresas brasileiras interessadas em incluir a diversidade e reter talentos com deficiência em seus postos de trabalho, de modo a garantir-lhes o direito de exercício pleno da cidadania. / Based on the repercussions of Law n. 8.213/1991, which provides the legal obligation of private Brazilian companies to hire from 2% to 5% of recipients of Social Security or rehabilitated persons with disabilities (PCDs) qualified in their staff, the goal of the present study was to evaluate the impact of the Quota Law, with reference to prevailing conceptions of disability within a private organization of vocational education through its Management Awareness Project. The project aimed to strengthen managerial awareness in the initial steps in implementing an institutional program of valuing diversity. The main hypothesis formulated for the research, among others related to the concepts of disability by managers, is that the positive reverberations produced by the Quota Law reach, including business organizations allegedly apart of the movement inclusionist. In order to evaluate the concepts of disability, statistical research designs were used, including the Shapiro-Wilk test to determine if the answers to questions were configured or not using a normal distribution, as well as the Pearson Correlation Coefficient to measure the intensity of the linear relationship between variables. It served as instruments of a socio-demographic questionnaire survey and an inventory of conceptions of disability (ICD), which is directed to the attitudinal object, considering the favorable and unfavorable social perceptions in this group. This conceptions of disability inventory is made up of seven blocks of statements and a Likert scale of six points, which was applied in a universe that includes 60 strategically selected participants in three (3) groups (Group 1 pilot - involving 30 participant areas of the Steering Committee of the project in the company, Group 2 pilot - involving 12 trainees and Group Management - involving 18 participants, including Area Managers and Team Managers of the Superintendent of Educational Products). With the results of the evaluation of the concepts of disability by the DCI, sensitization workshops were conducted with participants in order to sensitize them and disseminate knowledge on social inclusion and employment of PCDs, the actions of public policy at the present time, the nature deficiencies, considering the social aspects of professionalism, and employability of disabled people in the company. For this purpose, techniques and procedures employed were recreational, and debates for critical reflection on the part of the participants. The evaluation of the reaction was conducted at the end of these workshops. All the data collected so far allowed the possibility to proceed to a diagnosis of conceptions that prevail over the organization PCDs target search. The results showed the coexistence of different conceptions of disability, indicating that, although negative conceptions were self perpetuating, the reverberations of the Quota Law have shown positive effects clearly valuing thus corporate actions pointed to human diversity in the workplace. In conclusive terms, it is considered, however, that the process of labor inclusion should be perceived by managers as continuous and toward changing human behavior in organizations facing the professionalization of PCDs. Later, having the results of this research as support, an institutional action plan will be implemented, as a proposal for a program christened on 10 projects that will serve as a synthetic model for Brazilian companies interested in including diversity and retaining talented people with disabilities in their jobs in order to guarantee them the right to full citizenship.

Nesta tese se estuda como empresas brasileiras e espanholas lidam com a diversidade humana em seu ambiente organizacional e se a microgestão de RH, ou seja, a gestão de pessoas e equipes com um sistema de voz, pode ser um componente significativo da gestão da diversidade. Esse objetivo de pesquisa advém da compreensão, obtida por meio do levantamento do estado da arte sobre esse tema, de que as ações organizacionais na diversidade podem não atender as demandas e expectativas dos trabalhadores, pois sua voz frequentemente não é ouvida a respeito dessa gestão. Para esse intento, o desenho metodológico firma-se na abordagem qualitativa, de natureza exploratória e sob o paradigma construtivista. Foram feitas entrevistas individuais e em grupo em três empresas, resultando em cinco unidades estudadas: uma brasileira e uma espanhola, do segmento de transporte público; e duas brasileiras e outra espanhola, do segmento de energia. Para o tratamento de dados recorreu-se à técnica de análise de conteúdo, suportados por observação assistemática e análise de documentos corporativos. Os resultados de pesquisa sugerem que a microgestão de RH pode colaborar para a efetividade de práticas organizacionais e, ainda, apontam para a necessidade da capacidade de escuta organizacional como componente de um sistema de voz que facilite o diálogo na empresa, por estimular a confiança e propiciar melhor clima de trabalho para as pessoas na organização. / This thesis explores how a sample of Brazilian and Spanish companies dealing with human diversity in its organizational environment and whether the Micro Human Resources Management (MHRM), or people and teams management with a voice system, might be a significant component of diversity management. The main goal of this research arises from understanding obtained through the research of the state of the art on this subject, that diversity related organizational actions can not meet the demands and expectations of employees mostly because, because their voices on the matter is hardly ever heard. To reach this goal a qualitative, exploratory research approach grounded on the constructivist paradigm was employed. Individual and group level interviews were conducted in three companies (five organizational units in total): two from the public transport segmentation (one Brazilian and one Spanish) and three from the energy segmentation (two Brazilian and one Spanish). Content analysis, document analysis and unsystematic observation were employed as a means to analyze the data collected/elicited. As a whole, the findings emerging from this research suggest that the MHRM can contribute to the effectiveness of diversity related organizational practices. They also point to the need for organizational listening skills as a key component of a voice system that might facilitate within-organizational dialogue, to stimulate confidence and provide a better working environment for organizational members.

Nel campo della psicologia delle organizzazioni, la gestione della differenza è un argomento di crescente interesse. Studi sul Diversity Managemetn sono stati promossi dalla graduale consapevolezza che per le organizzazioni, promuovere la diversità non solo contribuisce a garantire la soddisfazione e le prestazioni dei singoli lavoratori, ma offre anche vantaggi in termini di business e riconoscimento da stakeholders esterni e contesto sociale. Podsiadlowski et al (2012) hanno identificato cinque culture – Reinforcing Homogeneity, Color-Blind, Fairness, Access, Integration – con cui le organizzazioni possono approcciare la differenza e che possono essere collocate su un continuum da difensiva, a reattiva, a proattiva. Scopo di questo lavoro è ottenere una fotografia delle culture organizzative della differenza nel contesto italiano al fine di comprendere "lo stato dell'arte". Inoltre, si mira a capire: se e che tipo di interazioni la cultura organizzativa della differenza può avere con altri fattori della vita organizzativa e che tipo di impatto la cultura organizzativa della differenza può avere sulla creatività organizzativa e sul benessere individuale. Al fine di offrire un contributo alla validazione di due strumenti non ancora particolarmente diffusi in ambito italiano si sono anche testate le proprietà psicometriche della Cultural Intelligence Scale e del Diversity Perspective Questionnaire. / In the field of organizational psychology, Diversity Management is a topic of growing interest. Studies on Diversity Management have been led by the gradual awareness that for organizations, fostering diversity not only helps to ensure the satisfaction and performance of the individual workers, but also offers benefits in terms of business and recognition from external stakeholders and social context. Podsiadlowski et al. (2012) identified five different ways organizations approach diversity – Reinforcing Homogeneity, Color-Blind, Fairness, Access, Integration – that can be seen on a continuum from defensive, to reactive, to proactive attitude. Aim of this work is taking a picture of the organisational cultures of difference in the Italian context in order to understand "the state of the art". Moreover, this work aims to understand: if and what kind of interactions the organisational cultures of difference can have with other organizational life factors and what kind of impact the organisational cultures of difference can have on organizational creativity and individual well-being. In order to offer a contribution to the validation of two tools not yet particularly widespread in terms of use in the Italian context we also tested the psychometric properties of: the Cultural Intelligence Scale and the Diversity Perspective Questionnaire.

The thesis is focused on employment of people with special needs as part of Diversity management. The thesis includes the analysis of current situation in IBM focused on Diversity management using special Checklist for diversity. Objective of the thesis is then to identify opportunities for optimization of the processes with focus on employment of people with disabilities. For more effective recruitment process, thesis includes also analysis of agencies of supported employment and the services provided. The practical part is supplemented by mapping of possibilities for getting financial support for employment of people with disabilities. For both analyses, semi structured interviews were used. Together with the basic principles for communication with people with special needs described in theoretical part, the thesis may serve as a manual for employment of those people not only for IBM.

The dissertation thesis is focused on the quality of working life, its detection, measurement and mainly improvement. The topic of the thesis is solved in international companies. There are two points of view to the problem. The first one is the side of employee, because from all the sources available are employees the most important one. The second point of view is the side of employer. In the theoretical part there are mentioned factors influencing the quality of working life: work life balance, diversity management, gender stereotypes, religiosity, discrimination etc. The environment of international companies was narrowed to the Czech - Italian companies. For a better understanding the environment there are described labour markets of both countries as well as there is a comparison of both countries in the context of international indicators. The pilot and main research as well were realized in the Czech - Italian companies. The aim of the research was to fulfil the objectives of the thesis as well as to answer to the research questions and hypotheses.