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ERIC Number: ED356375
Record Type: Non-Journal
Publication Date: 1992-Sep
Pages: 18
Abstractor: N/A
Reference Count: N/A
Valuing and Managing Diversity in Business and Industry: Literature Review and Models. Training and Development Research Center Project Number Fifty-Nine.
Johnson, Sandra J.
An increasingly diverse work force is a definite trend in the United States, and a number of companies have linked valuing and managing diversity to increased productivity. Equal employment opportunity and affirmative action are pointed to as foundational to the development of formal programs for valuing or managing diversity in the workplace. The sense of urgency in the literature about valuing and managing work force diversity is not so much about getting diverse people into the labor force but about retraining and developing good workers at all organizational levels. Two different approaches to organizational programs for dealing effectively with diversity are valuing differences, which suggests efforts to develop attitude changes through awareness and sensitivity training, and managing diversity, which focuses on behavioral changes. A number of authors approach work force diversity as an organizational change issue and present either a training model or an organizational development model for effecting the change. Research on organizational culture suggests that a program for managing or valuing diversity might not effect real change in an organizational culture without addressing the need for long-term efforts that would increase awareness of deep-seated values and assumptions that underlie the organization's norms and individual behaviors. The system for valuing and/or managing diversity is a subsystem of the human resource system within the larger interactive organizational system. (Contains 38 references.) (YLB)
Publication Type: Information Analyses
Education Level: N/A
Audience: N/A
Language: English
Sponsor: N/A
Authoring Institution: Minnesota Univ., St. Paul. Dept. of Vocational and Technical Education.