| Papers [1-16] of 100 :: [Page 1 of 7] | | Go to page : 1 2 3 4 5 6 7 —> | Search results on "IMPLEMENTING DIVERSITY TRAINING": |
|
|
Implementing Diversity Training, 2008.
A discussion of effective ways to implement diversity training in the workplace.
1,400 words (approx. 5.6 pages), 4 sources, APA, AU$ 74.95
»
Click here to show/hide summary
Abstract
This paper proposes possible ways of implementing diversity training. Firstly, it maintains that non-confrontational techniques are considered the best way to approach training. The paper suggests that it is better for a facilitator to lead the group and promote constructive action and talking, and then follow the group's ideas, rather than to have an expert drive a course where no interaction is allowed. The paper also suggests that practical, real-world examples be used in training, as theory-based or academic teaching can be staid and uninvolving. In role playing activities, the paper suggests using positive examples rather than negatives ones as a guide for future behavior. The paper further asserts that the group should be unified as one rather than polarized, which is best achieved by a participant-centered approach to learning rather than an expert-centered approach to learning. In its conclusion, the paper stresses the importance of regular evaluative reports on the overall success of the diversity training program - including opportunities for employee input - on a monthly basis or less often if the program is going well.
From the Paper
"A good way of keeping employees engaged during the training is by making homework mandatory. This may seem a little like forcing an unwilling child to do homework, but training sessions should be inclusive and interesting enough to make this form of homework informative. The employees should remember that their homework is to contribute to the happiness of their work environment. It is also a forum through which the employees can offer their opinion - a right which is often a problem in diversity-challenged workplaces to begin with. Employees should be encouraged to give their input throughout the diversity training, but they should also be encouraged to be positive and refrain from blaming or shaming individuals (ibid). Whilst diversity training is implemented to correct past problems, its goal should be to look to the future. The goal is for employees to be unified, not divided."
| |
|
Diversity Management: Why Engage in Diversity Training?, 2002.
Findings of the researcher on the topic of diversity management training.
896 words (approx. 3.6 pages), 4 sources, AU$ 50.95
»
Click here to show/hide summary
Abstract
This paper is the result of research done on diversity management training. A survey of employees was taken to determine how comfortable they felt in the present climate at the workplace The paper proves that in order to attract the most advantageous employees, diversity training may be utilized to enable employees to interact and understand one another better.
From the Paper
"In the workplace of today?s world there are often varying cultures and backgrounds to contend with, whether employee, employer, or client. In the case of this researcher, diversity training and management in the workplace is an issue, which Management may face. Having been faced with the issue, Management will need to determine the validity of diversity training and its place in the workplace, as well as the outcomes of such training and the benefits and detriments to the company as a whole."
| |
|
Multiculturalism and Diversity Training, 2005.
A look at the increased attention multiculturalism and diversity training have drawn in the world of psychology.
3,517 words (approx. 14.1 pages), 16 sources, APA, AU$ 158.95
»
Click here to show/hide summary
Abstract
This paper examines how multiculturalism and diversity training developed within the realm of psychology. The paper encompasses succinct definitions and histories of multiculturalism and diversity training and explains that they were created in an effort to explain that the behaviors observed in individuals must, in some ways, be attributed to their cultural backgrounds. The paper also focuses on diversity training and its usefulness in the work place.
Introduction
Multiculturalism and Diversity Training
Diversity Training
Conclusion
From the Paper
"Harris (1999) explains that multiculturalism also encompasses sexual orientation, gender and alternative lifestyles (lifestyles that are separate from traditional American Values) (Harris 1999). Because our society is composed of people who differ greatly in terms of race ethnicity, gender, sexual orientation and lifestyles there is a constant battle over what is acceptable in mainstream society (Harris 1999, Hinz 1996)."
| |
|
Diversity Training for Law Enforcement, 2008.
A discussion of diversity in an organization including a concrete proposal for a diversity training program in a law enforcement organization.
3,056 words (approx. 12.2 pages), 19 sources, APA, AU$ 143.95
»
Click here to show/hide summary
Abstract
This paper discusses the importance of effective diversity training for law enforcement. It discusses the dysfunction within the human resource management (HRM) of the organization in question, relative to diversity. The paper then provides background information on what true diversity is in an organization and offers a concrete proposal for a diversity training program.
Table of Contents:
Overview
Diversity
Proposal
Diversity Program Outline
Objectives of the Program
The Case for Diversity - Improving an Organization's Bottom Line
Communication--How to Improve and Teach It
Stereotypes in the Workplace--Use of Us/Them Mentalities
Listening--How to Improve It
Body Language--Non-Verbal Communication
The Organizational Cultural Audit
Budget Proposal for Diversity Program
Rationale for ROI
Rationale for Personnel Expenses
Non-personnel Expenses Rationale
From the Paper
"Diversity has been an important and highly sought after quality in organizations over the past twenty years. In some sense it has become the holy grail of organizational efficiency and awarded almost mythical status as a panacea for a lack of organizational vision and creativity. Diversity programs have been instituted in companies and organizations as diverse as Allstate is to Canon ("Diversity", 1998). Almost every organization, public or private, makes some attempt to address diversity its workforce. Diversity in the workforce is most often equated with racial and cultural dimensions and the development of these differences in an equitable and productive manner (Thomas & Ely, 2001). In all instances, diversity training and the development of diversity is meant to both improve the work environment as well as the underlying performance quotient of the organization."
| |
|
Diversity Training, 2005.
A look at the importance of diversity training and diversity programs to the workplace.
721 words (approx. 2.9 pages), 10 sources, MLA, AU$ 41.95
»
Click here to show/hide summary
Abstract
This paper examines how diversity is an important feature of every corporation today and how it has also created alarming potential for discrimination and conflicts. It looks at how diversity management or diversity training helps employees understand their differences and resolve them amicably.
From the Paper
"Diversity programs focus "on making changes in the awareness and the attitudes of the participants. The strategy is to create changes that will have a long term positive impact on the organizational culture, with the objective of creating a safer and more productive working environment for all organizational members."(Karp et al. 2000) They aim at creating a more productive working environment where each employee feels valued and differences can be minimized. Diversity training programs also help HP personnel avoid discriminatory practices during hiring, firing, appraisal and disciplining of an employee. Diversity training plays the most dominant role in creation of a completely discrimination and conflict proof working environment."
| |
|
Diversity Training, 2004.
A brief analysis of diversity training in organizations.
815 words (approx. 3.3 pages), 6 sources, MLA, AU$ 47.95
»
Click here to show/hide summary
Abstract
This paper presents a brief summary review of five case studies that focus on diversity in various businesses. The paper provides specific details on some diversity issues. The paper examines the problems that arise when employees are not in favor of diversity training.
From the Paper
"The corporate culture is established by top management. It is often the case that senior management either condones discriminatory actions or they are totally oblivious of the facts. Organizations need to define what diversity means from the top down. It makes no sense for a Human Resource representative to create an outstanding diversity program if it is not supported by upper management. Thus, the values of the executive levels must reflect that all people are respected, valued and utilized towards achieving the company objectives. These people will be of all races, genders, sexual orientations, religions, ages and will have different geographic backgrounds, educations and economic histories. To work in this environment will require adaptable communication styles."
| |
|
Interval Training vs. Steady Training, 2002.
An in-depth study into the benefits of interval vs. steady (continuous) training on endurance performance.
5,229 words (approx. 20.9 pages), 26 sources, MLA, AU$ 209.95
»
Click here to show/hide summary
Abstract
Interval training is a concept wherein a person works out at a medium to high intensity for a specified period of time or distance and then reduces the exercise intensity for an equal period of time or distance. A 1997 study found that splitting training tasks into intervals or repetitions will increase the amount of oxygen consumed and needed to be repaid after each unit when compared to performing the same distance at the same workload in a continuous or steady exercise regimen. The paper explains that intermittent, or interval, training tasks were found to place a greater load on the oxygen transport system than do continuous tasks This study investigates the effects of interval versus steady (continuous) training on endurance performance. The paper includes detailed tables.
Table of Contents:
Introduction
Statement of the Problem
Operational Definitions
Delimitations
Limitations
Hypotheses
Significance of the Study
Review of the Literature
Introduction
Theoretical Framework
The Muscle System
Muscle As Motors and Regulators
Classification of Muscles by Location, Function, and Structure
Gross Structure and Functioning
Structure of Myofilaments
Internal Membranes of Muscle Fiber
Skeletal Muscle Contraction and Muscle Power
Energy Pathways Involved in Exercise
Interval Training Versus Continuous Training
Short-Term Maximal Performance
Methods
Subjects
Instrumentation
Experimental Protocol
Design and Statistics
Bibliography
From the Paper
"The creatine phosphate pool provides a buffer for the rapid supply of ATP for the work of contraction, as well as a link to the cellular sources of ATP. Depending on the type of muscle fiber, this cellular ATP is produced by one or both of two common biochemical pathways?glycolysis (anaerobic) and the citric acid cycle (aerobic). The aerobic pathway is the most efficient off the two; however, when muscle activity level reaches approximately 70 percent of the maximum possible level, aerobic metabolism no longer is able to supply the muscle with a sufficient supply of ATP. At this point, the anaerobic metabolism pathway begins to function. The anaerobic pathway works more quickly, although less efficiently, than the aerobic pathway, and thus can supply large amounts of ATP that are stored in the muscle itself (24)."
| |
|
Cultural Diversity in Law Enforcement, 2004.
A look at the current trend toward developing cultural diversity awareness training for police departments.
1,090 words (approx. 4.4 pages), 6 sources, MLA, AU$ 62.95
»
Click here to show/hide summary
Abstract
This paper examines how training in cultural diversity in law enforcement is not an idea that sprang to life in the current generation and how, throughout the 19th and 20th centuries, it was the so-called progressive policies in law enforcement and criminal justice that created the problems we see today. It looks at how these progressive policies, such as institutionalization, indeterminate sentencing, probation, and community corrections. All have been seen, in retrospect, to have had deleterious effects on the populations they were supposed to help, namely, immigrants and racial minorities, and preserving the locus of power and the status quo. It also discusses how researchers believe those reforms were more directed toward increasing effectiveness of the criminal justice system than in taking account of minority and cultural differences.
From the Paper
"One of the agencies seemingly committed to improving their report card concerning cultural diversity is the Internal Revenue Service Criminal Investigation Division (CI). A statement by the agency said it realizes that ?to be a leading law enforcement agency in the 21st century, we must fully embrace the diversity that exists among the citizens of America and strive to replicate that diversity among our own workforce.? The organization has created Diversity Council, made up of Black, White, Hispanic, Asian, male, and female CI employees. It is meant to provide a voice for employees to address diversity-related concerns, and improve the quality of their work life."
| |
|
Diversity in the Workplace, 2006.
This paper examines Canteen Corporation's diversity awareness program.
675 words (approx. 2.7 pages), 2 sources, AU$ 42.95
»
Click here to show/hide summary
Abstract
This paper discusses an organizational position on diversity and how it has implemented a diversity training program to enhance and encourage diversity in the workplace. Additionally, an overview of the diversity implementation plan is offered, with insights on how the organization intends to focus attention among its various publics to its diversity programs in the workplace.
From the Paper
"Canteen Corporation's diversity awareness program is centered on its diversity training initiatives to heighten awareness of the diversity issue and its attention to them. The campaign is based on the publication of a position paper on diversity and diversity training in the workplace, as well as several press releases illustrating the company's efforts in these important areas. Further, these initiatives are supported by an action plan, employee involvement and ongoing training regarding diversity. Position Paper on Diversity: The Canteen Corporation has been an active force in developing diversity in the workplace across its operations since its formative years. Diversity has been an important and highly sought after quality in organizations over the past twenty years."
| |
|
Diversity in Employment, 2004.
This paper presents a literature review and recommendations for the management of diversity in employment.
2,880 words (approx. 11.5 pages), 25 sources, MLA, AU$ 137.95
»
Click here to show/hide summary
Abstract
This paper explains that diversity in the workplace generally has been thought of as purely an employment equity issue; however, diversity is coming to be recognized as an asset, which, like any other asset, can be well managed and can contribute to the bottom line. The author points out that managing diversity is a challenge because it requires organizational change, which means fostering a cultural environment that values differences and maximizes the potential of all employees. The paper stresses that, above all, diversity means recognizing the uniqueness of another person whether that person is a customer or an employee.
Table of Contents:
Introduction
Diversity Defined
Diversity Pros and Cons
Diversity and Success
Diversity And Company Image
Management of Diversity
Diversity and Training
Organizational Values And Diversity
Conclusion
From the Paper
"First, establish your core values as an organisation and use this as a foundation on which to build you diversity strategy. Remember you're changing the culture of your organisation, and that is a very long and painstaking process. You must champion diversity personally. Without commitment diversity will not take root in your organisation. Celebrate diversity. Make an annual event out of celebrating diversity. Recognize and honor employees who practice diversity. That kind of recognition sends out a powerful message that your organisation is committed to diversity."
| |
|
Strength Training and Fitness, 2007.
An analysis of specific and whole-body strength training for athletes, as well as over-training syndrome.
1,141 words (approx. 4.6 pages), 5 sources, MLA, AU$ 63.95
»
Click here to show/hide summary
Abstract
This paper discusses the need for strength training and fitness in athletes. It begins by discussing the principles and practices of strength training for specific athletes - basketballers, baseballers and golfers. It then discusses the importance of overall strength training for success in athletics. The paper concludes by discussing the affects of over-training syndrome and ways to avoid it.
Table of Contents:
Strength Training
Basketball
Baseball
Golf
Over-training Syndrome
From the Paper
"As pointed out above, early detection is the key to keeping the syndrome in check. Similarly, athletes should be aware of their tendencies and realize if they are prone to overtraining. The types of athletes who are most susceptible are single-sport athletes who focus on a very specific movement and who bring to their training an ambitious, focused, almost obsessive intensity. Athletes who are at risk with such characteristics fall into a risk profile and they must therefore monitor their own activities, along with their coaches, so that they do not overtrain."
| |
|
Police Training on Deadly Force, 2008.
An analysis of police training on deadly force in America, including an outline of the current training structure and methodology and a discussion of how to develop a more effective program.
4,611 words (approx. 18.4 pages), 16 sources, APA, AU$ 191.95
»
Click here to show/hide summary
Abstract
This paper asserts that police training on deadly force is a necessary prerequisite for social order and to maintain the efficiency and integrity of the security forces. This paper discusses the necessary components of police training on deadly force, how it can benefit society, and whether police training is an organizational or social issue. The paper also presents a comprehensive model of police training on deadly force based on the best practices presented by the literature. It is clear that there are many issues surrounding training for the police force in relation to deadly force; however this paper shows that it is a necessary facet of the overall humanitarian and peace-keeping initiative and should not be viewed as an extra process aimed at increasing bureaucracy. Lastly, this paper highlights the major elements of the training program that are necessary, while simultaneously highlighting aspects of the political, social, and economic environment that either pose an opportunity or threat to the proposed training initiative on deadly force.
Outline:
Introduction
Major Elements of Police Training
Principles of an Effective Training Strategy
Internal And External Factors That Affect Police Training On Deadly Force - A Critical Analysis
Strengths
Weaknesses
Opportunities
Threats
Police Training On Deadly Force: Terrorism, Crime Fighting, And Violence
State Sponsored Terrorism: Players and Operations
Literature Structure
Methodology
From the Paper
"State sponsored terrorism is two-tiered, many developed countries like the United States and United Kingdom, practice it for strategic reasons, that is, there is no religious affiliation, nor is there a general notion, that there is a need to have war in with certain states. However, there is a clear economic need, which then transfers into a need to have political allegiance with these states; hence without being physically present it is necessary to have alliances with groups that can promote the interests of the United States. Is this wrong? Should it even be called terrorism, or is it just a company take-over, where the country in question is the state? For example in the 1980's the United States was convicted of unlawful force due to their support of terrorist force in Nicaragua, this was a clear cut case of state sponsored terrorism, and highlights the dynamics of how intricate it can be."
| |
|
Employee Training Programs: A Strategic Business Component, 2004.
This paper discusses the major aspects of employee training and analyzes how this activity is related to strategic business.
3,727 words (approx. 14.9 pages), 4 sources, MLA, AU$ 166.95
»
Click here to show/hide summary
Abstract
This paper examines how training is an important process for employees, as well as a tool for fulfilling strategic goals and objectives. It looks at the major components of employee training, including the definition of training, importance of training, training program design, needs assessment, legal considerations and program development. It also discusses how more research is needed in the field to ensure that training continually meets the needs of companies, especially during times of technological growth and development.
Outline
Introduction to Training
Importance of Training
Prerequisites to Training Design
Designing Effective Training Programs
Conducting a Needs Assessment
Legal Considerations
Program Development
Training Implementation
Ensuring Transfer of Training
Cost-Benefit Analysis
Conclusion
From the Paper
"Presentation methods are those in which trainees are passive recipients of information. This information may include facts, information, processes, and problem-solving ideas. The two major presentation methods are lectures and audiovisual techniques. A lecture involves communication through spoken words. Major advantages of the lecture method are that it is inexpensive, doesn't consume very much time, and is effective in large groups of trainees. There are several variations to the lecture method. The standard lecture involves the trainer talking while employees listen. Team teaching involves two or more trainers presenting different topics or different views on the same topic. Guest speakers visit the session for a set time period and conduct the primary training. Panels involve two or more speakers presenting information and asking questions. "
| |
|
Diversity in the Workplace, 2002.
An analysis of the effect of cultural diversity in the workplace and the use of diversity programs.
2,857 words (approx. 11.4 pages), 6 sources, MLA, AU$ 135.95
»
Click here to show/hide summary
Abstract
This paper discusses the issues relating to diversity in the workplace and why this diversity is essential to the globalization of a corporation as it promotes customer relations, product innovation and investment opportunities. In particular it investigates diversity programs and their impact on racial and ethical relations in the workplace. Through a literature review, it examines how programs such as affirmative action have created hostility and racial tension due to white racism and how the current diversity programs have created ethical tensions due to their inclusivity of a broad spectrum of people. It examines how racial tensions lower morale and have a negative influence on the attitudes of employees. It concludes with an explanation of why these programs are necessary and important and are here to stay despite their seemingly ineffectiveness.
From the Paper
"In the years following the formation of the Philadelphia Plan the concept of affirmative action was created. Affirmative action was designed to give minorities a fair opportunity to gain the education and employment that only whites had access to. Today the term affirmative action has been replaced with ?diversity programs?. While the basic concepts of the terms are virtually identical there are some obvious differences in their definitions. Affirmative action was designed primarily to help ethnic minorities while diversity programs cover a broader range of people to include homosexuals and those with physical and mental handicaps."
| |
|
Web-Based Organizational Training, 2002.
An assessment of perceptions of the effectiveness and efficiency of web-based organizational training.
9,181 words (approx. 36.7 pages), 37 sources, MLA, AU$ 305.95
»
Click here to show/hide summary
Abstract
This paper examines how one of the latest applications of information technology to organizational functions is the development of formal training programs that are delivered through the Internet or through organizational intranets otherwise known as web-based training. It proposes a research study to study the effectiveness and efficiency of these training programs in comparison to traditional organizational training.
Outline
General Background to the Study
Purpose of the Study and Target Audience
Statement of the Problem
Overview of the Remainder of the Proposal
Review of the Literature
Introduction
The Nature of Training and its Importance to the Organization
Traditional Training Programs
Traditional Training Techniques
Moving to a New Training Paradigm
Computer-Based Training
Preparing for Web-Based Training
Web-Based Training
Web-Based Training in Practice
Technological Considerations Related to Web-Based Training
Importance of Evaluating Training
Evaluating Web-Based Training
Conclusion
Methodology
Introduction
Population and Sample
Instrumentation
Data Collection
Analysis of the Data
Conclusions
Schedule
Appendix
Survey Questionnaire
From the Paper
"Most organizations recognize the value of training; however, the contemporary business environment, as a consequence of globalization and other factors, dictates that these organizations structure training in the most cost-efficient way possible (?Training Trends to Cost Effectiveness,? 1997). For some organizations, the most cost-effective approach to obtaining high-quality training is through outsourcing, which increasingly may involve Internet-based training. Many organizations outsourcing training have ?been impressed with the results. Rather than keeping program designers, administrators and trainers on staff, they have worked with outside trainers who act as an off-site training department. These off-site providers partner with clients to perform a whole range of duties from assessing training needs, to designing appropriate solutions and providing administrative support."
| |
|
Ranger Training, 2001.
Analysis to determine need for Ranger Training in U.S. Army. Risks to trainees, incl. Deaths. Training procedures. Ranger Training Brigade. Government inquiry. Recommendations to ensure safety of training.
3,375 words (approx. 13.5 pages), 5 sources, AU$ 191.95
»
Click here to show/hide summary
From the Paper
"The purpose of this inquiry is to determine whether there is a need for Ranger training in the United States Army, and if so, why the Army continues to staff such training below minimum safe levels. Fifty-six Ranger students have died while in the Ranger Training Program since it was instituted in the 1950s. Four of these students died in a single incident in Florida in 1995. The investigations following the deaths of the four students identified certain minimum safe levels of training staffing necessary to prevent the reoccurrence of such an incident. The National Security, International Affairs, & Criminal Justice Subcommittee ("the Subcommittee") of the Government Reform and Oversight Committee ("the Committee") has all ..."
|
|
|
