(Schauber, 2001)
VI. Optimal Assessment Tools
Assessing cultural diversity is a process that is best conducted through one of the following: (1) written questionnaires; and (2) focus groups and/or interviews. (Schauber, 2001)
VII. Assessment of Three Organizational Levels
It is necessary that these methods address the three organizational levels which are the three as follows: (1) Individual; (2) Group; and (3) organizational. (Schauber, 2001) These tools are used for the purpose of examining the definitions of diversity held by the participants of the organization in the study in order to discover their view of the utopian diverse organization. Furthermore, Schauber (2001) reports having examined the participant's perception of organizational "...benefits and challenges of working with people from differing cultural groups for both the participants and the organization..." (Ibid)
Two additional reasons cited in support of organizational cultural diversity are the two reasons stated as follows: (1) Organizational diversity may be more economical in the 'long-term' through avoiding violation of ...equal opportunity laws" resulting in costly fines and/or litigation. (Schauber, 2001); and (2) The result is the provision of excellent service to a dynamic clientele due to future projected increases in minority-group populations in the United States.
Schauber (2001) states that emerging are findings that enable the organization change through the following stated means and methods: (1) Presentations on the dimensions of the diversity climate to organizational members can enable them to see their organization in a new light, which in itself is a catalyst for change. (2) Dimensions of the diversity climate can be used to develop strategic plans to move the organization toward diversity. (3) The diversity climate results can stand as a benchmark in time, a place from which...
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