To resolve this conflict in the situation where demographic and experiential differences are found qualitative researchers, such as those studying different cultures, might employ guides, interpreters and/or other "native" individuals to introduce and help them assimilate into the culture, in order to observe it or in some cases they use time as their tool, immersing for longer periods of time with limited or no interruption to eliminate any bias that might occur in research results because of his or her presence. Even among researchers this is not seen as a perfect set up but it can help resolve some of the intrusion challenges associated with diversity.
One of the major problems, as qualitative researchers see it in historical research is the fact that the researcher has often been seen and thought of as holding a position of authority over the subjects being studied. This idea of "social capital" is pervasive, though individual researchers would like to see it disappear, as much as possible, one of the ways in which they do this is through the use of reflexivity and reflexive analysis, such as is described in the following quote by a field qualitative researcher working with a culturally different subject group.
Because research has been a historical act of domination against Black people, I aim, through my research, to be reflexive, vulnerable, and dialogic. I aim to respect and incorporate the ideas and thoughts of participants in the methodology; I aim to be accessible in all stages of the research process. For example, although I indeed develop a design and methodology, I confer with participants regarding concerns, observations, findings, and pressing concerns from their points-of-view. Their input shapes the boundaries and the design. Sometimes being accessible and vulnerable involves engaging in difficult conversations about what is happening in the teaching/learning process. (Merchant & Willis, 2001, p. 66)
The emphasis then becomes not the overall social position of the researcher but his or her willingness to be open to reflexive interpretation, rather than strict sets of standards seen in quantitative research and in historical observation research. Though quantitative research can be associated with undue influence the qualitative collection process is far more likely to elicit this type of challenge to researchers, which in part supports the foundation of a collaboration of both qualitative and quantitative data collection with regard to an issue such as diversity in the workplace.
The ethics of qualitative research are greatly influenced by the epistemology and ontological assumptions of researchers. Many qualitative researchers are specifically aware of the ethic of researching bodies of people and/or phenomena that have been unduly discriminated against in a historical research application, therefore the ethics of qualitative research often surround such assumptions and historical truths and how to avoid repeating these errors of our history.
"The best one can do is to consider the ethical and political...
Thus, more skilled individuals are more likely to possess these. Ensure that the Culturally Diverse Human Resources is Rare Any firm's human resource must be rare, especially if it aims to be the source of sustained competitive advantage. Human skills are normally dispersed in the population, but human resources with high skill levels are rare (Jenson, 1980). In the same manner, the responsibility attached to working in a company or firm
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Literature classes focus mainly on the works of dead white guys, and science talks about the accomplishments of dead white guys. While there are token mentions of the works of other races, they are not given equal representation. Furthermore, many of the classics chosen contain antiquated attitudes about race. However, I am against censorship. Stories do not lose their value because of discriminatory depictions of African-Americans; instead they capture
The solutions are numerous and more diversified. Knowledge is crucial for business success. There are two types of knowledge: explicit or tacit. The explicit type is easily codified, stored and transmitted to other individuals. As opposed to the former, the tacit one is embedded in people. The size of the tacit knowledge is proportional to the diversity of the workplace. Therefore, organizations face the increasing challenge today of finding ways
Significance of the Study to Leadership a leader's ability to adapt to change within global markets determines the multinational company's success (Handley & Levis, 2001). Affective adaption to cultural changes, albeit depends upon available information; essential to the leadership decision-making (Kontoghiorghes & Hansen, 2004). If leaders of multinational companies better understand the challenges and impact of culture and diversity in global markets, they may use the information to improve planning
Specifically: Employers must be extremely diligent to maintain formal records of any employee issues of performance or professional conduct in the workplace that could potentially become relevant in connection with future complaints about the legitimacy and bases of specific decisions. In this case, Maria's employers might be able to establish that Maria had a poor attendance and tardiness record, but Maria's supervisor never entered any specific references to her unprofessional
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