According to these authorities, "Workplace stressors often have detrimental effects on faculty job satisfaction and may lead to decisions to leave the institution or to leave higher education entirely. Although some degree of turnover is inevitable and perhaps desirable, high rates of faculty turnover can be costly to the reputation of an institution and to the quality of instruction" (p. 776). In many cases, the very faculty members that are adversely affected in this fashion are those the school district can least afford to lose, with a concomitant negative effect on those teachers who remain: "Too often the faculty who leave are those the institution would prefer to retain. Additional negative consequences of faculty turnover include costs for recruiting replacements, reduced integration within the academic department, disruption of course offerings, and diminished morale among those employees who remain in the organization" (Daly & Dee, p. 777).
In reality, the outcomes…...

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References

Aper, J.P. & Fry, J.E. (2003). Post-tenure review at graduate institutions in the United States: Recommendations and reality. Journal of Higher Education, 74(3), 241.

Becton, J.B. & Schraeder, M. (2004). Participant input into rater selection: Potential effects on the quality and acceptance of ratings in the context of 360-degree feedback. Public Personnel Management, 33(1), 23.

Broadnax, W.D. (2000). Diversity and affirmative action in public service. Boulder, CO: Westview Press.

Brownell, M.T., Ross, D.D., Colon, E.P., & Mccallum, C.L. (2005). Critical features of special education teacher preparation: A comparison with general teacher education. Journal of Special Education, 38(4), 242.

If the right employee is chosen then the knowledge that they gain while abroad can be a valuable asset when they return home. They develop an intimate relationship with a different market than the parent company. This knowledge can help the parent company expand to meet the needs of a more diverse group of clients. There have not been many studies in this area at all. This study has a strong theoretical background based on a synthesis of existing knowledge in the field. It focuses on recent peer reviewed articles as the basis for its constructs. The study found that in order for repatriate knowledge to be useful, the company had to first have a sound knowledge management system in place. In addition, it had to have a strong multicultural knowledge management. This study used a study group of 16 expatriate employees to draw its conclusions.
The study focused on…...

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Selden, S. (2005). Human Resource Management in American Counties, 2002. Public Personnel Management.34 (1), 59-90.

Many studies in human resource management have focused on the federal and state level. This study was unique in that it focused on the county level. It focused on county government issues rather than those dealing with the private sector. The study focused on structural and political changes. The purposes of the study were to provide data that could be extrapolated to the general population in America. However, it focused on Los Angeles and surrounding counties. This area has a unique political, social and economic landscape. However, the uniqueness of this area was not addressed by the study. This data is only applicable to areas that are identical, or substantially similar to the counties in the study. It does examine some of the topics and concerns that could effect county governments in the rest of the country, but further examination of these areas would have to be conducted to determine their similarities and differences to the counties examined in this study. It is useful to this research because it does bring to light several issues that might be of concern in other areas of the country as well. However, extrapolating the data from this study alone would lead to skewed conclusions about the other county.

This study found that there are several barriers to county governments that place a damper on their ability to function as efficiently as possible. One of the key constraints is a tight labor market. Other factors that effect the ability to operate effectively are uncompetitive county salaries, budget constraints, procedural constraints, residency requirements, slow hiring processes, background checks and collective bargaining agreements. Many of these factors would apply to any county government and would result in similar difficulties. However, the key complaint about this study is that it failed to recognize differences in counties. For instance, Los Angeles County has a high population center. This type of county could not be compared to a rural county with a significantly lower population and different industry profile. This was an excellent study on counties in Southern California counties, but is cannot be applied to all counties in America, as the title implies. Diversity in County government was higher than in other counties around the country. This was another factor that cannot be extrapolated to other parts of the country.

Diversity Vermont
Diversity Issues in Higher Education and the University of Vermont

How does this school present its interests in " diversity"(college's mission statement, diversity statement, website)

The University of Vermont takes great pride in the diversity of its student population. The school courts students from throughout both the United States and the international community, creating an atmosphere in which all races, religions, ethnicities, nationalities, sexual orientations and genders are made to feel welcomed and embraced. According to UVM's informational website, the school has been engaged in an array of diversity improvement programs that speak to the school's commitment to creating a multicultural community. UVM reports that the school is engaged in five separate "presidential commissions" which are focuses on better understanding diversity issues and improving the university's response to these issues. The mainstream curriculum also requires students to engage in 6 mandatory credits relating to diversity issues in education. (UVM1, 1) Beyond…...

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Works Cited:

Boyer, E. (1990). Campus Life: In Search of Community. Jossey-Bass.

Cappex. (2011). University of Vermont. Cappex.com.

Shampnois, G. (2011). Office of Student and Community Relations. UVM.edu.

Silverman, A. (2011). Racial Diversity Inches Higher in Vermont. USA Today.

Divesification
Thee ae seveal diffeent types of divesity that I have obseved in my oganization. They elate to pimaily to that which is both inheent and acquied. Of the fome, thee is a slight amount of divesity in age. Most of the people in the oganization ae bon fom the ealy 1960's to the late 1970's -- thee ae only a few people that ae bon in the 80's and none fom the 1990's o late. In tems of ace and ethnicity, thee is not enough divesity. The vast majoity of the employees and uppe level management ae Caucasian. Howeve, thee is a palty amount of Pacific Islandes and a single Afican-Ameican. Thee is not so much divesity in the education of most of the employees. The vast majoity of them appea to have basic bachelo's degees with vey few (possibly just one peson, actually) having attained advanced degees. In tems…...

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references among different cultures so as not to overly rely on just one. Doing so ensures that the overall impact on culture pertaining to both inherent and acquired conceptions of diversity is minimized, while emphasizing a sort of company culture that is inclusive and does not alienate types of employees.

expanding diversity issues without violating the Hopwood decision. Draft a memo explaining ways to make the student body more diverse.
MEMO: MAKING THE STUDENT BODY MORE DIVERSE

There are several ways that the university can make the school more diverse without violating the Hopwood decision. The student body currently has 34% of undergraduates even though the university immediately brought its admission policies in line with the Hopwood Decision. The university is firmly committed to having a student body with differing backgrounds and perspectives. In the past academic scoring has not been the deciding factor of whether a student can attend this university. What the university is looking for in admissions is students who will make leaders in the community. Visits, follow-ups, and communication is a vital measure in getting diversity and the quality of students that the university wants.

Visits from college directors will play an active role obtaining a measure of…...

cultural diversity issue of non-American employees communicating frequently in their own native language creating an environment of sensitivity and bias amongst the non-Hispanic community.
Handling Diversity in an Organization

The contents of this paper focus on the cultural diversity involving Films ecovery Systems, an American company located at the heart of Chicago, Illinois. The paper takes an insight into the issue and also proposes solutions that can resolve the problem. The most important aspect of the paper is that it takes into account the material we find and read in books and compares to what degree the literature is actually applicable in real life situations.

Academic Literature

The study of public administration includes a spectrum of many disciplines, which include psychology, sociology, philosophy and also management sciences. Even though, the nature of public administration does not conveniently classify its elements into components, public administration is primarily categorized to highlight the concepts of organizational…...

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References

Leaders are Learned Optimists - The CLEMMER Group Management

Consulting, available at accessed on: March 31, 2004http://www.clemmer.net/excerpts/leaders_learned.shtml

Robert Bacal, Conflict Prevention In The Workplace, available at   accessed on March 31, 2004http://www.work911.com/products/i-coop.htm ,

QSM Consulting - Leadership Driving Change, available at accessed on: March 31, 2004http://www.qsmconsulting.com/lds/index.shtml,

Business Management -- Diversity Issues
Contemporary business managers must be competent in all areas of diversity issues in order to comply with applicable federal laws, state laws, and to insulate their business organizations from potential civil liability arising from lawsuits for violations of those laws (Halbert & Ingulli, 2008). Cultural diversity issues typically arise in connection with the increasing demographic diversity of American society in general. Ethnic diversity issues also typically arise as a function of societal diversity, but ethnicity is a particularly important element of sensitivity to diversity in contemporary business because of the designation of minority races as "suspect classes" in relation to the protections afforded by the Civil ights Act of 1965 (Halbert & Ingulli, 2008). Gender, while not as strictly protected by law as racial identity, is subject to the protections of the laws of equality in many states and also is a potential source of civil…...

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References

George, J.M. And Jones, G.R. (2008). Understanding and Managing Organizational

Behavior. Upper Saddle River, NJ: Prentice Hall.

Halbert, T. And Ingulli, E. (2008). Law & Ethics in the Business Environment. Cincinnati:

West Legal Studies.

Silence too is an important part of communication in Singapore. It is customary to pause before answering a question, to indicate that the person has given the question the appropriate thought and consideration that is needed. Westerners habit of responding quickly to a question, to Singaporeans, often indicates thoughtlessness and rude behavior. Their demeanor is typically calm, and Westerners more aggressive style is often seen as off putting ("Singapore: Language," 2009). Authority is to be respected for both employees of an organization, in Singapore, and when dealing with other organizations (Tse, 2008), and communication content and tone should represent this respect. Business etiquette is also different in Singapore than in many Western countries.
Cultural Business Etiquette in Singapore:

Business is more formal in Singapore than non-Asian organizations are often used to. There are strict rules of protocol, with a clear chain of command, which is expected to be kept on both…...

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References

Choy, W. 1 Jul 2007, "Globalisation and workforce diversity: HRM implications for multinational corporations in Singapore," Singapore Management Review,  http://www.allbusiness.com/public-administration/national-security-international/4509815-1.html .

Edewor, P. & Aluko, P. May 2007, "Diversity management, challenges and opportunities in multicultural organizations," International Journal of Diversity in Organisation, Communities & Nations vol. 6, no. 6, pp. 189-195.

Hofstede, G. Feb 1993, "Cultural constraints in management theories," Executive, vol. 7, no. 1, pp. 81-94.

Ismail, R. & Shaw, B. Feb 2006, "Singapore's Malay-Muslim minority: Social identification in a post 9/11 world," Asian Ethnicity vol. 7, no. 1, pp. 37-51.

Cultural Diversity Issues Presentation
Criminal justice system and racial and ethnic minority groups

The criminal justice system has been for long associated with discriminatory practices and decisions that are informed by race bias and other forms of discriminatory practices. It has for long been a subject of discussion and how this can be avoided particularly in the justice system. The rot has gone so deep in the society until discriminatory phrases have come up along the same line and the society has helped stereotype some races perpetually using these negative phrases. There are, however, arguments propagated for and against the notions that the American justice system is not colorblind.

To show the discriminative nature of the system, there are interesting statistics that have been floated from time to time. Statistics presented by the Bureau of Justice in 2006, it was found out that for every 100,000 black males in America, there were…...

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References

Byrne, M.J., (2009). New Defendants, New Responsibilities: Preventing Suicide among Alleged

Sex Offenders in the Federal Pretrial System. Retrieved November 21, 2013 from www.clas.ufl.edu/users/llevett/4.pdf

Stephan Thernstrom; Abigail Thernstrom (2011-03-29). "America in black and white: one nation indivisible." pp. 273.

Social Psychology Network, (2011). Social Psychology. Retrieved November 21, 2013 from  http://www.socialpsychology.org/social.htm#disciplines

Diversity Issues for Lesbian, Homosexual and isexual People
The 21st Century has brought us new and greater understanding of issues surrounding diversity as it pertains to lesbian and bisexual issues. In the past it was assumed that homosexuality represented a deviant manifestation of some form of mental illness. It was not until the late 1950s (Hooker, 1957) that this idea began to be questioned as an absolute and the lifestyle brought into closer study. It is to be the purpose of this paper to review issues surrounding the homosexual, lesbian and bisexual lifestyle, to identify the general nature of the lifestyle as it exists today and to examine the state of diversity issues as they pertain to this group.

Introduction

As previously mentioned, for many years homosexuality and lesbianism, as well as bisexuality were classified as mental illness. Evelyn Hooker (1957) was one of the first to do in depth studies in which…...

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Bibliography

Chan, C. (1992). Asian-American lesbians and gay men. In S. Dworkin and F. Gutierrez (Eds.), Counseling gay men and lesbians: Journey to the end of the rainbow (pp. 115-124). Alexandria, VA: American Association for Counseling and Development.

Chan, C. (1995). Issues of sexual identity in an ethnic minority: The case of Chinese-American lesbians, gay men, and bisexual people. In A. DiAugelli & C. Patterson (Eds.), Lesbian, gay, and bisexual identities over the life span (pp. 87-101). New York: Oxford University Press.

Fox, R. (1996). Bisexuality in perspective: A review of theory and research. In B. Firestein (Ed.), Bisexuality: The psychology and politics of an invisible minority (pp. 3-50). Newbury Park, CA: Sage Publications.

Frost, J. (1997). Group psychotherapy with the gay male: Treatment of choice. Group, 21(3), 267-285.

7) Ensure that appropriate accommodations are made for disabled applicants. 8) Know your own biases, including what stereotypes you have of people from different groups and how well they may perform on the job, what communication styles you prefer, and acknowledge that what one may consider to be appropriate or desirable qualities in a candidate may reflect more about personal preferences than about the skills needed to perform the job (UCSF, NDI).
In order to facilitate tolerance in the workplace organizations should institute programs related to diversity training for both employees and managers. These programs should focus on raising awareness of the current demographics in the organization as well as the community and the industry. Sometimes it may be necessary to institute a policy of affirmative action. Affirmative action focuses on specific groups of historical discrimination and emphasizes legal necessity and social responsibility. Organizations face enormous responsibilities for helping women,…...

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References

Bear, J.B., & Woolley, a.W. (2011, June). The role of gender in team collaboration and performance. Interdisciplanary science reviews. Vol. 36, Issue 2, 146-153. Retrieved February 26, 2012, from http://web.ebscohost.com/ehost/pdfviewer/pdfviewer?sid=aa10aca0-9710-4ddf-82ca-36d1d2518fd5%40sessionmgr10&vid=4&hid=12

Jonas, M. (2007, August 5) the downside of diversity. The New York times. Retrieved February 26, 2012, from  http://www.nytimes.com/2007/08/05/world/americas/05iht-diversity.1.6986248.html?pagewanted=all 

Kurtz, D.L. (2010). Contemporary business. 13th Ed. Hoboken, NJ: John Wiley & Sons Inc.

UCSF. (NDI) Chapter 12: Managing diversity in the workplace. Guide to managing human resources. University of California, San Fransico. Retrieved February 26, 2012, from http://ucsfhr.ucsf.edu/index.php/pubs/hrguidearticle/chapter-12-managing-diversity-in-the-workplace/

Cox models have be used by many organizations to deal with conflict resolution issues, including those with diverse populations. In Cox analysis, the change model for work on company diversity has provided an effective approach to establishing and maintaining diversity in workplaces. hen we review this issue, leadership is the key aspect here because this situation raises core questions about the company leadership's philosophy, vision, strategy and integration. Leadership in such situations has been found to be critical in guiding organizations during times of social change, especially with regard to dealing with diverse populations in work places. In such situations, sensitivity training has been successful if combined with a cost benefits analysis. hile it might be "nice" to treat people with respect, it has statistically been proven that such efforts are enhanced when employee stakeholders find that the issue impacts their own bottom lines. They, they have a personal stake…...

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Works Cited

Cox, Taylor. (1991). The multicultural organization. Academy of Executive Management, 5 (2), 37-47.

Facts about discrimination based on sexual orientation. (2011).

Retrieved from  http://employment.findlaw.com/employment/employment-employee-discrimination-harassment/employment-employee-other-discrimination-top/employment-employee-other-discrimination-facts.html .

Diversity and Psychology
Derived from the Greek word, psyche "meaning 'breath, sprit, soul' and the Greek work logia meaning the study of something," the study of psychology is "the science of the mind and behavior" (Nordqvist, 2009). In the medical dictionary, psychology is "The profession (clinical psychology), scholarly discipline (academic psychology), and science (research psychology) concerned with the behavior of humans and animals and, related mental and physiological processes" (Nordqvist, 2009). In short, psychology is the science that answers the ever fascinating questions of how and why people and organisms think and behave in the manner in which they do. Psychology is imperative in the study of understanding and exploring one another and the people that surround us- society often looks to the study of psychology to explain the diverse population that inhabits the world. To that end, the concept of diversity is also another essential concept to comprehensively understand. Diversity,…...

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Bibliography

Manesse, Jeanne, Saito, Gloria, & Rodolfa, Emil. (n.d.). Diversity-based psychology: what practioners need to know. Unpublished manuscript, Department of Psychology, University of California, Berkley; University of California, Davis and University of California, San Diego, Califonia, USA. Retrieved from  http://www.psychboard.ca.gov/licensee/diversity-based.pdf 

McClintock Greenberg, Psy. D, Tamara. (2010, January 28). What is diversity in psychology?. Retrieved from  http://www.psychologytoday.com/blog/21st-century-aging/201001/what-is-diversity-in-psychology 

Nordqvist, Christian. (2009, June 22). What is psychology? what are the branches of psychology?. Retrieved from  http://www.medicalnewstoday.com/articles/154874.php 

Perner, Lars. (2010). Consumer behavior: the psychology of marketing. Retrieved from  http://www.consumerpsychologist.com/

Barak concludes by suggesting that the issue and concept of diversity take on a "special urgency" in human service healthcare organizations among the organization as a whole and staff, and that the organization review its quality of service and commitment to the community in order to truly impact the lives of diverse populations.
Managing Diversity: Best Practices

H Management often works off of the ideals of 'best practices.' This concept is discussed in the next article, "Managing the Diversity evolution: Best Practices for the 21st Century Business." Aronson takes a more general approach to diversity but one that can be applied directly to the healthcare industry nonetheless. Aronson points out many of the trends previously identified with regard to diversity problems in the nation's business climate as a whole. In particular the author points out that diversity issues may stem from a number of causes including cultural differences and systematic discrimination,…...

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References:

Aronson, D. (2002). "Managing diversity revolution: Best practices for the 21st century."

Civil Rights Journal, 6(1):46

Barak, M.E.M. (2000). "The inclusive workplace: An ecosystems approach to diversity

Management." Social Work, 45(4):339

Diversity Consciousness
Personal Growth

My reasons for taking this course include personal interest in diversity issues and especially in how diversity impacts social justice.

My diversity awareness has improved significantly after taking this course. The biggest impact the course has had is on opening my eyes to social injustices that continue to occur in the United States. I am more aware of both the causes and effects of injustice, and am more aware of the ways we can improve the society. I have also become aware of different types of diversity, including sexual orientation, gender, socio-economic class, and culture.

My diversity understanding has improved immeasurably. I understand the way a lack of diversity can harm an organization, as it is less capable of making sensible decisions. I also understand that diversity has a positive impact on all types of societies and organizations because people need to be exposed to different ideas and points-of-view. My…...

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References

"Benefits of a Diverse Workplace," (n.d.). One Workplace Equal Rights. Retrieved online: http://www.oneworkplace.org.uk/controller6e39.html?p_service

Green, K.A., Lopez, M., Wysocki, A. & Kepner, K. (2012). Diversity in the workplace. EDIS. Retrieved online: http://edis.ifas.ufl.edu/hr022

Mayhew, R. (n.d.). Communication and diversity in the workplace. Houston Chronicle. Retrieved online:  http://smallbusiness.chron.com/communication-diversity-workplace-11389.html 

Phillips, K. (2009). Diversity helps your business: But not the way you think. Forbes. Retrieved online:  http://www.forbes.com/2009/06/02/diversity-collaboration-teams-leadership-managing-creativity.html

1. The effectiveness of using action research to improve teaching practices in a specific subject area
2. The impact of collaborating with colleagues on an action research project in a school setting
3. The role of reflection in action research and its influence on decision-making and implementation of changes
4. Exploring the challenges and benefits of conducting action research in a diverse classroom or school environment
5. The use of action research to address and improve student behavior and engagement in the classroom
6. Investigating the role of technology in facilitating action research projects in education
7. The importance of building relationships and fostering collaboration with....