scholarly journals RETHINKING WORKFORCE DIVERSITY RESEARCH THROUGH CRITICAL PERSPECTIVES: EMERGING PATTERNS AND RESEARCH AGENDA

2018 ◽  
Vol 6 (3) ◽  
Author(s):  
Erhan AYDIN ◽  
Emir ÖZEREN
Keyword(s):  
Diversity Management ◽  
Point Of View ◽  
Theoretical Development ◽  
Workforce Diversity ◽  
Holistic View ◽  
Conceptual Clarity ◽  
Recent Developments ◽  
Current Article ◽  
And Shifts ◽  
Diversity Research

This paper aims at highlighting the theoretical development of diversity management by providing an integrated understanding of how diversity management has made progress and evolved in organisations. The current article adopts a conceptual and critical review to demonstrate the changes and shifts in diversity management research. This study reveals that there are four stages of workforce diversity within the business and management field. These stages are equal employment opportunity/affirmative action, valuing differences, diversity management and global diversity management. Each stage is discussed in greater details within the article. This study contributes to the broader diversity management literature in three main ways: firstly, by shedding some light on the conceptual clarity of the diversity notion itself; secondly, by foregrounding the holistic view of diversity management; thirdly, by reflecting the recent developments in diversity research. The review consistently points to the fact that the current literature on diversity management has been predominantly shaped by a mainstream managerial discourse and neoliberal logic which has mostly a discrimination focus rather than an inclusiveness perspective. The paper also suggests that further research is required on workforce diversity particularly with an emic, an intersectional, a contextual and a relational approach rather than reproducing the existing knowledge by an etic framing of diversity from an instrumental point of view that dominates the extant literature.

scholarly journals RETHINKING WORKFORCE DIVERSITY RESEARCH THROUGH CRITICAL PERSPECTIVES: EMERGING PATTERNS AND RESEARCH AGENDA

2018 ◽  
Vol 6 (3) ◽  
pp. 650-670 ◽  
Author(s):  
Erhan AYDIN ◽  
Emir ÖZEREN
Keyword(s):  
Diversity Management ◽  
Point Of View ◽  
Theoretical Development ◽  
Workforce Diversity ◽  
Holistic View ◽  
Conceptual Clarity ◽  
Recent Developments ◽  
Current Article ◽  
And Shifts ◽  
Diversity Research

This paper aims at highlighting the theoretical development of diversity management by providing an integrated understanding of how diversity management has made progress and evolved in organisations. The current article adopts a conceptual and critical review to demonstrate the changes and shifts in diversity management research. This study reveals that there are four stages of workforce diversity within the business and management field. These stages are equal employment opportunity/affirmative action, valuing differences, diversity management and global diversity management. Each stage is discussed in greater details within the article. This study contributes to the broader diversity management literature in three main ways: firstly, by shedding some light on the conceptual clarity of the diversity notion itself; secondly, by foregrounding the holistic view of diversity management; thirdly, by reflecting the recent developments in diversity research. The review consistently points to the fact that the current literature on diversity management has been predominantly shaped by a mainstream managerial discourse and neoliberal logic which has mostly a discrimination focus rather than an inclusiveness perspective. The paper also suggests that further research is required on workforce diversity particularly with an emic, an intersectional, a contextual and a relational approach rather than reproducing the existing knowledge by an etic framing of diversity from an instrumental point of view that dominates the extant literature.

Workforce Diversity on Employee Performance in the Office of the Attorney General and Department of Justice, Kenya

2019 ◽  
Vol 3 (V) ◽  
pp. 252-266
Author(s):  
Hellen Kanaiza Barang’a ◽  
Chrispen Maende
Keyword(s):  
Employee Performance ◽  
Attorney General ◽  
Diversity Management ◽  
Educational Background ◽  
Workforce Diversity ◽  
Department Of Justice ◽  
Business World ◽  
Age Diversity ◽  
And Gender ◽  
Unit Of Observation

Embracing and managing diversity in today’s business world is an essential part of successful business practices as it brings various voices to a team, improves morale and increases overall productivity. However, manager face difficulties in understanding the value of each person’s unique abilities or voice, there may arise some instances where certain employees still have conflicts. Ineffective communication of key objectives results in confusion, lack of teamwork, and low morale. In the office of the attorney general and department of justice now going through a massive influx of young workforce in both gender with diverse educational background and from different ethnic groups have brought a challenge of having different sets of values, expectations, and work styles in the work place and also understanding the other’s culture has been a heavy task on managing work force in the organization. It is due to this regard that this study sought to investigate the influence of workforce diversity on employee performance in the office of the Attorney General and Department of Justice in Nairobi City County, Kenya. The study specific objectives were to examine the influence of educational background diversity, ethnicity diversity, age diversity and gender diversity on employee performance. The theories guiding the study were the human capital theory, social identity theory, social exchange theory and social categorization theory. This study will use descriptive survey research design. The unit of observation was office of the Attorney General and Department of Justice in Nairobi City County, Kenya and the unit of observation was 5 Human Resource Managers and 50 Support Staff from HRM department. A census of 55 respondents was carried out. Primary data was collected using questionnaires. Quantitative data was analysed with the use of descriptive statistics such as mean and standard deviations and presented using tables, graphs, charts and figures. Content analysis was used to test data that was qualitative in nature or aspect of the data collected from the open ended questions. Multiple regression analysis was used to test the extent to which the variables relate to each other. The study examined that educational background diversity, ethnicity diversity, age diversity and gender had a positive and significant relationship on employee performance. The study concluded that employees with diverse educational background promote higher levels of consistency, creativity because of their unique perspectives. Ethnicity diversity management improve gains in worker welfare and efficiency, leads to reduced turnover costs, fewer internal disputes and grievances, prevention of marginalization and exclusion of categories of workers, improved social cohesion and so on. Age diversity in the workplace provides a larger spectrum of knowledge, values, and preferences. Having a diverse gender within the organization leads to a wider talent pool, encourages different points of view and approaches that come from different life experiences and the organization to challenge gender stereotypes. The study recommended that the organization should employ people of different backgrounds in education so as to improve creativity and innovation. The organizational management has responsibilities when it comes to promoting and monitoring ethnic diversity policy in the workplace. It is highly essential for the organization to find effective ways to meet the challenges of age diversity because both the old and the young employees can make tremendous contributions to the organization, in their own unique way. The organization should encourage team leaders to select diverse groups for projects to ensure the genders do not naturally separate.

Judicial geography as a legal science and academic discipline

2019 ◽  
Vol 5 (4) ◽  
pp. 122-137
Author(s):  
Almaz F. Abdulvaliev
Keyword(s):  
Criminal Law ◽  
Climatic Factors ◽  
Academic Discipline ◽  
Preliminary Investigation ◽  
Criminal Procedure ◽  
Mapping Method ◽  
Research Field ◽  
Point Of View ◽  
Theoretical Development ◽  
New Research

This article presents the conceptual foundations for the formation of a new research field “Judicial Geography”, including the prerequisites for its creation, academic, and theoretical development, both in Russia and abroad. The purpose of the study is to study the possibility of applying geographical methods and means in criminal law, criminal procedure, and in judicial activity in general via the academic direction “Judicial Geography”. The author describes in detail the main elements of judicial geography and its role and significance for such legal sciences, as criminal law, criminal procedure, criminalistics, and criminology among others. The employed research methods allow showing the main vectors of the development of judicial geography, taking into account the previous achievements of Russian and worldwide academics. The author indicates the role and place of judicial geography in the system of legal sciences. This study suggests a concept of using scientific geographical methods in the study of various legal phenomena of a criminal and criminal-procedural nature when considering the idea of building judicial bodies and judicial instances, taking into account geographical and climatic factors. In this regard, the author advises to introduce the special course “Judicial Geography”, which would allow law students to study the specifics of the activities of the judiciary and preliminary investigation authorities from a geographical point of view, as well as to use various geographical methods, including the mapping method, in educational and practical activities. The author concludes that forensic geography may become a new milestone for subsequent scientific research in geography and jurisprudence.

Alcohol and the Media: A Review and Critique of the ‘Effects’ Model

1982 ◽  
Vol 3 (2) ◽  
pp. 183-194 ◽  
Author(s):  
Nicholas Dorn ◽  
Nigel South
Keyword(s):  
Point Of View ◽  
Economic Consequences ◽  
Future Research ◽  
General Level ◽  
Alcohol Advertising ◽  
Social Drinking ◽  
The Media ◽  
Quantitative Changes ◽  
And Shifts ◽  
Qualitative Changes

A review of the available empirical material bearing upon the question of alcohol advertising having ‘effects’ on the general level of consumption suggests that this question is insufficiently precise as a basis for research. Studies suggesting some relationship between advertising for particular brands or products and shifts in brand or product use are potentially more interesting, if considered from a point of view that recognises that such shifts may involve shifts in milieux, comparisons, styles and meanings associated with consumption. Future research should be attentive to such qualitative changes in drinking practices attendant upon advertising or preventive campaigns (as well as to quantitative changes). The authors suggest that such quantitative and qualitative changes in drinking practices of individuals and social groups need to be considered within the context of more general, ideological and economic, consequences of alcohol advertising. These consequences-including reinforcement of images about ‘social drinking,’ and shifting of consumers onto more profitable products-consolidate the profitability of the alcohol industry (a consideration more important to the industry than levels of consumption per se). A framework broader than that of ‘effects’ on individuals' levels of consumption is required if health educators are to learn anything from advertising.

scholarly journals GRIBOV PROBLEM FOR GAUGE THEORIES: A PEDAGOGICAL INTRODUCTION

2004 ◽  
Vol 01 (04) ◽  
pp. 423-441 ◽  
Author(s):  
GIAMPIERO ESPOSITO ◽  
DIEGO N. PELLICCIA ◽  
FRANCESCO ZACCARIA
Keyword(s):  
Cross Sections ◽  
Gauge Theories ◽  
Functional Integral ◽  
Point Of View ◽  
Spherically Symmetric ◽  
Abelian Gauge ◽  
Gauge Transformations ◽  
Recent Developments ◽  
Gribov Ambiguity ◽  
Gribov Copies

The functional-integral quantization of non-Abelian gauge theories is affected by the Gribov problem at non-perturbative level: the requirement of preserving the supplementary conditions under gauge transformations leads to a nonlinear differential equation, and the various solutions of such a nonlinear equation represent different gauge configurations known as Gribov copies. Their occurrence (lack of global cross-sections from the point of view of differential geometry) is called Gribov ambiguity, and is here presented within the framework of a global approach to quantum field theory. We first give a simple (standard) example for the SU(2) group and spherically symmetric potentials, then we discuss this phenomenon in general relativity, and recent developments, including lattice calculations.

scholarly journals Probing the Links between Workforce Diversity, Goal Clarity, and Employee Job Satisfaction in Public Sector Organizations

2021 ◽  
Vol 11 (3) ◽  
pp. 77
Author(s):  
Edmund C. Stazyk ◽  
Randall S. Davis ◽  
Jiaqi Liang
Keyword(s):  
Job Satisfaction ◽  
Structural Equation ◽  
Diversity Management ◽  
Organizational Outcomes ◽  
Equation Model ◽  
Workforce Diversity ◽  
Organizational Goals ◽  
Employee Job Satisfaction ◽  
Goal Clarity ◽  
Management Policies

A considerable body of research substantiating the importance of workforce diversity to public organizations has accrued over the past two decades. However, research on workforce diversity has also been narrow in scope and frequently fails to link diversity to important individual and organizational outcomes. Using data (n = 1,109,134 employees from 500 sub-agencies) collected in three waves (2010, 2011, and 2012) of the Federal Employee Viewpoint Survey (FEVS), this study examines whether (1) increased diversity influences organizational goal clarity, (2) diversity and goal clarity, in turn, influence employee job satisfaction, and (3) diversity management policies influence job satisfaction by clarifying organizational goals for workers. FEVS is administered yearly by the U.S. Office of Personnel Management (OPM) and is designed to assess whether and to what extent federal employees believe the characteristics of successful organizations are present in their agency. Results from a multi-level structural equation model (MSEM) suggest diversity is associated with greater goal clarity and that diversity management policies, by clarifying organizational goals, positively affect job satisfaction. Findings also indicate that the type of diversity matters.

Managing Work force Diversity: Key Successful factors

2021 ◽  
Vol 1 ◽  
pp. 76-86
Author(s):  
Basu Dev Lamichhane
Keyword(s):  
Organizational Change ◽  
Problem Solving ◽  
Human Resources ◽  
Work Force ◽  
Diversity Management ◽  
Workforce Diversity ◽  
Effective Management ◽  
New Thinking ◽  
New Ideas ◽  
Diversity Effects

Human capital is an important asset for any organization. Physical and capital resource can be mobilized properly through human resources. Physical and capital resources by themselves cannot improve efficiency or contribute to increased rate of return on investment. The efficiency of capital and physical resource can be achieved through combined efforts of human resources. This paper is descriptive design. The study tackled areas of workforce diversity effects on diversity of performance of employees and how workforce diversity can be managed to the positive outcomes of an organization. Workforce diversity is combination of different caste, gender, age, attitude, religion, ability, skills, region, perception, race, sex, experience and cultural differences. It is the differences and similarities between the employees of any organization. It is the process of bringing verity of people in the same workplace. Effective management of diversity recognizes that people from different backgrounds, culture and experience can bring new ideas to the workplace. Workforce diversity leads an organization in to creativity, innovation, able to retain talent workforce, energize people and boosts them and reduced grievances. Workforce diversity promotes creativity, innovative problem solving, productivity and increase cultural diversity, increase in enterepreneural behavior and values within employees. Diversity management emphasizes on building specific skills, creating policies and drafting practices that get the best from every workers. So, diversified workforce provides various advantages to organization (i.e. creativity, change adoption, problem solving, new thinking and thought, flexible adoption to organizational change and beliefs). The study reveals that there is a positive correlation between good workforce diversity and organizational change.

scholarly journals A TORSIONAL TOPOLOGICAL INVARIANT

2007 ◽  
Vol 22 (29) ◽  
pp. 5237-5244 ◽  
Author(s):  
H. T. NIEH
Keyword(s):  
Affine Connection ◽  
Euler Class ◽  
Christoffel Symbol ◽  
Space Time ◽  
Topological Invariant ◽  
Point Of View ◽  
Underlying Space ◽  
Recent Developments ◽  
Theory Point ◽  
Curvature And Torsion

Curvature and torsion are the two tensors characterizing a general Riemannian space–time. In Einstein's general theory of gravitation, with torsion postulated to vanish and the affine connection identified to the Christoffel symbol, only the curvature tensor plays the central role. For such a purely metric geometry, two well-known topological invariants, namely the Euler class and the Pontryagin class, are useful in characterizing the topological properties of the space–time. From a gauge theory point of view, and especially in the presence of spin, torsion naturally comes into play, and the underlying space–time is no longer purely metric. We describe a torsional topological invariant, discovered in 1982, that has now found increasing usefulness in recent developments.

Low-energy Ion Beam Biotechnology at Chiang Mai University

2009 ◽  
Vol 1181 ◽  
Author(s):  
Liangdeng Yu ◽  
S. Anuntalabhochai
Keyword(s):  
Gene Transfer ◽  
Biological Effects ◽  
Ion Beam ◽  
Point Of View ◽  
Low Energy ◽  
Theoretical Point ◽  
Chiang Mai ◽  
Naked Dna ◽  
Recent Developments ◽  
Cell Envelopes

AbstractMeV-ion beam has long been applied to biology research and applications for many decades as highly energetic ions are undoubtedly able to interact directly with biology molecules to cause changes in biology. However, low-energy ion beam at tens of keV and even lower has also been found to have significant biological effects on living materials. The finding has led to applications of ion-beam induced mutation and gene transfer. From the theoretical point of view, the low-energy ion beam effects on biology are difficult to understand since the ion range is so short that the ions can hardly directly interact with the key biological molecules for the changes. This talk introduces interesting aspects of low-energy ion beam biology, including basis of ion beam biotechnology and recent developments achieved in Chiang Mai University in relevant applications such as mutation and gene transfer and investigations on mechanisms involved in the low-energy ion interaction with biological matter such as eV-keV ion beam bombardments of naked DNA and the cell envelopes.

Diversity in the Workplace: A Review, Synthesis, and Future Research Agenda

2019 ◽  
Vol 6 (1) ◽  
pp. 69-88 ◽  
Author(s):  
Quinetta M. Roberson
Keyword(s):  
Current Literature ◽  
Scientific Knowledge ◽  
Research Agenda ◽  
Diversity Management ◽  
Workforce Diversity ◽  
Future Research ◽  
Future Research Agenda ◽  
Current State ◽  
Diversity In The Workplace ◽  
Theoretical Foundations

Fueled by socioeconomic trends that changed the composition of organizational workforces, the term workforce diversity was coined in the 1990s. Since then, both researchers and practitioners have strived (and struggled) to understand the concept, its effects in and on organizations, and strategies for managing such effects. In this article, I provide an overview and interpretation of the current literature to examine its purpose, progress, and direction. Highlighting key conceptualizations of the construct, theoretical foundations, and empirical findings on diversity and diversity management, I discuss the evolution and current state of the field and synthesize this information to propose a future research agenda. In doing so, I seek to identify theoretical, empirical, and practice areas of opportunity for advancing scientific knowledge about the meaning, substance, and outcomes of diversity as well as the implementation of diversity science in organizations.

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