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Studies on Workplace Diversity and Performance

LGBT Workplace Diversity Policies and Firm Performance

Do Lgbt Workplace Diversity Policies Create Value For Firms?

Abstract:
We Show That The u.s. Anti-Discriminatory Laws Prohibiting Discrimination In The Workplace Based On Sexual Orientation And Gender Identity (i.e. Lesbian, Gay, Bisexual, And Transgender (Lgbt) Identities) Spur Innovation, Which Ultimately Leads To Higher Firm Performance. We Use The Human Rights Campaign's Corporate Equality Index (Cei) Of 398 (1592 Firm-Year Observations) u.s. Firms Between 2011 And 2014, And Find a Significantly Positive Relationship Between Cei And Firm Innovation. We Also Find That An Interacting Effect Of Cei And Firm Innovation Leads To Higher Firm Performance. We Use Our Understanding Of Rawls' Theory Of Justice And Stakeholder Theory To Show That Firms With Workplace Diversity Policies Are Likely To Be More Innovative And Perform Better Than Those Without Such Policies. Our Results Are Robust To Endogeneity, Reverse Causality And Simultaneity Issues. Our Results Will Trigger Debate In Similar Markets Around The Globe On The Economic Benefits Of Lgbt Workplace Diversity Policies For Firms. [Abstract From Author]


Cultural Diversity And Team Performance: The Role Of Team Member Goal Orientation.

Abstract:
As Workforce Diversity Increases, Knowledge Of Factors Influencing Whether Cultural Diversity Results In Team Performance Benefits Is Of Growing Importance. Complementing And Extending Earlier Research, We Develop And Test Theory About How Achievement Setting Readily Activates Team Member Goal Orientations That Influence The Diversity-Performance Relationship. In Two Studies, We Identify Goal Orientation As a Moderator Of The Performance Benefits Of Cultural Diversity And Team Information Elaboration As The Underlying Process. Cultural Diversity Is More Positive For Team Performance When Team Members' Learning Approach Orientation Is High And Performance Avoidance Orientation Is Low. This Effect Is Exerted Via Team Information Elaboration.

Demographic diversity in the workplace and its impact on employee voice: the role of trust in the employer.

Abstract:
This article examines the relationship between demographic diversity principles and evaluations of employee voice. An analysis of survey data from 707 employees working at 37 hospitality institutions with different star categories confirmed that trust in the employer, followed by the modest contribution of education, is of the utmost importance in the evaluation of voice systems by all employees. Employee evaluations of voice opportunities were found to display differences between male and female employee groups. While generational cohort was a differentiating attribute for the male group, job tenure had the same effect for the female employees. Implications for future research and for HR managers are discussed.

Cultural Diversity and Team Performance: The Role Of Team Member Goal Orientation

Does Gender Diversity Affect Workplace Happiness for Academics? The Role of Diversity Management and Organizational Inclusion.

Abstract:
The author investigated the relationship between gender diversity and organizational inclusion and moved forward to examine whether gender diversity, diversity management and organizational inclusion predict workplace happiness by collecting 320 questionnaires from academics in three public universities in Egypt. A t-test was used to identify how gender may affect perceptions of diversity management and organizational inclusion. Hierarchical regressions were applied to test whether gender diversity, diversity management, and organizational inclusion can predict workplace happiness. The findings showed no relationship between gender diversity and organizational inclusion, and the authors confirmed that gender diversity, diversity management, and organizational inclusion can effectively predict workplace happiness.Theoretical and empirical implications are discussed at the end of the paper.

An Approach to Developing Communication Strategies for Enhancing Organizational Diversity.

Diversity in the workplace is a phenomenon of great strategic and operational consequences for both public and private organizations. The study presented in this paper is part of an ongoing two-year research project to foster and maintain diversity within a 14,000-employee statewide public agency called TRANWAY and among the external constituents doing business with the agency. Recognizing that the strategic use of language and actions constitutes the communication foundation for organizational change, the authors developed an action plan -- a set of communication strategies -- designed to achieve TRANWAY'S objective of enhanced diversification. The purpose of this paper is to analyze the rationale for, and discuss the development of, these strategies. Accordingly, the paper (a) recounts the events and the decisions affecting the framing of the research, (b) describes the organization structurally and historically, (c) presents the research methods for and findings of a one-year organizational assessment, and (d) discusses the communication strategies generated from the data.

Cultural Diversity And Team Performance: The Role Of Team Member Goal Orientation.

Abstract:
As workforce diversity increases, knowledge of factors influencing whether cultural diversity results in team performance benefits is of growing importance. Complementing and extending earlier research, we develop and test theory about how achievement setting readily activates team member goal orientations that influence the diversity-performance relationship. In two studies, we identify goal orientation as a moderator of the performance benefits of cultural diversity and team information elaboration as the underlying process. Cultural diversity is more positive for team performance when team members' learning approach orientation is high and performance avoidance orientation is low. This effect is exerted via team information elaboration.

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