다양성(Diversity)영문판 레포트

소개

다양성(Diversity)에 관한 영문판 레포트 입니다.

목차

Abstract

Introduction

Reasons for Diversity
Equal Employment Opportunity (EEO)
Shift in Demographic Trend
Global Market Place

Diversity Initiatives
Training and Education Program
Organisation Policies
Mentoring Program
Performance Appraisal System

Diversity as Competitive Advantage
Avoidance of Lawsuit
Improving Marketplace Understanding
To Create and Innovate
Public Image

본문내용

Abstract

Organisations that do not manage diversity effectively will not be able to ultilise the full potential of a diverse workforce. They will not be able to survive and grow under these increasingly complex conditions and will not become world-class, competitive organisations that produce high quality products and services. (Fernandez, 1993)

Business need to recognize diversity as an advantage in competing and pursue it dedicatedly. They have to use diversity management not as a way to avoid legal concern but as a strategic direction.

Certainly there are some barriers to successful diversity management and organisation needs to use appropriate tactics to overcome these adversities.

Introduction

In recent years, the world of works has become increasingly complex. Global markets, new technologies and particularly workplace diversity have added to this complexity. Most governments are implementing Equal Employment Opportunity (EEO) regarding anti-discrimination to aid the less popular group of worker. Together with the ever increasing of minority group joining the work force, diversity has become an important issue that is pursued by today’s management.

Diversity is generally defined as acknowledging, understanding, accepting, valuing, and celebrating differences among people with respect to age, class, ethnicity, gender, physical and mental ability, race, sexual orientation, spiritual practice, and public assistance status (Esty, et al., 1995)

참고자료

· Book List
· McGREGOR D, (1960) The Human Side of Enterprise, New York McGraw-Hill
· CUMMINGS, L.L. and SCHWAB, D.P. (1973) Performance in Organisations:
· determinants and appraisal. Glenview: Scott, Foresman and Company
· Screwvalla, Z.S. (1988) Performance Appraisals: a framwork for effective implementation, Australian Institue of Management News
· Rosemarry, H. (1993), Human Resource Management : Issues and Strategies, Addition Wesley Publishing
· Johnson, G. and Scholes, K. (1989), Exploring Coporate Strategy, Hemel Hempstead - Prentice Hall
· Festinger, L. (1954), A theory of social comparision approaches in Human Relations
· Harrison R. (1992) Employee Development, London: Institute of Personnel Management
· Mohrman, A.M., Resnick-West, S.M. and Lawler, E.E. (1989), Designing Performance Appraisal Systems, San Francisco, Jossey Bass
· Alan, R.N., Robert, L.C. and Terence, E.M. (1999), Strategic Human Resource Management (3rd), Nelson Publishing Company
· Maier, N.R.F. (1976), The Appraisal Interview, New York : University Associates
· Article
· Understanding Employment Performance Appraisals
· http://www.jobs.co.za/job-seekers/career-advice/article/11/understanding-employment-performance-appraisals - viewed as on 12/12/09
· Davi Ngo - Purpose of Performance Appraisal
· http://www.humanresources.hrvinet.com/purpose-of-performance-appraisal/ - viewed as on 12/12/09
· Purpose of Performance Appraisal (Cited by Bernard Wynne 1997)
· www.esd.qmul.ac.uk/qmpas/training_pack/Purpose.pdf- viewed as on 13/12/09