Journal of business economics research 37 17 24

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Unformatted text preview: nts and lawyers  Universities, prof. associations and anti-bias orgs.  Internal trainers 1 2 12 2  All sizes  Absent in 1980s  50% by 1994  Majority of Fortune 500 companies by 1997  By 2010, 75% of large companies.  Who trains?  Expert outside trainers  Training consultants and lawyers  Universities, prof. associations and anti-bias orgs.  Internal trainers 73 When Does Diversity Training Fail?  No cultural audit done because of cost  Unqualified trainers  Advocate trainers  Insufficient length of program  Focus only on legal aspects  Stress on political correctness 74 5/12/13 How to Design a Successful Diversity Training Program 1.  Ensure top management support 2.  Enlist expert trainers 3.  Perform a cultural audit for needs assessment 4.  Solidify program goals 5.  Decide on a training format 75 6.  Train managers first 7.  Train all employees 8.  Build in assessment and feedback 76 77 78 Conclusion Selected References  Based on an article by J.W. Gibson & C. Kimis, (July 2005). Strategies for successful diversity training in corporate America. Journal of Business & Economics Research 3(7), 17-24  Barbian, J. (February 2003). Moving toward diversity. Training 40(2), 44+  Noe, R. A.; Hollenbeck, J. R.; Gerhart, B.; & Wright, P. M. (2010) Human Resource Management: Gaining a Competitive Advantage. New York: McGraw-Hill. An Analysis of U.S. Generational Value Differences in the Workplace 13 Selected References  Based on an article by J.W. Gibson & C. Kimis, (July 2005). Strategies for successful diversity training in corporate America. Journal of Business & Economics Research 3(7), 17-24  Barbian, J. (February 2003). Moving toward diversity. Training 40(2), 44+  Noe, R. A.; Hollenbeck, J. R.; Gerhart, B.; & Wright, P. M. (2010) Human Resource Management: Gaining a Competitive Advantage. New York: McGraw-Hill. 77 78 An Analysis of U.S. Generational Value Differences in the Workplace Jane Whitney Gibson HRM 5030 Video # 5 79 Purpose  To study value differences among Baby Boomers, Generation X and Generation Y in the U.S. using the Rokeach Value Survey as a way of anticipating and explaining different attitudes and behaviors in the workplace. 80 5/12/13 Terminal Values (End States of Existence)  A comfortable life  An exciting life  A sense of accomplishment  A world at peace  A world of beauty  Equality  Family security  Freedom  Happiness  Inner harmony  Mature love  National security  Pleasure  Salvation  Self-respect  Social recognition  True friendship  Wisdom 1 2 81 1 Instrumental Values (Modes of Conduct)  Ambitious 14  National security  Pleasure  Salvation  Self-respect  Social recognition  True friendship  Wisdom 81 1 2 5/12/13 Instrumental Values (Modes of Conduct)  Ambitious  Broadminded  Capable  Cheerful  Clean  Courageous  Forgiving  Helpful  Honest  Imaginative  Independent  Intellectual  Logical  Loving  Obedient  Polite  Responsible  Self-Controlled 82 Study Gen...
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This note was uploaded on 09/08/2013 for the course MANAGEMENT 5060 taught by Professor Smith during the Fall '12 term at Nova Southeastern University.

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