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Essay / Research Paper Abstract
3 pages in length. Devising and implementing a cultural diversity plan within a corporate setting, several important variables must be considered – such as emotional regulation, openness, flexibility, autonomy, critical thinking – in order to ensure that the objectives are met with utmost equity. Bibliography lists 5 sources.
Page Count:
3 pages (~225 words per page)
File: LM1_TLCCultDiv.rtf
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Unformatted sample text from the term paper:
thinking - in order to ensure that the objectives are met with utmost equity. Because corporate America is essentially a white mans world,
it has been extremely difficult for African-Americans, Hispanics and other minorities to break the mold and be accepted for their talents, while not overlooked merely because of their race.
While it "makes sense for corporate America to realize there is a problem there and start utilizing the resources that are available to them in minorities and females" (Poor, 1995,
p. 11B), devising and implementing an effective cultural diversity plan that encompasses all necessary variables is often not as simple as it sounds. For example, those who have found
their way to higher management positions soon realize their troubles are not over, inasmuch as salary fluctuations, issues of respect, and various other difficulties plague the managerial minority. A
recent survey reported that African-American, Hispanic and Asian women in management positions are "deeply dissatisfied" (Anonymous, 1998, p. D14) with their opportunities for advancement, with almost one-quarter of them planning
to leave their current companies. Figures produced by the survey showed that nearly twenty-two percent of the participants -- which equated to twenty-five percent African-American, ten percent Asian-American and
seventeen percent Hispanic -- had plans to leave their current employers. To this, Sheila Wellington -- president of Catalyst, the research group responsible for the survey -- warned that
"corporations must pay attention" (Anonymous, 1998, p. D14), or they can anticipate "expensive loss of talent in a tight labor market" (p. D14). Not only that, but companies also
stand to lose the accompanying minority consumers who walk away with the minority employees and business owners (Anonymous, 1998). Then how is a cultural diversity plan devised and implemented within
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