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Essay / Research Paper Abstract
This 3 page paper discusses the need for training in diversity; how to develop training to address the need; how to deliver it and how to evaluate it. Bibliography lists 3 sources.
Page Count:
3 pages (~225 words per page)
File: D0_HVdivtrn.rtf
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Unformatted sample text from the term paper:
training in an organization. Discussion A search for "organizational training" turned up two subjects consistently at the top of the list: diversity and sexual harassment. Since it seems logical to
include gender discussions under the "diversity" heading, the paper takes diversity as its subject. The global marketplace and a matching workforce are no longer fantasies. Employees may find that
the person at the next desk was born in Germany, Namibia or Indonesia. Its an exciting concept, but its also challenging if a diverse workforce is seen as a problem
and not as an opportunity to learn about other cultures. Diversity training got its start in the 1980s, when it focused mostly on helping workers understand the changes occasioned by
the influx of "women, people of color and new immigrant groups into the workforce" (Designing effective workforce diversity training programs, 2006 - hereafter "Designing programs, 2006"). A decade later, the
emphasis had shifted and expanded, to emphasize the necessity of "creating an inclusive workplace, where all dimensions of human differences were respected" (Designing programs, 2006). Organizations today have learned, however,
that merely raising employees awareness of and respect for other cultures is not enough; training also has to build skills that employees can use to advance their careers as well
as feeling that they are making a contribution to the companys mission (Designing programs, 2006). In addition, today the atmosphere in many places is "polarized," so that diversity training "must
also address the new dimensions of political and religious differences" (Designing programs, 2006). Training sessions can become emotional and heated as participants realize just how different their views may be
on subjects like religion, terrorism, and "current military actions" (Designing programs, 2006). That is why it is crucial that participants learn "how to listen to divergent views and to address
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