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This 15 slide synopsis of the article by Dreachslin is provided along with slide notes. No additional sources cited.
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File: RG13_SA923art.rtf
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support diversity management claim that it is valuable and that it celebrates differences (Dreachslin, 2007). * Others believe that paying attention to diversity only creates conflict (Dreachslin, 2007). * The
article outlines concepts of diversity and their application to the healthcare field (Dreachslin, 2007). Slide #3: The Work Force and Disparities in Care * Data is relayed in
regard to diversity. For example, it is noted that by the year 2030, four in ten Americans will be considered a part of a minority group (Dreachslin, 2007). * In
respect to gender, things are more equal than they have been in the past, but there are still disparities in the roles of men and women in healthcare occupations (Dreachslin,
2007). Slide #4: The Work Force and Disparities in Care (Continued) * The author writes: "An important observation here...is that gender works with race and ethnicity to exacerbate disparities
in both career attainment and satisfaction" (Dreachslin, 2007, p.79). * There are root causes of the disparities but the answers are rather complex (Dreachslin, 2007). Slide #5: The Social
Meaning of Diversity * Diversity is multidimensional (Dreachslin, 2007). * There is a wide array of identity groups (Dreachslin, 2007). * While it is true that each and every human
being is unique, he or she does belong to a member of some sort of group (Dreachslin, 2007). * Acknowledging that a colleague is a member of an identity group
may change ones behavior towards that individual (Dreachslin, 2007). Slide #6: Awareness * Health care managers should be aware of diverse group identities (Dreachslin, 2007). * Self-awareness is a
powerful tool that a leader in the industry can use (Dreachslin, 2007). * With self-awareness, a leader will be cognizant of his or her biases (Dreachslin, 2007). * The IAT
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