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Essay / Research Paper Abstract
This 10 page paper examines the issue through an extensive literature review. REcommendations are made. Bibliography lists 8 sources.
Page Count:
10 pages (~225 words per page)
File: RG13_SA949div.rtf
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Unformatted sample text from the term paper:
key to success. Some disagree with the need for diversity programs. They believe it is either superfluous or disingenuous. For example, if there is a meld of people, there should
not be so much attention to this concept. In other words, there should be a sense of color-blindness, a whimsical workplace where all people get along, and where issues of
race or gender or ethnicity never comes up. That of course is an ideal world. And while there is merit in that position, such a paradigm is also a bit
of a fantasy world. Prejudice does exist. It would be nice if it did not. And also, studies show that when diversity is in place, but appropriate support does not
follow, the fact that there is a melting pot of sorts does not matter. Simply stated, all organizations need good programs they can implement in order to support the ideal
of diversity and increase their financial position. Diversity is an ideal, but it is also the case that it can help the bottom line of many organizations. When a diverse
organization exists, and appropriate measures are taken to guide it successfully, then the ideal will come to fruition and financial success is likely. The point is not that organizations should
implement diversity programs simply to profit, but that while diversity should be embraced for good reason, the fact that it is also good business adds more support for the process.
Problem Statement Diversity can affect performance in a meaningful way, but diversity alone does nothing. Organizations must figure out how to implement appropriate strategies in order to
take advantage of the powerful influence that diversity can bring to corporate life. In sifting through various articles, it becomes apparent that diversity can enhance organizations in meaningful ways and
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