initiative of Diversity‚ Optimism‚ Respect‚ and Service (DORS) into their educational system. Through my years at Siena I had many classes that prioritized DORS first‚ having many assignments‚ workshops‚ and discussions based on diversity. The DORS initiative taught me to look past the concept of diversity as just a way of toleration‚ allowing me to recognize the benefit of diversity as an asset in the workplace. Research done by Julie Kampf‚ president of JBK Associates‚ proved diversity to be a “perpetual
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overcome the symbol recovery problem in uncoded OFDM systems. In particular‚ PC-OFDM systems introduce frequency diversity by manipulating the OFDM symbols in the time domain so that the computational complexity of the system can be significantly reduced. We discuss the design principles of PC-OFDM transmitter that uses upsampling operation and the spreading codes to introduce frequency diversity. We also describe the design of low-complexity receiver for PC-OFDM systems. SVM detector is used for high
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success guiding Burger King to become a more diverse company‚ to lead Advantica. Adamson knew that by appointing Hood-Phillips as the company’s Chief Diversity Officer she would not just be well suited to the job‚ but worked on diversity training‚ new purchasing contracts‚ marketing‚ franchising‚ and performance evaluations. She was the kind of Chief Diversity Officer which dedication and tenacity would help to implement the new policies at Flagstar. He has confidence on her tenacity and he also thought
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MANAGING DIVERSITY BYLINE: by David A. Thomas and Robin J. Ely; David A. Thomas is an associate professor at the Harvard Business School in Boston‚ Massachusetts. Robin J. Ely is an associate professor at Columbia University ’s School of International and Public Affairs in New York City. Their research and teaching focus on the influence of race‚ gender‚ and ethnicity on career dynamics and organizational effectiveness. ABSTRACT: MAKING DIFFERENCES MATTER: A NEW PARADIGM FOR MANAGING DIVERSITY DAVID
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An experiment to investigate the different diversity of the smoky hill high school IB class of 2013 and 2014 Candidate Name: Zainab Sanni Candidate Number: 000631-063 Date of Submission: 10 April 2013 Word Count: 1‚078 Research Question: How does the diversity of the different ethnicity of the junior class of IB students at Smoky Hill High School differ from the diversity of the different ethnicity of the finishing senior class of IB students at smoky hill high school? Over the years‚
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is becoming more and more important for companies to understand and manage diversity. The people of different background‚ races‚ religion creates diverse workforce. There is an importance of having diverse workforce to provide better performance. There are perspectives of managing the diverse workforce‚ which require organization leaders and managers of being responsible of attaining better diverse workforce. Diversity means differences‚ difference of age‚ sex‚ race‚ religion and culture etc. People
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diverse workforce. A diversity workforce exists in a group or organization when its members differ from one another along one or more important dimensions. The diverse workforce include there mains components which are racial and ethnic minorities in the United States; people emigrate from their own country to another country; and people who have physically or mentally disabled. The gender‚ age and other aspect also are components of a diverse workforce. Workforce diversity is of great significance
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HOMEWORK 1 1. What does it mean for a company to manage diversity effectively? How would you know it a company is doing a good job in managing diversity? Effective managing diversity is a challenged process that unleashes the various talent and capabilities to be free to work out effectively and show up. In other words‚ companies ensure that their different workforces do not suffer discrimination and keep fairness as an imperative in a complex world. In the 21st century‚ most company
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some researchers have provided evidence that diversity training programs may not be delivering the expected outcomes. The authors interpret this evidence as a sign that corporate efforts to improve diversity are more effective when the focus is on concrete measurable goals with accountability. It may be that entrenched attitudes related to race‚ ethnicity‚ and gender are just too hard to change in short-term classroom settings. Others argue that diversity training isn’t really designed to increase
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Siemens Focuses on Global Diversity Case analysis essay on chapter 4 Introduction This paper focuses on the global diversity and workforce on Siemens industry‚ which is one of most evergreen Germany industry over century. This paper also solve and analysis the questions on challenge case of Siemens so as to have a deeper understanding on the diversity initiative information of it. Case background Siemens is a German multinational engineering and electronics conglomerate company headquartered
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