Training and Development Commons^™

Harnessing The Power Of Cliftonstrengths®: How Multinational Corporations Can Use Deep-Level Diversity To Enhance Organizational Inclusion, Trapper Kay Pace

Electronic Theses and Dissertations

This research explicitly investigated how multinational corporations can enhance workplace inclusion through the novel use of the CliftonStrengths® assessment as a dimension of deep-level diversity. The study gleaned insights from employees’ perspectives, employing a constructivist grounded theory approach to explicate their experiences in rich qualitative narratives. Through open-ended surveys and intensive interviews, participants were selected using purposeful sampling to ensure meaningful data collection from the study organizations’ three global regions. The researcher conducted the analysis systematically through the constant comparison of data utilizing the NVivo14 software to assist in constructing codes, themes, and a theoretical schema. Results highlighted the significance …

Law Enforcement Recruitment, Why It Matters, And Key Management Decisions, Part Two, Patrick Oliver

History and Government Faculty Publications

No abstract provided.

Measuring Diversity, Equity, And Inclusion In The Child Welfare Workforce, Quality Improvement Center For Workforce Development

QIC-Tips

Some child welfare professionals have stated that there is a critical need for systemic changes to improve diversity, equity, and inclusion, but where do child welfare agencies begin? Although change is never easy, the starting place on the journey to have a diverse, equitable, and inclusive (DEI) workforce is relatively simple. It starts with you—a child welfare supervisor, manager, or administrator. Start by considering what you think you know. Is your knowledge based on perception or data? What experiences shape your perceptions? What tools do you have to measure your workforce? Administrative data sets and surveys that gather both qualitative …

Case Study Of Otis: Diversity, Equity, Inclusion, Belonging, And Mattering In Onboarding Practices, Caitlin Skolasky

Management Undergraduate Honors Theses

It was during the Summer of 2021 that I completed a sales internship at Otis Elevator Company in Nashville, Tennessee. Throughout this time, other interns and I conducted a project regarding the diversity, equity, inclusion, belonging and mattering (DEIBM) aspects of onboarding. After presenting ways that their company could improve the process, I wanted to dive deeper into the many different topics that this can cover for all organizations. It is important to note just how crucial the onboarding process as well as the variety of applicants that employers should understand the pain points of is when it comes to …

Enhancing Creativity In Organizational Teams: Development Of The Spark Program, Kimberly Morehead

Creativity and Change Leadership Graduate Student Master's Projects

Organizational teams have experienced unprecedented change since the start of the COVID-19 pandemic—such as frequent changes in leadership, increased turnover, and shifting to full-time remote work—which have impacted their ability to form lasting creative connections. This project addresses the challenge of the above changes by introducing a creativity-boosting program called The Spark, designed to help organizational teams remain inspired, connected, and energized throughout times of change. Following an overview of the rationale for this project and a review of the pertinent literature, the process plan is provided in detail. The project resulted in a program structure based on the Torrance …

Law Enforcement Recruitment, Why It Matters, And Key Management Decisions, Part One, Patrick Oliver

History and Government Faculty Publications

No abstract provided.

“You’Ll Never Really Be One Of Us”: Women’S Underrepresentation In The Aviation Workforce, Rebecca K. Lutte Ph.D., Shannon M. Morrison Ph.D.

Journal of Aviation/Aerospace Education & Research

Women are underrepresented in many aviation occupations despite outreach and recruitment efforts from multiple organizations. Attracting women into aviation is a necessity not only to address workforce demand but also to achieve the benefits of a more diverse workforce to include enhanced profitability, safety, and innovation. To address the gender gap, the research presented here attempts to inform recruitment/retention strategies by identifying both the positive and negative factors that influence a woman’s decision to pursue a career in aviation and the decision to persist. Additionally, factors such as participation in youth outreach programs, role of mentors, influencers who support or …

Emerging Inclusion And Diversity Policies In Military Learning Environments: Supporting Organizational Change And Breaking Down The Status Quo, Susan Yelich Biniecki, Paul Berg

Adult Education Research Conference

Emerging inclusion and diversity policies within the US military require unique adult education approaches to break down the status quo, facilitate learning for social change, and strengthen force resiliency.

Improving The Child Welfare Workforce Through Training: Common Questions And Evidence-Informed Answers From The Qic-Wd, Quality Improvement Center For Workforce Development

QIC-Tips

Training is often the first intervention child welfare agencies use to address critical workforce development issues. This QIC-Tip aims to answer child welfare agency leaders’ questions about effective training strategies to increase knowledge, enhance skills, and improve job performance. Answers are drawn from the QIC-WD Umbrella Summaries which present a synopsis of the published meta-analyses of specific workforce topics.

What broad-based training approaches can improve employee learning outcomes and job performance?

Coaching uses a structured learning process, over time, to help the learner reach specific goals. Meta-analytic research on the use of professional coaches (not managers or experienced coworkers) …

Onboarding Autism Employees In Technology Industry, Heung-For Cheng

Doctor of Business Administration (DBA)

The autism spectrum disorder (ASD) population experiences high unemployment, underemployment, and job turnover. Many people with autism have exceptional skills in areas, such as science, mathematics, and art. Companies in the technology industry are interested in tapping into the ASD talent pool because the industry cannot find enough qualified job applicants to meet the hiring demand. Few studies have focused on understanding how to help onboard ASD employees. Understanding the onboarding process can help technology firms retain ASD employees. In return, retaining this talent pool in the technology industry can continue to bring innovation. This research examined how a workplace …

Beyond Access And Legitimacy: Training For Intercultural Communication In The Contemporary Workplace, Jessica Hammond

Business Administration: Student Scholarship & Creative Works

Significant research surrounds the concepts of intercultural, cross-cultural, and multicultural communication, both in academia and the workplace. The concepts are nearly identical, pointing to an ability to understand and adapt to the norms of a different cultural perspective. Despite the increasing cultural diversity of the United States, many firms continue to treat “diversity” from a legalistic or competitive perspective. This paper proposes a model for training employees in a firm to enhance their own intercultural communication skills to elevate the firm into a cultural mindset of learning. The model follows five cyclical steps: Assess, Design, Motivate, Implement, and Results. By …

Not Just Yet: Despite Grinding It Out In Silicon Valley, Asians Are Least Likely To Lead Big Tech Companies, Karishma Vanjani

Capstones

Silicon Valley has long been known for the paucity of African-Americans and Hispanics in its ranks, but equally telling is the fact that the vast majority of Asians hired for non-managerial jobs are not moving up to management. The lack of diversity in the upper echelons of the companies is due in part to the maddening stereotype that Asians are too passive. White managers mentoring and supervising Asian employees face a wide gap in understanding cultural disparities. For the companies, though, tightening immigration policies can become barriers when they consider promoting Asians in the country on work visas.

https://karishmavanjani.com/writing/not-just-yet-despite-grinding-it-out-in-silicon-valley-asians-are-least-likely-to-lead-big-tech-companies/?_thumbnail_id=610

Exploring The Impact Of Diversity Training On The Development And Application Of Cultural Competence Skills In Higher Education Professionals, Kendra Cabler

Theses and Dissertations

In recent years the terms diversity and inclusion have become major buzzwords across industries and fields of study. Within the field of education broadly, and higher education in particular, a shifting student demographic can be seen across the country. Issues of equity and inclusion have become central complexities for present day educational strategists, and organizations committed to cultivating a culture of inclusion must do so with intentionality. In the context of higher education, this often requires the intentional development of professionals within a particular college or university. There has been a great deal of research concerning the development of cultural …

The Efficacy Of Using Virtual Reality For Job Interviews And Its Effects On Mitigating Discrimination, David M. Cook, Rico Beti, Faris Al-Khatib

Dr. David M Cook

Exploring Diversity Workforce Experiences Of Ahrd Alumni, Kayce Croy

Masters Theses, 2010-2019

Diversity plays a crucial role in everyday life, especially in academic and workplace settings. Despite increased attention to the value of diversity across settings, institutions of higher education, businesses, and organizations often do not provide adequate diversity initiatives to prepare students and employees for life and work in diverse environments. Therefore, to understand diversity education practices from formal college education and workforce experience, alumni who have graduated within the last five years from the Adult Education/Human Resource Development (AHRD) graduate program at James Madison University (JMU) were surveyed.The current study utilized a mixed methods survey approach that provided data on …

Examining The Relationship Between Registered Nurses’ Turnover And The Benefits Of An Affirming Climate Of Diversity As Mediated By Workplace Outcomes, James Mark Clardy

Human Resource Development Theses and Dissertations

The Affordable Care Act has created within health care a growing demand for primary care services in both the inpatient and outpatient settings. The anticipated growth in need for registered nurses (RN) of 19% by 2020 is compounded by a current estimated national turnover rate greater than 17%. Human Resource Development (HRD) practitioners in health care are challenged to develop and implement interventions that can influence turnover in RNs despite identifying variables that effect turnover. This research explored how RN turnover can be positively affected by a government mandated requirement that health care create a diverse workforce and cultural competency. …

A Phenomenological Case Study Of Transformative Learning In A Non-Traditional Diversity Training Program, Ame Lambert

Human Resource Development Theses and Dissertations

Rapidly changing demographics and globalization has spurred a plurality of organizations to invest millions of dollars annually in diversity training, with the primary aim of improving the experiences of underrepresented employees. However, the results of diversity training to date have not proven encouraging. Positive outcomes of diversity training have generally been confined to increased awareness and improved attitudes towards diversity, with implicit and explicit prejudice and behavior remaining unchanged. The aim of this study was to understand the transformational learning experiences of participants in a non-traditional diversity training program and the impact of their transformational learning on their behavior.

A …

Cultural Diversity In Student Ministry Leadership, Steven Zhou

Seaver College Research And Scholarly Achievement Symposium

In an attempt to contribute to how ministries and Christian academia is addressing issues of diversity, I am conducting a study to analyze correlations between ethnicity and styles/values of leadership. The goal is to uncover whether or not a particular ethnicity generally prefers one style of leadership over another. Past research on the subject has already seen that, in the business world, certain practices work better than others. For example, those from an Asian culture are more likely to prefer formality and authority as opposed to the collaborative and relationship-oriented style of leadership found in America. I will contribute to …

College Of Business Dean's Advisory Council On Diversity & Inclusion, Marjorie Williams

Honors Projects

Dean’s Advisory Council on Diversity and Inclusion (DACODI) is compromised of students, faculty, and staff who work together to ensure that the College of Business Administration (CBA) at Bowling Green State University (BGSU) is using best practices for a culture of diversity and inclusion. DACODI creates and evaluates the CBA’s strategic goals and missions related to diversity and inclusion to achieve the best possible business outcomes for students, faculty, staff, and alumni of the CBA.

DACODI was inspired by research done by Catalyst on the better business outcomes produced by gender diverse businesses. To leverage the gender, ethnic, and age …

Training And Developing Non-Irish Workers: The Perspectives Of Interested Stakeholders, Mary Prendergast

Articles

Purpose – This paper aims to explore the challenges facing Irish organisations in the training and development of non-Irish workers. It analyses the importance of fluency in the host country’s language and the approach taken by organisations in relation to language training. In-depth semi-structured interviews provide significant insights for the policies and practices of multiple stakeholders.

Design/methodology/approach – The empirical research comprised 33 in-depth interviews conducted with employers, employees, trade unions and regulatory bodies, and an objective content analysis provided insights into the challenges Irish organisations face in the training and development of non-Irish workers.

Findings – The results indicate …

Diversity Programs: Learning And Effectiveness As Viewed Through The Eyes Of The Diverse, S Michelle Cox

Theses & Dissertations

This research examines corporate diversity programs and initiatives from the perspective of the self-described diverse employee because they are intended to be the recipient of the benefits of diversity programs and initiatives. The research question is: In what ways have self-described diverse employees found that the diversity programs in their workplaces helped or hindered others in relating to them in ways that recognize their knowledge, skills, and abilities and allow them to be treated with respect and civility. To obtain information about the research question, a qualitative study using basic interpretive methodology was used which included face to face personal …

Interpreting, Stephanie Jo Kent

Doctoral Dissertations

What do community interpreting for the Deaf in western societies, conference interpreting for the European Parliament, and language brokering in international management have in common? Academic research and professional training have historically emphasized the linguistic and cognitive challenges of interpreting, neglecting or ignoring the social aspects that structure communication. All forms of interpreting are inherently social; they involve relationships among at least three people and two languages. The contexts explored here, American Sign Language/English interpreting and spoken language interpreting within the European Parliament, show that simultaneous interpreting involves attitudes, norms and values about intercultural communication that overemphasize information and discount …

Changing The Faces Of Leadership: Executive Advancement For Professionals Of Color, Hannah Roth

Hannah Roth

There is a need for leadership development in companies to help prepare the next generation of leaders and to promote growth for employees. Additionally, the lack of diversity within the top ranks of leadership needs to be addressed. There is a need for more development programs that increase diversity in top leadership so that leadership at the highest levels of these organizations better reflect the demographics of the United States. There are numerous studies that demonstrate many professionals of color do not advance in their careers as quickly as their counterparts. This paper discusses how leadership development strategies tailored for …

Sensitivity To Diversity In The Workplace, Kelly Robinson

All Capstone Projects

Since the early 1990s, the construct of diversity training has been diligently examined as it relates to managing a diverse workforce. Employers have been faced with the daunting task of figuring out how groups of dissimilar people can work collaboratively in the workplace without incident. Differences have to be addressed in the arena of gender, race, sexual orientation, age, and religious views without prejudice, so that we can form more cohesive work groups in the labor force. In an effort to deconstruct negative attitudes and ideals towards differences, we must explore, with employees, differences that may cause friction in the …

There Is Nothing More Diverse Than "New", Frederick A. Miller, Roger Gans

Communication Faculty Publications

In the organizational competition for talent, successful retention of newly recruited workers is at least as important as the initial hire. Still, many organizations fail to establish a sense of inclusion for new people in much the same way they often fail to create a sense of inclusion for people of color, women, people with foreign accents, or anyone with obvious differences from the “traditional group.” In most organizations, even those that have embarked on “diversity initiatives,” newly hired people often do not feel welcomed. Consequently, turnover rates in the first two years of employment are seven times greater than …