Public Organizations & Gender Equity

1. What defining characteristics of organizational-level diversity programs that have been implemented are associated with program outcomes that reflect increased diversity within the contexts of racial/ethnic and gender representation across the functional structures of the organization?

2. What defining characteristics of organizational-level diversity programs that have been implemented are associated with program outcomes that reflect increased diversity within the contexts of racial/ethnic and gender representation across the hierarchical structures of the organization?

The research performed in the investigation of the research questions found that the defining characteristics of diversity management programs were far more relevant to achieving diversity in relation to racial/ethnic background than in relation to gender. Five of the six defining characteristics were found to be relevant to attaining racial/ethnic diversity across hierarchical structures in organizations. Three of the six defining characteristics were found to be relevant to attaining racial/ethnic diversity across functional structures in organizations.

The defining characteristics of diversity mana

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conflict theory, (2) affirmative action and conflict theory, (3) the "glass ceiling" phenomenon, and (4) changing workforce diversity. Conflict Theory Conflict theory is a sociological proposition offered as an alternative to structural-functional theory (Heller, 1987). Proponents of conflict theory contend that structural-functional theory either neglects the empirical fact that conflicts of value and interest or inherent in all forms of human society or treats such conflicts in only a secondary context (Dahrendorf, 1987). The conflict paradigm describes social life as a struggle among competing individuals and groups (Babbie, 1992). The Marxist interpretation of the conflict paradigm is made within the concept of class struggle. Early Marxism defines classes as wage laborers, capitalist, and land owners (Tucker, 1978). Later Marxist interpretations, however, recognized that some degree of blurring frequently occurs between these classes. Such blurring between classes provides a basis for the analysis of the affirmative action concept within the context of the Marxist interpretation of conflict theory, as dominant gender, racial, and ethnic population groups may be regarded as the owners or at least the possessors of a va
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Some common words found in the essay are:
Nemetz Christensen, Management Diversity, Judy D'Amico, Powell Butterfield, Latimer Conroy, Glass Ceiling, United Equal, , Theory Conflict, Diversity People, affirmative action, glass ceiling, within-group conflict, social identity, defining characteristics, powell butterfield, racial ethnic, glass ceiling phenomenon, conflict theory, tharenou latimer, latimer conroy, tharenou latimer conroy, powell butterfield 1994, racial/ethnic gender representation, latimer conroy 1994,
Approximate Word count = 9214
Approximate Pages = 37 (250 words per page)

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