04324nam 2200553 a 450 991077732980332120230421042000.01-4175-2531-2(CKB)1000000000002298(EBL)3116940(SSID)ssj0000142065(PQKBManifestationID)12053507(PQKBTitleCode)TC0000142065(PQKBWorkID)10090302(PQKB)10549943(OCoLC)70772090(MiAaPQ)EBC3116940(EXLCZ)99100000000000229819940228d1994 uy 0engur|n|---|||||txtccrDynamics of diversity strategic programs for your organization[electronic resource] /Odette Pollar & Rafael GonzálezMenlo Park, Calif. Crisp Publicationsc19941 online resource (94 p.)50-Minute seriesDescription based upon print version of record.1-56052-247-X Includes bibliographical references (p. 77-78).""TITLE""; ""COPYRIGHT""; ""ABOUT THE AUTHORS""; ""PREFACE""; ""ACKNOWLEDGMENTS""; ""Dedicationsâ€?""; ""CONTENTS""; ""PART I An Overview of Diversity""; ""WHERE ARE WE NOW?""; ""WHAT DIVERSITY IS""; ""START FROM WHERE YOU ARE""; ""WHY DO DIVERSITY NOW?""; ""Work with Changing Demographics""; ""Enhance Management Skills""; ""WHY BIG BUSINESS SUPPORTS DIVERSITY""; ""WHAT CAN I DO?""; ""BUT I AM ONLY ONE PERSON, OR ONE DEPARTMENT""; ""EEO, AA AND DIVERSITY: WHATâ€?S THE DIFFERENCE?""; ""WHY SOME DIVERSITY PROGRAMS FAIL""; ""#1: COMMUNICATIONS BREAKDOWN""; ""#2: UNREALISTIC EXPECTATIONS""""#3: THE TRAINING HAS FOCUS BUT NO STRATEGY""""#4: IT IS TOO EXPENSIVE""; ""#5: ANOTHER PROGRAM THAT COMES AND GOES""; ""#6: FAILURE TO COMMIT""; ""#7: REVERSE DISCRIMINATION""; ""INVOLVING SENIOR MANAGEMENT""; ""PROMOTE DIVERSITY TO IMPROVE MORALE AND PRODUCTIVITY""; ""HOW ORGANIZATIONS BENEFIT FROM DIVERSITY""; ""PART II Implementing a Five-Step Diversity Training Process""; ""STEP 1: START WITH A VISION OF DIVERSITY""; ""WHAT THE VISION STATEMENT CAN DO""; ""DIVERSITY VISIONING""; ""The Diversity-Visioning Process Should:""; ""QUIZ""; ""STEP 2: CONDUCT A CULTURAL AUDIT""""AUDIT GOALS FOR YOUR ORGANIZATION""""Avoid These Traps""; ""A SUCCESSFUL CULTURAL AUDIT""; ""Benefits of a Cultural Audit""; ""HOW IS A CULTURAL AUDIT DIFFERENT?""; ""THE AUDIT, STEP BY STEP""; ""DESIGN A COMPREHENSIVE CULTURAL AUDIT""; ""SAMPLE DIVERSITY INVENTORY SURVEY""; ""INTERVIEW FOLLOW-UP QUESTIONS""; ""STEP 3: FORM A DIVERSITY TASK FORCE""; ""FORMING THE TASK FORCE""; ""Task Force Responsibilities""; ""THE FIRST MEETING""; ""Stay on Track""; ""Early Task Force Meetings: Issues To Address""; ""THE ROLE OF HUMAN RESOURCES""; ""CATALYST""; ""RESEARCHER""; ""ADVOCATE""""PROBLEM SOLVER""""FACILITATOR""; ""INFLUENCER""; ""SUPPORTER""; ""STRATEGIC THINKER""; ""STEP 4: DESIGN A DIVERSITY TRAINING PROGRAM""; ""TRAINING DESIGN BASICS""; ""IDENTIFY NEEDS""; ""DESIGN THE COURSE""; ""OTHER COURSE DESIGN CONSIDERATIONS""; ""FIND YOUR FOCUS""; ""Cognition""; ""Behavior""; ""Emotion""; ""Organization""; ""DO NOT GET LOST""; ""DIVERSITY TRAINING IS UNIQUE""; ""REVIEW""; ""COFACILITATION ENHANCES THE TRAINING""; ""Opposites Attract""; ""The Dynamic Duo Conquers Challenges""; ""THINGS TRAINER TEAMS HAVE TO WATCH FOR""; ""STEP 5: TRAIN PEOPLE TO TRAIN""; ""BENEFITS""""COSTS""""SELECTION CRITERIA""; ""THE TRAINING OF TRAINERS""; ""GET TO KNOW YOURSELF""; ""LEARN ABOUT DIVERSITY""; ""LAY OUT YOUR PLANS""; ""PRACTICE MAKES PERFECT""; ""DO NOT:""; ""THE ULTIMATE DIVERSITY TRAINER""; ""SUMMARY""; ""DIVERSITY REVIEW CHECKLIST""; ""Key Learnings""; ""BIBLIOGRAPHY""; ""Other Media""; ""YOUR FEEDBACK IS IMPORTANT""Fifty-Minute series.Diversity in the workplaceHandbooks, manuals, etcDiversity in the workplace658.3/041Pollar Odette1505681González RafaelJr.47267MiAaPQMiAaPQMiAaPQBOOK9910777329803321Dynamics of diversity3742749UNINA