Diversity Programs at the Workplace Team C RES/351 10/16/13 REZA MAHALLATI Running head: PREPARING TO CONDUCT BUSINESS RESEARCH: PART 1 1 PREPARING TO CONDUCT BUSINESS RESEARCH: PART 1 5 Diversity Programs at the Workplace Abstract The contemporary idea on diversity extends the scope and recognizes diversity as an array of items characterized by variances and similarities. Numerous aspects such as escalating arrival of immigrants, strategic alliances among firms, and the growing rate of globalization of businesses has considerably influenced dynamics in diversity (Bohlander, George & Snell, 2007). The purpose of this research proposal is to look at some of the diversity issues in my organization. The proposal highlights various elements such as purpose, the research questions, hypotheses, ethical considerations and other variables. In addition, the proposal will highlight significance, scope, magnitude and feasibility of exploring diversity programs at my workplace. Introduction Diversity is the montage of persons who express an array of backgrounds, techniques, viewpoints, and principles as resources to organizations with which they share (Rasmussen, 1996). Reasons contributing to the rise in diversity include the influx of immigrants, strategic alliances, and skills search, demographic dynamics and the rising globalization of businesses. Divergences among individuals and systems shape an organization’s ability to establish broad perspectives and to address emerging business challenges (Talbot-Allen, 1995). Because of the emerging developments in diversity, firms are striving to align programs that embrace these developments and how they can successfully exploit diversity for competitive advantage (Wentling & Palma-Rivas, 1998). Latest researches by Teradata Corporation suggest that an average worker stays in a company for approximately 3.6 years and the rate is expected to decline. This high turnover will raise diversity through newly hired workers. Purpose of study The intention of this study is to search for an appreciation and understanding on the development of diversity programs and among companies that operate domestically and those with international presence. In the recent years, the number of companies seeking introduction of diversity programs has risen considerably even though the numbers vary among various organizations (Fine, Johnson, & Ryan, 1990). The study will center on selected organizations that have operations in the local market and others that have international presence in the last decade. This study will allow us to identify the existing trends in diversity components at the two sets of organizations with the intension of developing suitable programs to address any findings. Context of study Until recently, the concept of diversity had not taken a prominent position among the critical issues facing organizational management. Recent studies demonstrate that more organizations are considering dive ...

1. Diversity Programs at the Workplace
Team C
RES/351
10/16/13
REZA MAHALLATI
Running head: PREPARING TO CONDUCT BUSINESS
RESEARCH: PART 1
1
PREPARING TO CONDUCT BUSINESS RESEARCH: PART 1
5

2. Diversity Programs at the Workplace
Abstract
The contemporary idea on diversity extends the scope and
recognizes diversity as an array of items characterized by
variances and similarities. Numerous aspects such as escalating
arrival of immigrants, strategic alliances among firms, and the
growing rate of globalization of businesses has considerably
influenced dynamics in diversity (Bohlander, George & Snell,
2007). The purpose of this research proposal is to look at some
of the diversity issues in my organization. The proposal
highlights various elements such as purpose, the research
questions, hypotheses, ethical considerations and other
variables. In addition, the proposal will highlight significance,
scope, magnitude and feasibility of exploring diversity
programs at my workplace.
Introduction
Diversity is the montage of persons who express an array of
backgrounds, techniques, viewpoints, and principles as
resources to organizations with which they share (Rasmussen,
1996). Reasons contributing to the rise in diversity include the
influx of immigrants, strategic alliances, and skills search,
demographic dynamics and the rising globalization of
businesses. Divergences among individuals and systems shape
an organization’s ability to establish broad perspectives and to
address emerging business challenges (Talbot-Allen, 1995).
Because of the emerging developments in diversity, firms are
striving to align programs that embrace these developments and
how they can successfully exploit diversity for competitive
advantage (Wentling & Palma-Rivas, 1998). Latest researches
by Teradata Corporation suggest that an average worker stays in
a company for approximately 3.6 years and the rate is expected
to decline. This high turnover will raise diversity through newly
hired workers.
Purpose of study
The intention of this study is to search for an appreciation and
understanding on the development of diversity programs and

3. among companies that operate domestically and those with
international presence. In the recent years, the number of
companies seeking introduction of diversity programs has risen
considerably even though the numbers vary among various
organizations (Fine, Johnson, & Ryan, 1990). The study will
center on selected organizations that have operations in the
local market and others that have international presence in the
last decade. This study will allow us to identify the existing
trends in diversity components at the two sets of organizations
with the intension of developing suitable programs to address
any findings.
Context of study
Until recently, the concept of diversity had not taken a
prominent position among the critical issues facing
organizational management. Recent studies demonstrate that
more organizations are considering diversity programs in their
day-to-day operations (Clarke, 1995). These trends have
provoked curiosity amongst stakeholders especially on the
likely trends among domestic and international organizations.
Many causes can be linked to this development such as
globalization, demographic changes and regulations.
Research Objectives
A detailed look at past studies suggests little consideration on
the progress of diversity in the workplace in the past. Minimal
investigations in this area pose a gap in knowledge, therefore
the need, and my incentive to explore this topic. The following
questions will guide the study:
Research questions
· What are some of the diversity programs in organizations?
· What reasons are influencing organization to embrace or not
embrace diversity aspects/programs?
· What has been the patterns concerning diversity issues in
locally and internationally operating companies/organizations?

4. The precise variables to consider are:
· Identify reasons why diversity is taking a prominent place in
organizations
· Examine the social, economic and personal implications of
diversity
· Discover challenges organizations undergo in addressing
workplace diversityEthical considerations in the study
· Will request consent of interviewee before gathering data
· Will not change data provided by interviewees.
· Will maintain confidentiality of information
Hypothesis
It is apparent from the review of literature that I will discover
much. Both aspects of diversity and organizational geographic
scope will be explored. This research should explore a number
of circumstances for example the emerging trends in diversity.
It will also look at variations in diversity programs across
industries, individual organizational backgrounds and individual
characteristics faced by both local and international
organizations. These aspects should be explored in light with
the other organizational variables such as existing and distinct
regulations, and strategic reorganization among others. In
addition, these aspects should be addressed in the relation to
conventional aspects in similar programs. In light of the
foregoing analysis, this research will seek to validate the
common believe that organizations expanding into international
markets increases their prospect of embracing and performing
better in diversity programs.
This hypothesis will be explored through sampling of several
organizations those with local operations and others with
international operations. This is to be done in order to establish
the connection between operating locally and internationally
and comparing either option to development of diversity

5. programs. Sampled data will be explored to discover the
association between the two variables specifically the market
scope and diversity programs. Quantitative sampling is best
since findings from the study will be used to deduce to entire
population. Significance of the study for the organization
· It can underscore variables of why businesses select certain
diversity programs.
· The organization can use the findings to initiate or improve
their diversity programs.
· Sampled organizations can utilize this study to address their
shortfalls.
Scope
The study will focus on several sampled organizations
representing domestic organizations, international organizations
and assorted number of industries. The study will also consider
the duration of time they have been in existence and the scale of
operation for individual organizations.
References
Bohlander, George & Snell, Scott (2007). Managing Human
Resources, 14th edition,
Thomson Publishing, 2007, p. 473.
Clarke, R. L. (1995). Strength in diversity. Healthcare Financial
Management, 49(10), 12-14.
Fine, M. G., Johnson, F. L., & Ryan, M. S. (1990). Cultural
diversity in the workplace. Public
Personnel Management, 19(3), 305-319.
Rasmussen, T. (1996). The ASTD trainer’s sourcebook:
Diversity. New York, NY: McGraw-
Hill.
Talbot-Allen, L. (1995). Diversity in the workplace. CMA,
69(8), 3-6. 9(2), 201-206.
Wentling, R. M., & Palma-Rivas, N. (1998). Current status and
future trends of diversity
initiatives in the workplace: Diversity experts’

6. perspective. Human Research
Development Quarterly, 9(3), 235-253.