加拿大人力资源作业代写:多元文化方法

Keywords:加拿大人力资源作业代写:多元文化方法

全面包容的多元文化方法认识到差异的重要性，并承认这些差异，这是获得少数族裔支持的必要条件(Stevens, Plaut， & Sanchez, 2008)。全面包容的多元文化方法认识到非少数群体在工作场所多样性中发挥的重要作用，解决了他们所关注的排斥和不利因素。从本质上讲,目的地址方法的缺陷标准多元文化意识形态没有恢复到色盲(史蒂文斯,Plaut &桑切斯,2008)通过鼓励员工感觉包括和重视,其目的方法促进组织承诺和信任,内部动机和满意度对少数民族和少数非相似(莫里森&肯,2000)。使用AIM方法的一个例子是在组织的多样性材料中使用词语选择(例如，使命陈述，公司宣传册等)，传达所有员工的包容性(Stevens, Plaut， & Sanchez, 2008)。组织多样性材料中的这一简单更改可以清楚地表明，术语多样性是一个包容性术语，旨在针对组织中的每个人。成功地利用了AIM方法的各个方面的组织的一个例子是IBM。D. A. Thomas(2004)的案例研究中，该倡议导致跨文化能力的发展，对主要市场的深入了解，以及吸引、发展和留住员工。AIM方法承诺增强跨差异的积极关系，从而提高员工的敬业度和个人及组织绩效。(史蒂文斯，普劳特，桑切斯，2008)。通过确保非少数群体知道他们被纳入多样性倡议，并仍然重视个体差异，这种方法似乎对少数群体和非少数群体都有效。
加拿大人力资源作业代写:多元文化方法
The all inclusive multi cultural approach recognizes the importance of differences and acknowledges such differences, which is essential for gaining minority support (Stevens, Plaut, & Sanchez, 2008). The all inclusive multi cultural approach recognizes the important role that non-minorities play in workplace diversity, addressing their concerns of exclusion and disadvantage. Essentially, the AIM approach addresses deficiencies in the standard multicultural ideology without reverting to colorblindness (Stevens, Plaut, & Sanchez, 2008)By encouraging employees to feel included and valued, the AIM approach fosters organizational commitment and trust, internal motivation, and satisfaction for both minorities and non minorities alike (Morrison & Milliken, 2000). An example of using an AIM approach would be to use word choices in an organization’s diversity materials (e.g., mission statement, corporate brochures, etc.) that communicate the inclusion of all employees (Stevens, Plaut, & Sanchez, 2008). This simple change in an organizations diversity materials can make it clear that the term diversity is an inclusive term that is meant to target everyone in the organization. An example of an organization that has successfully utilized aspects of the AIM approach is IBM. D. A. Thomas’s (2004) case study in which the initiative resulted in development of cross-cultural competence, deeper knowledge of major markets, and attraction, development, and retention of employees. The AIM approach promises to enhance positive relationships across difference, resulting in heightened employee engagement and individual and organizational performance. (Stevens, Plaut, & Sanchez, 2008). By making sure non minorities know they are included in the diversity initiatives and still valuing individual differences, this approach seems to be effective for both minorities and non minorities.