Date of Award

1992

Document Type

Thesis

Degree Name

Master of Business Administration

Department

Business

First Advisor

Daniel W. Kemper

Second Advisor

Carolyn Scott

Third Advisor

Betty Lemasters

Abstract

This thesis begins with the purpose of investigating a program that recognizes, accepts, values and manages cultural diversity in the workplace to determine its relationship to a profitable and efficient business operation.

Significant demographic changes are expected to occur by the year 2000 resulting in a more culturally diverse labor force. In addition to a labor force wherein "white males" become the minority, this labor force will be more resistant to shedding ethnic and sexual distinctions.

In the past, managers have achieved high-level mastery over physical production . However, as labor constitutes the greatest single cost component of output, the more enlightened viewpoint recognizes that efficiency is dependent upon industry's human assets.

This author was unable to identify a preponderance of statistical evidence which makes a correlation between a profitable and efficient business operation with development and implementation of a cultural diversity program. However, research does show that many firms have engaged in such initiatives because to them, it makes "good business sense" to develop workplace harmony, to reduce costs associated with recruitment and retention, and to improve decision-making that comes about through heterogeneous group thinking. Research further shows that no one program or set of programs works best for all firms.

As a result, the focus of this thesis moves to assessing the value of a prototypical resource document written for managers within firms who are considering developing and implementing cultural diversity initiatives.

This resource document, titled "An Administrative Guide for Managing Cultural Diversity in the Workplace", was evaluated by six, culturally diverse, top-level human resource managers from major corporations across the nation. Assessment of this document was based on the criteria of accuracy, appropriateness, thoroughness, usefulness and its value for use within their respective firms.

The results of this evaluation indicate that there is some legitimacy for making available to firms a resource document that provides for managers "a feel for the possibilities".

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