Management Of Cultural Diversity Research Articles

Cultural diversity management of children belonging to socially vulnerable families

Retraction note: Palasí, E., Morata, T., Giralt, P. J., Rocha, J. A. (2022). Cultural diversity management of children belonging to socially vulnerable families. TECHNO REVIEW. International Technology, Science and Society Review Revista Internacional De Tecnología, Ciencia Y Sociedad, 11(4), 1–15. https://doi.org/10.37467/revtechno.v11.4440 The Editorial Office of Eurasia Academic Publishing Group has retracted this article. An investigation carried out by our Research Integrity Department has found a group of articles, among which this one is found, that are not within the thematic scope of the journal. We believe that the editorial process was manipulated and, furthermore, acceptance decisions were made under possibly inappropriate peer review.

Exploring Social Responsibility in Sports Management: A Comprehensive Literature Review

This study examines the integration of social responsibility within sports management, highlighting its unique challenges compared to traditional corporations. Through a systematic literature review of 51 studies from 1993 to 2021, this paper identifies key challenges and opportunities in promoting Corporate Social Responsibility (CSR) in sports. The analysis reveals diverse theoretical frameworks and methodological approaches, with stakeholder theory being most prominent. Findings emphasize the need for theoretical coherence and highlight three primary clusters of CSR in sports: societal impacts, ethical governance, and diversity inclusion. The review underscores the influential role of athletes and the complexities of addressing corruption and racism in sports management. It identifies the influence of celebrity status, stakeholder engagement, and the integration of sustainable practices as crucial factors in promoting positive societal change. It also addresses the complexities of ethical behavior, cultural diversity, and stakeholder management in sports. This study contributes to the discourse on sports management by offering insights into the multifaceted challenges and opportunities inherent in promoting sustainability and ethical conduct in the sports industry.

Social Work students’ attitudes toward religious diversity and perceptions of the relationship between religion and Social Work

ABSTRACT In a world characterized by its cultural diversity, religion influences the beliefs, interpretations, actions and behaviors of many people. This study analyzes attitudes toward religious diversity among students of the Degree in Social Work at the University of Alicante (Spain), as well as their perceptions of the relationship between religion and Social Work. The study also analyzes associations between these students’ attitudes and perceptions and their biographical and contextual variables. Thus, the study’s design was of a descriptive and explanatory quantitative nature, and univariate and bivariate. The data collection instrument was a questionnaire comprised of nominal, ordinal and scale variables. 270 students participated, with an average age of 21.2 (SD = 4.57; range: 17–56), and most were women (86%). The results show that, in general, students harbor favorable attitudes toward religious diversity, especially the right to religious freedom, as well as toward public guarantees of religious freedom and equal treatment of people of all faiths. Regarding the relationship between religion and Social Work, students’ perceptions vary depending on their own characteristics. These results are relevant in the context of a discipline that, from a theoretical and professional point of view, has responsibilities in terms of cultural diversity management.

Teaching and Learning in Italian Multicultural School Contexts: Outdoor Education and Inclusion Processes for Children with Migrant Backgrounds

Italy has recently and rapidly become a country of immigration with an increase in school contexts, especially of second-generation children, leading to the need to deal with the issue of inclusion. This contribution aims to enclose the scientific literature that addresses the inclusion of children with a migrant background within the national school context. After analyzing the ministerial documents and the literature that address this issue, the school context at the local level will be investigated, emphasizing the challenges that teachers must face within increasingly multicultural school contexts, in which they must cope with the numerous needs deriving from the relationship with CNI families and the management of cultural diversity at school.

Research on cultural diversity and sustainable land-use management assessment model

This study quantitatively evaluated the role of cultural diversity and psychological awareness in sustainable land-use management (SLUM). Firstly, an assessment model based on fuzzy analytic hierarchy process is established by combining fuzzy logic, expert knowledge and analytic hier-archy process. The model addresses the uncertainty of qualitative assessment and adapts to dy-namic environments and complex human behavior. The research process included a literature review and expert consultation to identify key factors influencing land use and assign weights to these factors through FAHP. Subsequently, FAHP determined that cultural diversity had the highest weight among all considerations, indicating the urgent need to respect and integrate local cultural diversity in land management. Psychological awareness follows closely, suggesting that land-use decisions are profoundly influenced not only by tangible economic and environmental conditions, but also by the psychological states, knowledge levels, value systems, and social perceptions of groups and individuals. These findings highlight the need to consider and integrate these intangible factors when developing land management strategies. This approach fosters broad social acceptance and participation, ultimately moving towards the long-term goal of sustainable land use. Finally, the study provides decision-makers with a tool for identifying subtle differences at the cultural and psychological levels that can help develop more nuanced and personalized management options for different land use strategies.

Religion, Pluralism, and the Australian State after Same-Sex Marriage

Abstract Since the passing of same-sex marriage legislation in 2017, religious freedom has become a prominent feature of Australian public debate. Overwhelmingly, such debates are conducted within a human rights framework where principles such as individual autonomy and protection from discrimination are prioritized over the communal and associational elements of religious life. This in turn tends to augment the power of the state vis-à-vis religious communities and institutions. In important respects, the dominance of human rights represents a new manifestation of the kind of “liberal-statism”—a public philosophy of liberal individualism that accepts the primacy of the state in the management of cultural and religious diversity—that has been a central feature of Australian religion–state relations over time. After some historical discussion of Australian church–state practice, this article argues for a reconsideration of a largely overlooked approach deriving from the English pluralists of the early twentieth century, which promoted greater degrees of group autonomy in relation to a rapidly growing state. It is argued that this tradition has greater potential in responding to the religious diversity of our time than does the current human rights approach with its tendency to reinforce an individualistic or privatized conception of religion, diminish associational life, and thereby reinforce state power.

ARCHITECTURE OF CONCEPTS OF SOCIAL RESPONSIBILITY OF HIGHER EDUCATION INSTITUTIONS IN THE EDUCATION SERVICES MARKET

INTRODUCTION. The social responsibility of higher education institutions in the market of educational services is becoming increasingly important as educational institutions have an impact on the social, economic, and environmental environment. Understanding the significance of this issue is crucial for the development of a sustainable society.
 RESEARCH HYPOTHESIS: The comprehensive utilization of the concepts of the green university, smart university, university promoting a healthy lifestyle, management of social and cultural diversity, management of historical and cultural heritage, the university's third mission, socially-oriented university, and university as a stakeholder organization contributes to enhancing the social responsibility of higher education institutions in the market of educational services.
 THE AIM of this article is to investigate the impact of the comprehensive utilization of social responsibility concepts in the market of educational services on universities, with the goal of exploring their potential for sustainable development and fostering a harmonious social environment.
 METHODS. This research employed analytical methods and a review of literature and scientific publications to gather and analyze information on the concepts of social responsibility in higher education institutions.
 FINDINGS. The findings of the research indicate that the comprehensive utilization of the concepts of the green university, smart university, university promoting a healthy lifestyle, management of social and cultural diversity, management of historical and cultural heritage, the university's third mission, socially-oriented university, and university as a stakeholder organization contributes to enhancing the social responsibility of higher education institutions in the market of educational services.
 CONCLUSION. The comprehensive utilization of social responsibility concepts in higher education institutions holds significant potential for improving social and economic sustainability. Implementing these concepts facilitates the creation of a balanced environment where universities actively engage in societal life and foster the harmonious development of individuals.
 KEYWORDS: social responsibility; green university; smart university; university promoting a healthy lifestyle; diversity management; heritage management; university's third mission; socially-oriented university; stakeholder organization.

Using Intercultural Sensitivity to Predict Culturally Responsive Classroom Management Self-Efficacy among Preservice Teachers

As student diversity increases, it is imperative that Educator Preparation Programs (EPPs) prepare preservice teachers to manage these classrooms. Educators are expected to possess the skillset, experience, and confidence necessary to engage diverse students from varying cultural backgrounds. Thus, intercultural sensitivity is an important affective trait for teachers, however, the connection between intercultural sensitivity and self-efficacy for culturally responsive classroom management has not been well documented in the preservice teacher literature. In this study, one mid-southern university examined the relationship between preservice teachers’ perceptions of their intercultural sensitivity and their self-efficacy for tasks related to culturally responsive classroom management. Findings indicated that preservice teachers are confident in their ability to manage classrooms in a culturally responsive manner and that intercultural sensitivity significantly predicted and explained about a third of variance in culturally responsive classroom management self-efficacy. While EPPs could consider requiring coursework in cultural diversity and classroom management, the results of this study indicated that coursework alone was not enough to improve preservice teachers’ self-efficacy.

Investigating the Effect of Cultural Diversity Management and Employee Engagement on Work Performances: Mediating Role of Cross-Cultural Leadership

Sampoerna Academy Medan is one of the international schools that contributes to the number of foreign workers (expatriates). Cultural diversity at Sampoerna Academy Medan becomes an opportunity and challenge for this organization to achieve optimal employee performance. This study has identified and classified three large categories, namely a mismatch in cultural diversity management leading to a high level of staff and leader turnover, employee disengagement in optimizing their performance, and the phenomenon of self-adjustment to changes in leaders in three consecutive years. This study uses the transformational leadership theory, cross-cultural leadership styles, cultural diversity management, and employee engagement concepts. This study applies triangulation through in-depth interviews, observation, and with employees at Sampoerna Academy Medan. By using qualitative methods and involving 12 respondents consisting of one local manager, one Filipino manager, one Indian manager, two local staff, two Indian staff, 2 Philippine staff, 1 Malaysian staff, 1 Chinese staff, and 1 England staff. The study found several short-term and long-term recommendations that can support performance optimization at Sampoerna Academy Medan, Indonesia.

Faculty’s Perspectives of/on Cultural Diversity Management in a Multicultural Classroom

Higher education institutions are changing fast in terms of the inclusion of international students. Consequently, faculty are expected to provide enabling learning environments and experiences for education in diversity. Based on the beliefs and practices of social constructivism philosophy and rooted in the interpretive paradigm, this article examines how faculty in a Ugandan university manage multicultural classes and their efforts to promote inclusive classes and curriculum. Qualitative research methods were employed with a sample of eight faculty. Data were collected by means of face-to-face individual semi-structured interviews that were triangulated with document checks. Data analysis followedGay’s (2000) culturally responsive pedagogical framework, with faculty perspectives summarised in themes. The findings point to challenges in implementing a culturally relevant classroom management model, such as faculty’s inability to fully multiculturalise due to inadequate knowledge of cultural minorities’ backgrounds. However, they reveal that some faculty manage their classes adequately, show care and concern for non-Ugandan students, use several strategies to communicate with them, and endeavour to adjust to suit minority students’ learning styles. The study suggests that much remains to be done to ensure inclusivity and to promote the social constructionist perspective that is inclusive in teaching and learning.

Interculturalism in Kazakhstan: a Response to Thinking about Diversity

This article defines the concept of interculturalism, explores its foreign applications, and outlines its primary structural components, all of which are based on data acquired through desk research. In addition, this paper considers answers to such problematic questions as "How important is interculturalism in the management of Kazakhstan's cultural diversity?", "What should be its main mechanisms?".

Pentingnya Multikultural dalam Lembaga Pendidikan

Multicultural education is a process of cultivating ways of life that respect, be sincere, and be tolerant of cultural diversity that lives in the midst of a plural society. Multiculturalism in principle is building oneself, the nation and the state without feeling as a burden and obstacle, but based on the bonds of unity, oneness and togetherness as well as mutual respect, respect, tolerance and cooperation in building an Indonesia that is advanced, safe, peaceful, peaceful, harmonious and prosperous. The importance of multicultural education in Indonesia is as an alternative means of conflict resolution, students are expected not to leave their cultural roots, and multicultural education is very relevant to use for the existing democracy as it is now. Multiculturalism in education that is developed has relevance to the Indonesian context, namely having the motto Bhinneka Tunggal Ika. This motto can accommodate proportionally, normatively and democratically for the Indonesian nation. Multicultural education is a very strategic and important issue to discuss because a nation is born from multiculturalism, so that the management of multicultural education or cultural diversity is a driving force for the development and goodness of a nation.

Barriers and Challenges Related to Cultural Diversity Management Within Schools in South Africa

Globalization, internationalization and technology have increased the movement of people from different cultural backgrounds around the world. The coexistence has created rapid cultural diversity challenges, forcing many democratic countries to review their labour laws, compelling organisations to adopt sound diversity management policies. Pre 1994 in South Africa, the workforce did not represent the diversity of the country. The end of apartheid created opportunities for culturally diverse workforces in most sectors of the economy. Schools are no exception to this change due to the diverse teacher and learner population as women and people from previously disadvantaged backgrounds are sharing the workspace. The School Management Team (SMT) led by the Principal, need to be properly equipped in terms of knowledge, skills and capacity to deal with increased cultural diversity for the achievement of organizational goals. This paper aims to identify barriers and challenges related to cultural diversity management within the schools in uMzinyathi District, KwaZulu-Natal (KZN) Province, South Africa. The research seeks to determine if schools in uMzinyathi district are utilizing cultural diversity management for the achievement of organisational goals. The paper was exploratory and descriptive in nature and adopted a qualitative approach. The focus was on the SMT of ten schools in the uMzinyathi District comprising the principal, vice-principal(s), and heads of departments, and senior teachers. Using purposive sampling, in-depth semi-structured interviews were conducted face-to-face involving 36 SMT members. Content analysis was used to analyse the data. Data were presented in tabular form. The study revealed that there are no work-related barriers due to the availability of teachers from diverse backgrounds under the uMzinyathi District in KZN. However, having no barriers and challenges does not mean that there is no conflict. Hence, the study recommends that the Department of Basic Education (DBE) introduces cultural exchange programmes and partnerships with other schools to share educational resources, sports development and leadership development.

Agricultural Personnel Diversity Management Scale: Design, reliability and validity

The world of work is characterized by the diversity (racial and ethnic, gender, generational and age, religious and spiritual, disability, socioeconomic and sexual orientation) of people that converge in it, a characteristic that represents a management opportunity to create effective teams, recognizing that diversity can generate competitive advantages. Considering this reality, the objective is to develop a questionnaire to measure diversity management based on an empirical model designed with the variables internal management of cultural diversity, tolerance to diversity, equality and respect, labour equity, integration, selection, intercultural communication and communication.

EFFECT OF TOP MANAGEMENT TEAM DIVERSITY ON FMCGs' PERFORMANCE

This study examined the effect of top management team diversity (captured by top management cultural diversity and top management gender diversity) on fast-moving consumer goods (FMCGs) performance. The study employed a survey design by administering a structured questionnaire to 520 FMCG employees of FMCGs. The research instrument (questionnaire) was administered to the targeted respondents in January 2023. The study employed a linear regression model with STATA version 14 software. The findings reveal that top management cultural diversity and top management gender diversity have positive and significant individual effects on FMCGs performance, with coefficients and probability values of β1 =0.342, P-value < 0.0s, and β2 =0.594, P-value < 0.05. The adjusted coefficient of determination (Adjusted R2) suggested that 46.1% variation in FMCGs performance is accounted for by top management team diversity elements (top management cultural diversity and top management gender diversity). Therefore, it can be concluded that top management team diversity (top management cultural diversity and top management gender diversity) significantly positively affect the performance of FMCGs. Therefore, the performance of FMCGs is determined by their level of diversity, particularly their top management's cultural diversity and top management's gender diversity. In line with the findings of this study, the following recommendations are made: FMCGs should encourage top management cultural diversity through the engagement of top managers from diverse cultural orientations, as this tends to enhance their performance. Additionally, FMCGs should encourage top management gender diversity through the engagement of top managers from diverse gender, as this tends to enhance their performance. Furthermore, the Manufacturers Association of Nigeria and government agencies should encourage diversity among FMCGs.

The Effect of the Company's Cultural Diversity on Restaurant Employees Performance

This study looked at how managing organizational cultural diversity affects restaurant employees' performance. The study's main objective is to provide in-depth information about workplace cultural diversity. It seeks to create a precise set of rules to help organizations all over the world embrace cultural diversity. The respondents' demographic profile, including their gender, age, religion, ethnicity, race, and civil status, was successfully evaluated by the researchers using a questionnaire. This information is crucial for assessing the respondents' differences and how those differences affect their performance at work. The Likert Scale Method is used by the researchers to gauge the respondents' level of agreement with each statement provided in order to determine how cultural diversity affects productivity at work. The study explores how cultural diversity affects employees' performance and productivity, how employees view their organization's management strategy for managing cultural diversity, and how employees' experiences with cultural diversity in the workplace. According to the study, women make up the majority of respondents, who are between the ages of 20 and 30, among those who work in restaurants. The majority of respondents, according to the study, are Roman Catholic, Tagalog, and Asian. Regarding their civil status, all of the respondents are single. On the other hand, the majority of respondents considered their restaurant fosters teamwork by allowing diverse employees to share ideas and knowledge in order to find the best way to solve a problem, resulting in a better outcome on tasks. When it comes to respondents' level of agreement, the majority of respondents believe that organizational cultural diversity benefits restaurant employees' productivity. According to the study's findings, cultural diversity management training or education may enhance workers' performance at work. They will be better able to identify their own strengths and weaknesses if they have an understanding of cultural diversity. When a workplace is managed effectively, it promotes the growth of new ideas, knowledge, abilities, and working methods. The success and profitability of an organization are also influenced by cultural diversity, and productivity is increased in an environment free from cultural prejudice.

Real Estate Insights The increasing importance of the “S” dimension in ESG

PurposeEnvironment, social and governance (ESG) has taken on increased importance in recent years. This paper assesses the increasing importance of the social (“S”) dimension of ESG in the real estate space and the strategies being used by the leading real estate players to deliver this important aspect of ESG. This includes gender equality, cultural diversity, staff wellness, supply chain management and community engagement. It also indicates the need for an increased level of metrics in the S space for the effective delivery and external validation of the S dimension into real estate investment decision-making.Design/methodology/approachThis research is based on a thorough understanding of the ESG environment in the real estate industry by the author. Best practice examples regarding the S dimension are given from the ESG/sustainability reports from real estate players in Australia who are leaders in the ESG space.FindingsExcellent examples of the delivery of the S dimension are reported from the ESG/sustainability reports from the real estate industry. Whilst there is an increasing range of S information being reported in the real estate industry, there is a need for more metrics to effectively report this S information to indicate its key role in seeing the S dimension being delivered for the fuller integration of ESG at all levels of the real estate industry. The external validation of this S information will also take on increased importance going forward.Practical implicationsWith ESG becoming a critical issue in the real estate sector, issues involved in the S space will take on increased significance. This is critical, as the elements of the S dimension such as gender equality, cultural diversity, staff wellness, community engagement and supply chain management are important aspects for an effectively functioning real estate industry. More metrics in the S space will be an important development to further expand the delivery and external validation of the S space of ESG.Originality/valueThis paper is the first paper to specifically address the need for more focus on delivering the S dimension of ESG in the real estate industry, highlighted by best practice examples from the real estate industry in Australia. This is a key issue for the real estate industry going forward at all levels to facilitate more effective real estate investment decision-making.

Cultural Literacy and Diversity Management in Sub-Sahara Africa

Cultural Literacy and Diversity Management in Sub-Sahara Africa

Diversity management in the integration of minorities in the job market: policies and practices

PurposeCultural variance represents a significant challenge to policy designers and, in practice, to employers in the varied employment spaces. Providing workplace accessibility for the integration of various cultural groups requires deep thinking and creating unique possibilities for each group in accord with its particular heritage. Ultra-Orthodox society in Israel is a religious minority group that has undergone significant changes, from a desire to maintain total separation, to gradual integration into a variety of areas in Israeli society. In light of these changes, we sought to examine what policies should be adopted in order to improve ultra- Orthodox integration.Design/methodology/approachMethodologically, we examined the cultural variance of ultra-Orthodox academics in their workplace using combined methods. The study included 745 ultra-Orthodox academics who responded to an online questionnaire that examined the issue in question from various aspects. In addition, four focus groups were convened, in which discussion examined issues.FindingsThe study findings reveal that the integration policies of the various workplaces were above and beyond the expectations of the cultural diversity management approach. Although the study focused on the personal perspective of the ultra-Orthodox employees who integrated, the employers' open and accepting attitudes were very prominent. The participants' comments showed that the employers showed great consideration for their needs and exceptional cultural sensitivity towards the employees' temperament. This dialogue constitutes the basis for managing variance in a multicultural society. The understanding by the employer of the background and cultural legacy from which the worker has come, alongside the difficulties he must cope with constitutes, in itself, the basis for building a stable relationship between employer and worker and for optimal integration of a minority group in society.Practical implicationsThe findings indicate that cultural adjustment is required in four areas: a. Adaptation from the social and cultural aspect in the workplace. b. The definition of different areas of employment specific to gender. c. Consideration of the employees' halachic needs d. Professional preparation for employees prior to their absorption.Originality/valueThis study is a pioneering one, examining the integration of ultra-Orthodox academics in the Israeli economy. This process is very significant in a political entity with different cultural identities. The acquisition of a higher education in ultra-Orthodox society in Israel and subsequent integration into the Israeli economy has a decisive cultural and economic impact on both the ultra-Orthodox and general societies simultaneously. An examination of the issue of integration of the ultra-Orthodox minority in employment is intended not only to investigate the character and nature of the process, but also to examine the place of multiculturalism in Western societies and the interaction between a minority group and the majority group, with an emphasis on employment.

Can cross-cultural awareness programs help to lead? With the help of MIS

Purpose:The purpose of the study is to contribute to the issue of cross-cultural management and the contemporary management of cultural diversity. Furthermore, illustrate how diversity management may lead to a competitive advantage. Theoretical framework:This part mainly discusses the related theories to lay a solid foundation for the smooth implementation of theories. Besides, these theories will provide theoretical support for cross-cultural awareness. Design/methodology/approach:The researchers used a descriptive and explanatory strategy to detect cultural distinctions between Indian national and global cultures. The empirical findings are based on a qualitative case study of the Indian and international management of the company. The empirical data came from semi-structured interviews with people interested in cultural diversity and how to handle it collaboratively. Particular emphasis is on four aspects of cross-culture: hierarchy, time, gender equality, and relationships. Findings:The findings show that a culturally varied workforce enhances competitive advantage when managed appropriately. In addition, individuals from many cultural backgrounds will offer their perspectives, abilities, and concerns. Research implications:The model of central cross-cultural aspects is identified. Similarly, further studies are also required to ascertain the effectiveness of cross-cultural awareness programs. Practical implications:The MNCs should include this kind of training in their CCT programs to create team member awareness. It would make the expatriates more aware of the issues they will be facing, will motivate them to learn and acquire the necessary skills, and will familiarize them with By letting them know what to anticipate, you may reduce any potential stress, speed up the transition process, and support the earliest possible development of cross-cultural competency. Social implications :The social importance of this research is its potential increase in cross cultural awareness and acceptance of differences among cross cultural employees. In addition, it fosters a deep and broad knowledge of and respect for the myriad values and norms of individuals from diverse social groups who work with them. Originality/value :The study is an original effort to look at four cross-cultural aspects to see how problems in these areas could be alleviated. Understanding the cultural differences within these dimensions can help you better grasp how to manage these differences inside a European multinational firm with Indian operations.