Strategic Diversity Research Articles

A Review and Problematization of Mature and Adolescent Areas of Conflict Research in Management Studies

Scholars of management studies have been interested in the study of conflict since the field’s inception. Some research areas of conflict have matured, while other areas are in their adolescence. Our review summarizes three mature areas (i.e. strategic alliances, workforce diversity, and negotiation) and explores in depth three burgeoning ones; i.e. power asymmetry, social dilemmas when organizing, and intergenerational conflict. In reviewing the emerging areas, we summarize key ideas and findings and conclude with a problematization of the area to propose future research directions.

El empleo de estrategias en el aprendizaje de las matemáticas en Enseñanza Secundaria Obligatoria

El empleo de estrategias en el aprendizaje de las Matemáticas tiene repercusión en el razonamiento y en la resolución de problemas, entre otros aspectos. El objetivo de este estudio es detectar diferencias que se puedan producir en el empleo de dichas estrategias en función del curso académico. Para ello se han recogido datos de 565 estudiantes de 2.º, 3.º y 4.º curso de Educación Secundaria Obligatoria (ESO). La herramienta empleada para tal fin ha sido una adaptación del Motivated Strategies for Learning Questionnaire (MSLQ). Los resultados obtenidos indican un aumento del empleo de la mayoría de estrategias a medida que el curso es superior; la excepción tan solo ocurre en la estrategia de repetición. La investigación previa no es unánime a la hora de definir una tendencia evolutiva del uso de estrategias en el aprendizaje de las Matemáticas en Educación Secundaria. Los datos aportados en este artículo pretenden contribuir a la compresión de la diversidad estratégica del alumnado.

Contingencies for Success: Examining Diversity Committees in Higher Education

This study focused on an examination of the work of 10 diversity committees operating in 10 research institutions across the midwestern region of the United States. We explored the work of these committees with a focus on the concept of strategic diversity leadership. To conduct this examination we examined five contingencies impacting the work of the committees: a clear definition of diversity, the scope of operation, the importance of committee membership, the role and responsibilities of the committee, and the permanence of the group. Based upon our findings we offer recommendations for diversity committees to contribute to institutional efforts focused on diversity.

Global by Prestige, International by Reputation

The field of Higher Education, especially Management Education, is highly institutionalized. Institutions such as accreditation bodies (e.g., AACSB and EQUIS2) and classification mechanisms such as rankings (Wedlin, 2006) are international. Whereas they only apply directly to a minority of the 13,600 business education organizations worldwide (Nelson, 2006), these institutions and mechanisms have been highly performative to standardize processes within all business schools. However, business schools have kept degrees of freedom to craft and execute strategies. Going international or global has been one of the dimensions. This paper aims to better understand the development of actor strategies within highly institutionalized fields by focusing on the internationalization of business schools. Indeed, according to the Uppsala model (Johanson & Vahlne, 1977), internationalization is highly constrained and standardized. Focusing on internationalization is a very good opportunity to understand how strategic diversity develops within highly institutionalized fields.Based on six case studies, this paper suggests that this strategic diversity is mainly based on prestige vs. reputation. We discuss the strategic responses (Oliver, 1991) of business schools during the internationalization process. We suggest that, among these responses, prestigious business schools avoid most negative effects of the rankings, using their explicit prestige to counteract the importance of the rankings in the media. In doing so, they increase their social capital (networks) and their symbolic capital (prestige), adopting a Bourdieusian approach (Vaara & FaŸ, 2011) to globalization. They dominate the field and charge prestige-related tuition fees. On the other hand, most non-elite schools rely on their reputation, their rankings, and cannot avoid institutional pressures. They internationalize, and risk being commoditized through the MOOC3 phenomenon (Guillotin & Mangematin, 2014). In conclusion, we would argue that, even highly institutionalized fields leave a great degree of freedom for actors to craft and execute strategies.

Traces of a Mobile Field: Ten Years of Mobilities Research

Since the launch of this journal 10 years ago, the field of mobilities research has developed at a rapid pace. In this editorial introduction, we explore how this development has been curated, how the field has evolved and what maturation might mean for mobilities research. After reviewing how early editorials encouraged particular trajectories of development within mobilities research, we introduce the papers in this special issue, which build upon and re-shape key discussions that have emerged in the last decade. Drawing out issues of power, interdisciplinarity, social processes and futures, the papers raise important questions about not only how understandings of mobilities are changing, but also how the field of mobilities research is itself on the move. Taking up these themes, we examine how understanding mobilities research as a field, contributes to considerations of the potential for future struggles, fragmentation and sub-disciplines. We argue that the open nature and strategic diversity of the mobilities field has fed the successes of the past decade, and therefore needs to remain a priority in the future – with a careful balance curated between convergence around key themes and the exploration of varied ‘internal goods’ which remain an important source of inspiration and creative potential within the field.

Cancer metabolism: strategic diversion from targeting cancer drivers to targeting cancer suppliers.

Drug development groups are close to discovering another pot of gold-a therapeutic target-similar to the success of imatinib (Gleevec) in the field of cancer biology. Modern molecular biology has improved cancer therapy through the identification of more pharmaceutically viable targets, and yet major problems and risks associated with late-phase cancer therapy remain. Presently, a growing number of reports have initiated a discussion about the benefits of metabolic regulation in cancers. The Warburg effect, a great discovery approximately 70 years ago, addresses the “universality” of cancer characteristics. For instance, most cancer cells prefer aerobic glycolysis instead of mitochondrial respiration. Recently, cancer metabolism has been explained not only by metabolites but also through modern molecular and chemical biological techniques. Scientists are seeking context-dependent universality among cancer types according to metabolic and enzymatic pathway signatures. This review presents current cancer metabolism studies and discusses future directions in cancer therapy targeting bio-energetics, bio-anabolism, and autophagy, emphasizing the important contribution of cancer metabolism in cancer therapy.

A strategic diversity manifesto for public libraries in the 21st century

Purpose– The purpose of this research-based philosophical piece is to present a progressive manifesto for public libraries in the 21st century to address gaps in embracing diversity in its holistic dimensions and representing such information in their strategic planning and web documentations.Design/methodology/approach– Content analysis of public library websites in the USA informed the development of a Strategic Diversity Manifesto that includes the “who”, the “what” and the “how” components to describe and discuss diversity-related matters in their strategic planning and web representations.Findings– The Strategic Diversity Manifesto provides a mechanism for individual public library agencies, in their localized context and environment, to strategically inquire, describe, discuss, reflect, analyze and translate into concretized actions their picture of diversity as grounded in the reality of their representative communities.Originality/value– The Strategic Diversity Manifesto presents a more a comprehensive and consolidated picture of diversity beyond isolated strategies seen in past efforts. It is a broader level of analysis and “picture painting” of the agency’s context, which may not be as detailed as compared to other modes of description, though as a result, it is more holistic instead of fragmentary. The aim is first and foremost to provide a basis for reflective thought and discussion.

Report of the 2013-2014 Argus Commission: Diversity and Inclusion in Pharmacy Education

INTRODUCTION The American Association of Colleges of Pharmacy Argus Commission is comprised of the five immediate past AACP presidents and is annually charged by the AACP President examine one or more strategic questions related pharmacy education, often in the context of environmental scanning. President Peggy Piascik charged the 2013-14 Argus Commission with a broad examination of the issue of and specifically with identifying responses the following question: How can we more effectively address and serve the in our membership at both the institutional and individual level and prepare our learners serve an increasingly diverse population of consumers? The Commission examined issues of and inclusion from five distinct but related perspectives. These included: 1) societal diversity; 2) the applicant pipeline; 3) current students; 4) pharmacy faculty, and; 5) AACP and its member institutions. The analysis included an examination of trends over a period of approximately ten years plus projections related specific demographic parameters. The work of the Argus Commission benefited from several recent publications. Navigating Diversity and Inclusion in Veterinary Medicine (1) provides a comprehensive analysis of demographic trends and issues interpreted for the veterinary profession, many of which apply equally this analysis. The American Council on (ACE) released in June 2013 the fourth monograph in their series on in higher education. Matter of Excellence: A Guide Strategic Diversity Leadership and Accountability in Higher Education (2) provides substantive guidance on policy and practice in the academy. The Commission's discussions were also influenced by the contributions in the literature of Scott Page (3) and colleagues who have written about the value proposition of diverse working groups, including the construct of of thought and perspectives. This is a theme that will be central the Argus Commission report and recommendations. THE CASE FOR DIVERSITY AND INCLUSION In The Difference: How the Power of Diversity Creates Better Groups, Firms, Schools, and Societies (3), Scott Page first defines terms related and then differentiates cognitive (e.g., thought, perspective) from identity (e.g., race, ethnicity, gender). He then provides the evidence supporting the subtitle that suggests is stronger than homogeneity in multiple contexts. In his introduction he emphasizes that diversity does not translate magically into benefits. He notes that must be relevant, collegial and understood more deeply by those working bring the benefits of and inclusion into the community, schools, workplace and society in general. Diversity requires commitment from all levels of leadership. He contends that in many situations trumps individual ability and that cognitive has a stronger evidence base than identity diversity. In the introduction of Matter of Excellence (2), the authors challenge the higher education community face the imperatives of a new reality in which is no longer simply a question of moral and social responsibility, but a matter of achieving excellence and gaining competitive advantages in the world we live in today: a matter of improving organizational creativity, learning, problem solving, and institutional effectiveness--of sustainability and relevance in a twenty-first century knowledge economy. The monograph offers higher education institutions a clear and compelling roadmap for building into the infrastructure of the organization at every level. It calls for efforts involving senior leaders, chief officers, deans, department chairs, students, faculty, alumni and others work toward a common goal: to move beyond the cycle of crisis, action, relaxation, and disappointment that has been repeated so frequently on college and university campuses. …

Farmer portfolios, strategic diversity management and climate-change adaptation – implications for policy in Vietnam and Kenya

Climate variability is contributing to water-scarcity problems in Kenya and to extreme flooding and drought in Vietnam. This paper compares diversity-based climate adaptation approaches in current land use in the Cam Xuyen district, Ha Tinh province, Central Vietnam and in the Kapingazi river watershed in Embu district, Eastern province, Kenya, in order to understand local responses to climate variability and examine the potential for policy support of diversity management by local people. Literature reviews and trend analysis of local time series of rainfall and temperature were combined with stakeholder interviews and workshops to identify technology and policy options for dealing with current and future climate variability. At all study sites, diversity in land use at farm level and along agriculture–forestry landscape gradients was a key strategy. Policy options to support such an approach could include legalization of agroforestry in Vietnam and a combination of regulations and incentive-based approaches to reconcile household decision-making with longer term and collective actions to benefit landscape diversity in Kenya. Lessons learnt in both study areas about payments for environmental services can be used in policy discussions.

Williams, Damon A. (2013). Strategic Diversity Leadership: Activating change and transformation in higher education. Sterling, Virginia: Stylus Publishing

Williams, Damon A. (2013). Strategic Diversity Leadership: Activating change and transformation in higher education. Sterling, Virginia: Stylus Publishing

Book Review: Strategic diversity leadership: Activating change and transformation in higher education

Author: Williams, Damon A. Title: Strategic diversity leadership: Activating change and transformation in higher education . (2013) Sterling, Virginia: Stylus

Muslim women’s workplace experiences: implications for strategic diversity initiatives

Purpose – The purpose of this paper is to examine Muslim women’s decisions to wear headscarves, known as hijab, in the workplace. The decision to wear hijab may result in a stigmatized identity, so the paper also aims to examine perceived or experienced discrimination and impact on employment outcomes.Design/methodology/approach – Using qualitative methodology to capture nuances, the study was based on demographic responses and semi‐structured interview questions by 79 Muslim women physicians and other healthcare professionals.Findings – The paper finds that many factors influenced their decisions, but Muslim women had a wide variety of views in terms of the hijab and adherence to Islamic precepts. Those who wear hijab reported negative experiences of intolerance and discrimination. The decision to wear hijab was subsequently associated with perceived discrimination that would limit one’s employment opportunities.Practical implications – Religion is one diversity categorization that can be invisible yet s...

Strategic Diversity Management Initiatives: A Descriptive Study

The study presents a brief literature on diversity management, affirmative action, and equal employment opportunity concepts perspectives, and explores how diversity management takes place in the hotel industry via websites of the biggest hotel groups in Turkey. Recent strategic human resources strategies have reoriented from addressing the average employee stereotype to the employee with diversified skills, backgrounds, cultural competencies and the effects of globalization identities, organization are confronted with the challenge of recognizing and managing diversity. In the study, diversity related human resource management statements and diversity management statements within the given literature are taken into account and interpreted. Data suggests that regarding preceding studies, the biggest hotels groups in Turkey generally do not communicate with the internal and external shareholders about diversity-related issues. Out of 15 entities, only one organization with domestic-based capital has mentioned statements and all the foreign capital organizations have in their websites, but not in Turkish.

Language development in higher education: Suggested paradigms and their applications in South Africa

Against the backdrop of the current global recession, it is argued that strategic literacy development and diversity management may act as a buffer against the deepening impact of the existing and widening crisis of inequities in education in South Africa. With reference to youth studies, a link is made between identity and literacy as important cultural capital. This requires re-mediation of language development offerings, which are often based on outdated assumptions that participants are monolinguals who share the language and discourses of the institution. The author of this article suggests a shift towards learning ecologies which are designed to embrace linguistic diversity and that the following paradigms should be applied: linking institutional literacies to social change, conceiving of curriculum design as a means for creative opportunity, subscribing to critical approaches to literacy, linking student language development to the institutional diversity management strategy, and affirming linguistic hybridity within the institution. Finally, this article presents an integrated strategy for maximising student language development based on an inclusive curriculum model that is compliant with the requirements of a linguistically diverse student population.

Peacebuilding, the Rule of Law and the Problem of Culture: Assimilation, Multiculturalism, Deployment

The technocratic project of building the rule of law in post-conflict peacebuilding is advanced as a guarantor of liberal peace. This ‘rule of law fable’ that correlates peace with technical institutions of western legal systems recalls the colonial and modernisation ethos to engineer African societies in our own image. As such, as in the case of Sierra Leone, practices of law that do not conform to the interventionary conceptualisation of the rule of law are rendered pathological. Specifically, ‘culture’ is positioned as a problem for peacebuilders to solve. There is not, however, a homogeneous response to the problem of culture, but strategic diversity: assimilation, underpinned by liberal claims to cultural neutrality, aims to produce cultural sameness by combating custom and tradition. Accommodation that domesticates local tradition represents a radically depoliticised multiculturalism, while deployment mobilises tradition to encourage ‘buy-in’ to the rule of law project.

Coordinating decentralized research and development laboratories: A survey analysis

Abstract The growing internationalization and strategic diversity of research and development (R&D) activities create important managerial challenges for the globally competing multinational enterprise (MNE). Driven by recent theoretical considerations and empirical studies, we provide complementary insights to the international management literature by investigating the impact of strategic variables (roles of decentralized R&D units) and some commonly studied FDI characteristics (industry, size and country of origin) on the coordination patterns used in the context of international R&D. As a conceptual background, five categories of coordination mechanisms are generated (structural, formal hierarchical, people-based, social and information technology platform infrastructures). Our findings, based on a quantitative inductive analysis, reveal that laboratory-related characteristics (roles, age and size) stand out as the most influential determinants of coordination mechanisms and instruments. The study also highlights that MNEs are moving towards a more complicated and multifaceted integration pattern of their decentralized technology strategies. Implications for international managers, academic researches and decision makers are discussed.

Multinationals' strategies for global competitiveness and the sustainability of development in national economies

Sustainable economic development both builds on, and needs to generate, upgraded and revitalised sources of national competitiveness. As development proceeds, this involves both upgraded effectiveness of inputs to current supply and the knowledge-based creation of new ways of future use of these inputs. In terms of multinational enterprise (MNE) theory, this means that successful development changes the location advantages available to MNEs. The key analytical theme of the article is that the strategic diversity and constant internal evolution (notably at the subsidiary level) of the contemporary MNE suggest ways that they can be successfully embedded in an economy that is progressing through developmental change. The ideas are illustrated by evidence on manufacturing MNEs in China.

Slow to Anger and Fast to Forgive: Cooperation in an Uncertain World

We study the experimental play of the repeated prisoner's dilemma when intended actions are implemented with noise. In treatments where cooperation is an equilibrium, subjects cooperate substantially more than in treatments without cooperative equilibria. In all settings there was considerable strategic diversity, indicating that subjects had not fully learned the distribution of play. Furthermore, cooperative strategies yielded higher payoffs than uncooperative strategies in the treatments with cooperative equilibria. In these treatments successful strategies were “lenient” in not retaliating for the first defection, and many were “forgiving” in trying to return to cooperation after inflicting a punishment. (JEL C72, C73, D81)

Strategic diversity in Japanese university Technology Licensing Offices

The of university technology is not only a one-way transfer process of technological outputs matching a scientific discovery with a market need, but also the building of teams of university and business people working towards the common goal of technological knowledge creation. The result of a questionnaire survey of university TLOs in Japan (n = 40) reveals that 'individual-type TLOs' were fewer than expected, while 'organisational-type TLOs' were dominant. The members' employment status and previous occupations, and the time allocation for each TLO activity, differences among TLOs were noticeable.

Strategic Organizational Diversity: A Model?

Strategic Organizational Diversity: A Model?