The Diversity Quality Cycle: driving culture change through innovative governance

Rachele, Jude Smith

doi:10.1007/s00146-012-0381-7

Cited by 8 publications

(5 citation statements)

References 19 publications

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“…With this, the study therefore identifies innovative strategies for managing workforce diversity in Nigerian leading corporations in present global scenario. The promotion of workforce diversity have seen some organizations put in place policies that protect diversified groups (Rachele, 2010).…”

Section: Statement Of Problemmentioning

confidence: 99%

Effect of Diversity Management Strategies on Employee Retention among Staff of Nigeria Deposit Insurance Corporation

Nnadi¹,

Chinedu²

2019

IJARBSS

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The study intended to ascertain effect of diversity management strategies on employee retention among staff of Nigeria Deposit Insurance Corporation. The specific objectives are to: examine the effect of communications in managing workforce diversity on employee retention among staff of Nigeria Deposit Insurance Corporation, ascertain the effect of performance management in managing workforce diversity on employee retention among staff of Nigeria Deposit Insurance Corporation, evaluate the effect of leadership initiative in managing workforce diversity on employee retention among staff of Nigeria Deposit Insurance Corporation and verify the effect of share responsibilities in managing workforce diversity on employee retention among staff of Nigeria Deposit Insurance Corporation. The area of study was south-East of Nigeria Deposit Insurance Corporation. Research design was sample survey research design. The population of this study comprises of the 120 staff of Nigeria Deposit Insurance Corporation. Information from questionnaires was analyzed using multi-norminal regression. The study conducted that performance Management, Leadership Initiative, Communication and Share Responsibility are effective diversity management strategies to promote employee retention in Nigeria Deposit Insurance Corporation. The selected workforce diversity strategies have positive and significant effect on employee retention. The management that holds onto diversity management strategies will go a long way to control workforce diversity in the area such as gender, ethnicity, religion, age, functional background, and organizational tenure and differences with respect to attitudes, personality, and values of employee. The following recommendations have been suggested by this study: Management of Nigeria Deposit Insurance Corporation should communication more and integrate employee on the need, mission, vision, of managerial decision and

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Section: Statement Of Problemmentioning

confidence: 99%

Effect of Diversity Management Strategies on Employee Retention among Staff of Nigeria Deposit Insurance Corporation

Nnadi¹,

Chinedu²

2019

IJARBSS

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“…Change duration can be defined as the time period over which change takes place. Long-term change can be challenging to an organization and requires strong leadership that actively involves employees throughout the change process (Harrison, 2011;Rachele, 2012;Schalk et al, 2011). Human behavior needs to be taken into consideration when dealing with long-term change.…”

Section: Change Typesmentioning

confidence: 99%

Integrating the organizational change literature: a model for successful change

Al-Haddad

Kotnour

2015

Journal of Organizational Change Management

244

178

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If you would like to write for this, or any other Emerald publication, then please use our Emerald for Authors service information about how to choose which publication to write for and submission guidelines are available for all. Please visit www.emeraldinsight.com/authors for more information. About Emerald www.emeraldinsight.comEmerald is a global publisher linking research and practice to the benefit of society. The company manages a portfolio of more than 290 journals and over 2,350 books and book series volumes, as well as providing an extensive range of online products and additional customer resources and services.Emerald is both COUNTER 4 and TRANSFER compliant. The organization is a partner of the Committee on Publication Ethics (COPE) and also works with Portico and the LOCKSS initiative for digital archive preservation. AbstractPurpose -The purpose of this paper is to contribute a roadmap to the change management literature, and provide definitions for describing change types, change enablers and change methods. This paper also proposes aligning the change type with the change method to find the effect on the change outcomes. New researchers can use this paper to get an overview of the change management discipline along with the main concepts that help in understanding the different dimensions of and relationships between the change types and methods in the literature. Managers can use this paper to describe and classify their organizational change situation and select an implementation method for systematic change and for change management. Design/methodology/approach -This framework is designed based on literature review and experts judgment. Findings -The results of the research propose a hypothesis that describes the relationships between the change types and methods and how this relationship can affect the change outcomes. Originality/value -The main contribution of this research paper is to connect three main knowledge areas of change types, change methods and change outcomes. These three areas are standalone subjects in several publications in the literature. Some researchers connected the change types and change methods, while other researchers connected the change methods and change outcomes. But connecting the change types, change methods and change outcomes remains a new research territory to explore.

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“…Models such as this describe the value of leadership's openness and transparency in communications and ensure information is mindfully geared to individuals at each rank. Rachele (2012) states communication models can be adapted further to allow space for marginalised voices to amplify and promote EDI values.…”

Section: Discussionmentioning

confidence: 99%

Extinguishing injustice: growing equity, diversity and inclusion in Canadian fire departments

Fredin

2022

IJES

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PurposeThis paper evaluates the value and necessity of greater equity, diversity and inclusion (EDI) in Canadian fire departments. Rather than focussing on changing hiring practices, the paper seeks to highlight how leadership can implement a culture of EDI that will encourage all people to participate.Design/methodology/approachFrom a leadership perspective, this paper aims to show how EDI can improve firefighter teamwork and job performance whilst satisfying moral obligations to better represent Canadian communities. Strategies and their limitations for communication and culture change are discussed.FindingsLeaders of Canadian fire departments can utilise organisational change models focussing on improved communication techniques and models to implement cultural changes needed to allow for more EDI. Specific recommendations based on business research into culture change, communication and EDI are outlined.Practical implicationsRecommendations to fire department leadership for cultural changes and communication are provided. Further, strategies and reasoning for why inclusive departments are more effective are given.Social implicationsCreating a more inclusive culture in fire departments will lead to an increase in applications from people who have not typically applied in the past.Originality/valueThere has been little research or recommendations on increasing EDI in Canadian fire departments through cultural changes. Most existing literature is vague and tends to focus on hiring practices over an analysis of internal culture. This article provides analysis of best business practices and applies those to the cultural context of fire departments to promote culture change.

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The Diversity Quality Cycle: driving culture change through innovative governance

Cited by 8 publications

References 19 publications

Effect of Diversity Management Strategies on Employee Retention among Staff of Nigeria Deposit Insurance Corporation

Effect of Diversity Management Strategies on Employee Retention among Staff of Nigeria Deposit Insurance Corporation

Integrating the organizational change literature: a model for successful change

Extinguishing injustice: growing equity, diversity and inclusion in Canadian fire departments

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