Doctoral Level RESEARCH PROPOSAL **DUE 12/6/2020 by 12 PM (EST)** PLEASE READ ALL INSTRUCTIONS

Running head: DIVERSITY SENSITIVTY 1

Diversity Sensitivity

Athenia L. Adams

Ashford University

RES7400: Research Design & Methods Quantitative (QAB2044A)

Dr. Candy Mazze

November 10, 2020

DIVERSITY SENSITIVITY 2

Introduction

Experimental studies as well as research on diversity usually suggest the organizations in

the current era have been slow to adapting the sleet of diversity Management while other have

been fast in the management of diversity. All the same each organization in either cases receives

its own set of impacts in regard to organizations organization (Beham & Schwalbach,

2012). Sensitivity to the aspect of Diversity at the identified corporate level usually moderates

strategic type of decision making which is considered to influence the aspect of human resources

management associated practices like diversity related initiatives. The following study offers a

literature review on how the management of diversity sensitivity has an effect on the performance

of an organization.

Testable Hypotheses

A testable hypotheses is one that can be effectively attained from verified data and is

available for clarification. For this study, the testable hypotheses are the effect of diversity

sensitivity on Organizational performance. Diversity is a key subject for the managers as well as

organizations. In the year 1999, about 28% of the residents in the US were considered to be

members regarding the racial as well as ethnic minority groups and the US Census Bureau made

a projection that this percentage is likely to increase to 40% by the year 2030.

Relevant Literature

A wide range of literature as well as studies typically suggest that the culturally diverse

firms usually outperform their more types of homogeneous counterparts. There is a relationship

that exists between the aspect of workforce associated diversity and that of performance in the

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organization (Ritter, 2013). Therefore, workforce diversity sensitivity rate in an organization can

be used as a determinant for enhancing the performance of organizations. A resource-based view

regarding the organization as a theoretical associated foundation for the comprehension of cultural

diversity's role in assisting firms attaining a higher competitive advantage. This is to say that the

competitive advantage is enhanced by workforce diversity or reduced by how well they manage

the diversity sensitivity in the organization by the managers (Casad & Bryant,2016).

The term diversity sensitivity is usually utilized to describe the organizations which have

high value for a diverse workforce at all the identified levels in the organizations. There are

numerous organizations that believe in working with a diverse population for increased efficiency.

For these organizations it’s vital for them to meet the various needs regarding the diverse

management population so as to attain increment in the performance of organizations. This type

of corporate-level associated attitude is usually articulated as well as performed via diversity

Management practices that are aligned towards the various organizations’ strategies (Beham &

Schwalbach, 2012).

Many organizations can manage diversity associated sensitivity in the organization so as

to attain the desired results in the organizational performance. There are various ways in which

organizational leaders along with managers can ensure they attain an effective diversity workforce.

First and foremost, there is the use of workforce training. Training helps in teaching the workforce

on how to operate effectively together without any kind of differences in the workplace despite

the diversity that exists in the organization (Lee, 2018). Diversity training and seminars help in

imparting the desired knowledge along with skills needed for the collaboration of efforts and tasks

with other people who are in the organization despite the differences.

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Diversity management has been known to improve the workforce comradery, along with

customer satisfaction to enhance Communication among the identified members regarding the

workforce and to enhance organizational performance. Diversity management can be referred to

as a strategic-driven associated process; it’s also known as a process that has an emphasis on the

identified building skills along with the creation of policies which bring out the most appropriate

character in each employee and in the assessment of the marketing issues as an outcome of the

altering workforce along with the current demographics (Casad & Bryant,2016). Organizations

need to put into consideration the various aspects of diversity into consideration since it is posed

to bring about numerous changes that are bound to negatively as well as positively impact

organizations depending on how well they adapt and manage the aspect of Diversity (Soifer &

Pickering-Bernheim, 2014).

Participation Selection Procedure

Selection procedure is a vital process for each and every study, because it helps with proper

selection of participants. Since it helps in the selection of the participants in the most appropriate

way. The participation selection procedure that will be used is convenience sampling. In this

sampling process, the identified participants are usually consecutively selected in order of their

appearance in accordance to the convenient accessibility. This process of sampling usually ends

when the whole participants along with the time limit are attained. Randomized clinical associated

trials are often in the basis of convenience sampling. After sampling, the identified participants are

often randomly allocated to the given Interventions or even the control group (Borch & Jørgensen,

2013). This will help in attaining different views on different people with ease and reduce the

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amount of time that is used in the collection of data along with information. It also helps attain

efficiency as well as feasibility of the given research process.

Data Collection Methods

The data collection techniques that will be used will improve the comprehension of the

nature as well as dynamics regarding the actuality of diversity management. The research will use

qualitative data collection methods to look at the various elements that offers deep understanding

of the raw data. Qualitative data methods entail the gathering along with analysis and in the

controlling of data. There will be the use of three Qualitative data Collection methods which are

the participant observation as well as interviews and even document and artifact gathering

(Lichtman, 2013).

There will be the use of participant observation. In this case, the researchers usually

immerse themselves in the daily lives regarding the given subjects (Lichtman, 2013). It can be

referred as fieldwork. There is also the use of interviews which can be variable in formality from

the use of informal chats to the structured interviews which will enhance the convenience of the

research. Finally, there will be the use of document along with artifact collection. It uses materials

online to attain the data.

Proposed Quantitative Research Dependent

The Quantitative Research dependent is that human diversity in the identified workgroups

enhances he creation of a richer flow regarding the ideas along with thus possesses the potential

to raise the creativity and innovations. This is considered to enhance organizational financial

associated performance. Diverse perspectives usually enhance the creation of a potential for

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enhanced problem solving in the workforces which are culturally diverse. Workforce performance

in a diverse population is dependent on the appropriate management of the workforce.

Potential Ethical Problems

Every research is faced with possible ethical issues and so is this one. Ethical issues may

arise when the research includes a higher number of people than that which is considered to be

needed for effective research outcomes. Scope in this essence is that a good and effective research

needs to be well adjusted as well as effectively planned, designed and even ethically approved.

Conflicts of interest may also be present due to the amount of diverse people that will be studies.

It is vital to come up with effective ways in which to prevent this. Another ethical issue is the

redundant publication along with plagiarism. Originality is key in every research and issues of

copyright should be avoided. Moreover, there is the ethical issue of data analysis whereby data

may be analyzed inappropriately causing recession feelings to the studied groups.

Limitations of Research Proposal

There are various limitations that may make this research inconveniencing or ineffective.

Understand the prevalent limitations is vital to know how to prepare for the actual research. First

and foremost, there is the budgetary limitations. The high costs entailed in surveying as well as

interviewing individuals usually limits the use of these strategies in carrying out studies. Another

limitation is regarding the aspect of logistics. There are great challenges in attaining the needed

individuals along with equipment to carry out a study. Time restrictions may also be an issue due

to the amount of people that are needed to be interviewed may be more. There is also the issue of

unknown target population size which are due to the lack of data on all the existing utilizers .

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Conclusion

The indispensable type of nature regarding the aspect of diversity management as a form

of concept is considered to be no longer contestable since it has become a key necessity for any

company which wishes to have an optimized productivity regarding its identified workforce.

Organizations, as well as firms, are presently faced with external rivalries that arise from a

globalized type of workforce which requires the application regarding a diversified management

set of principles along with culture and the aspect of managerial thinking. A globalized workforce

places big expectations on the managers on the identified need to attain a higher premium on the

associated appropriate management regarding a diversified workforce. Management of diverse

workforce is vital in facilitating efficiency as well as feasibility in organizations and in the

performance and success of the organization. It should be managed well for a higher competitive

advantage (Soifer & Pickering-Bernheim, 2014).

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References

Beham, B., Straub, C., & Schwalbach, J. (2012). Managing diversity in organizations. Wiesbaden,

Germany: Gabler.

Borch, K., Dingli, S., & Jørgensen, M. S. (2013). Participation and interaction in foresight: Dialogue,

dissemination and visions.

Casad,B. & Bryant, W. (2016). Addressing Stereotype Threat is Critical to Diversity and Inclusion in

Organizational Psychology. Frontiers in Psychology, 7. https://doi-org.proxy-

library.ashford.edu/10.3389/fpsyg.2016.00008

Lee, I. (2018). Diverse methods in customer relationship marketing and management.

Lichtman, M. (2013). Qualitative research for the social sciences.

Ritter, F. E. (2013). Running behavioral studies with human participants: A practical guide. Los

Angeles: SAGE.

Soifer, S., McNeely, J. B., Costa, C., & Pickering-Bernheim, N. (2014). Community economic

development in social work. New York: Columbia University Press.