Use this URL to cite or link to this record in EThOS: http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.629249
Title: The lived experiences and discourses of African Americans working in multinational organisations in the United States of America and abroad
Author: Ross, D.
Awarding Body: Nottingham Trent University
Current Institution: Nottingham Trent University
Date of Award: 2012
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Abstract:
Diversity is a word that holds many different meanings for different people. In addition, organisations continue to grow and are becoming more diverse in terms of gender, race, ethnicity and inclusion of other diverse groups. However, there exist a growing proportion of African Americans’ in the workplace that hold significantly fewer top management positions than their white counterparts. Using a phenomenological approach, this study investigated if African Americans’ views on diversity in the work environment were in tune with one another, and if they believed (white) top management’s views on diversity were the same as their own views. The main aim of document five is to determine what are the different attributes used, if any, by African Americans’ when discussing the topic of diversity as it relates to the work environment in multinational organisations (MNOs) and if they believed (white) top management used the same attributes to describe diversity. Key findings that emerged from this study include how African American participants viewed diversity in terms of advancement towards top management positions and representation in their organisations. However, African American participants believed (white) top management viewed diversity as reaching a certain percentage of minorities’ in an organisation as a whole. This conceptual difference in diversity, according to participants, also appeared to cause tension and misunderstanding when the two groups communicated with one another regarding matters that took place in work office. Other key findings that emerged included how the non-implementation of a diversity policy/strategy constrained the development of a supportive organisation culture for African Americans’ as well as, contributed to the perceived discrimination of African American participants of this research study from gaining senior roles within their organisations. The absence of an effect implementation of a diversity policy/strategy and the apparent limitations to achieve top management position within their respective organisations reinforced the idea by participants of this research study of their organisations having a lack of diversity within the organisational environment. The conclusion of this document proposes possible solutions for (white) top management to better understand its African American employees and address their issues with advancing in the organisation, such as: providing mentoring programs and initiating diversity workshops for all employees to attend. In addition, the conclusion proposes ideas to coincide with today’s diversity training initiatives, as well as, offering possible ideas and methods for (white) top management and African Americans’ to better coexist in the workforce.
Supervisor: Not available Sponsor: Not available
Qualification Name: Thesis (D.B.A.) Qualification Level: Doctoral
EThOS ID: uk.bl.ethos.629249  DOI: Not available
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