首页
登录
职称英语
Passage One (1) From the Chrysler Corporation to the Central Intellige
Passage One (1) From the Chrysler Corporation to the Central Intellige
游客
2023-11-24
30
管理
问题
Passage One
(1) From the Chrysler Corporation to the Central Intelligence Agency, cultural diversity programs are flourishing in American organizations today. Firms can no longer safely assume that every employee walking in the door has similar beliefs or expectations. Whereas North American white males may believe in challenging authority, Asians tend to respect and defer to it. In Hispanic cultures, people often bring music, food, and family members to work, a custom that U. S. businesses have traditionally not allowed. A job applicant who won’t make eye contact during an interview may be rejected for being unapproachable, when according to her culture, she was just being polite.
(2) As a larger number of women, minorities, and immigrants enter the U. S. work force, the workplace is growing more diverse. It is estimated that by 2008 women will make up about 48 percent of the U. S. work force, and African Americans and Hispanics will each account for about 11 percent; by the year 2050,minorities will make up over 50 percent of the American population.
(3) Cultural diversity refers to the differences among people in a work force due to race, ethnicity, and gender. Increasing cultural diversity is forcing managers to learn to supervise and motivate people with a broader range of values systems. According to a recent survey by the American Management Association, half of all U. S. employers have established some kind of formal initiative to promote and manage cultural diversity. Although demographics isn’t the only reason for the growth of these programs, it is a compelling one. An increasing number of organizations have come to believe that diversity, like quality and customer service, is a competitive edge. A more diverse work force provides a wider range of ideas and perspectives and fosters creativity and innovation. Avenues for encouraging diversity include recruiting at historically black colleges and universities, training and development, mentoring, and revamped promotion review policies. To get out the message about their commitment to diversity, many organizations establish diversity councils made up of employees, managers, and executives.
(4) Although many Fortune 500 companies are making diversity part of their strategic planning process, some programs stand out from the crowd.
(5) At Texas Instruments, strategies for enhancing diversity include an aggressive recruiting plan, diversity training, mentoring, and an incentive compensation program that rewards managers for fostering diversity. Each business unit has a diversity manager who implements these strategies and works closely with the company’s Diversity Network. The network provides a forum of employees to share ideas, solicit support, and build coalitions.
(6) Convinced that strengthening diversity is a business imperative, Du Pont has established several programs to achieve that goal. In addition to training workshops and mentoring, Du Pont has established over 100 multicultural networks through which employees share work and life experiences and strive to help women and minorities reach higher levels of leadership and responsibility within the organization. Over half of Du Pont’s new hires for professional and managerial positions are minorities and women.
(7) Disney World’s director of diversity wants theme park guests to see themselves reflected in the diversity of Disney’s employees. Working to attract diverse employees, Disney hopes to convince them that the organization understands, respects, and values who they are. By holding a variety of diversity celebrations every year—including Dr. Martin Luther King’s Birthday, Asian-Pacific Heritage Month, Hispanic Heritage Month, Disability Awareness Month, and Native American Heritage Month—Disney opens the door to this kind of understanding.
(8) What do we learn from strong, successful diversity program such as these, as well as similar programs at Microsoft, Xerox, Procter & Gamble and Digital Equipment Corporation? First, they can go a long way toward eliminating prejudice in the workplace and removing barriers to advancement. Second, to be more than just the latest corporate buzzword, diversity programs require commitment from the top and a culture that supports an inclusive environment. [br] Which of the following is NOT mentioned as cultural diversity in the passage?
选项
A、Asians tend to show submissiveness to their seniors.
B、Spanish-speaking people enjoy gathering with their family members.
C、Africans try to avoid eye contact to show their respect.
D、Americans might be innovators defying the experts in some fields.
答案
C
解析
转载请注明原文地址:https://tihaiku.com/zcyy/3214720.html
相关试题推荐
PASSAGEFOUR[br]WhatisagooddanceaccordingtoGalili’sunderstandingofda
PASSAGEFOUR[br]WhatdidMr.Galili’smovingfromAmsterdamtoGroningenturn
PASSAGETWOContent.第4段中作者讲述了自己角色转换的过程以及对此的感受,从倒数第2句的awondrousbeginning(一个奇妙的开头
PASSAGEONE[br]WhatcanbeinferredfromradicalIslamicpartiesinlocalelec
PASSAGEONE[br]WhatdoesMrNasheedthinktobetheconditionofelectionshol
PASSAGETHREE[br]WhatwastheappearanceofBEATLESregardedas?Anoutstanding
PASSAGETWO[br]Whatdoes"odious"inthelastparagraphmean?Extremelyunpleas
PASSAGETWO[br]WhatwasStephen’sfeelingstowardsMaggie?Intenselove.倒数第2段第3
PASSAGEONE[br]Inmanypeople’view,what’sthemaincauseofmen’saggressive
PASSAGETHREE[br]Whatdoes"atrioofcrises"(thesecondparagraph)mean?Crises
随机试题
Theworddebtsin"veryfewdebtsareleftunpaid"inthefirstparagraphmeans
MakingtheStudenttheStarInthepast6yearsIh
在下列各项中属于会计从业资格考试报名基本条,的有()。A.遵守会计和其他财经法律
下列关于肝素的叙述,错误的是()A.可增加纤溶酶的活性 B.过量可致出血
舞蹈动作适合被()的韵律活动所采用。A.小小班 B.小班 C.中班 D.
甲、乙两人在一条400米的环形跑道上从相距200米的位置出发,同向匀速跑步。当甲
张女士年龄大了,没有能力耕种自己的土地,近年由儿子照顾,土地也由儿子打理,过年时
王先生想为母校成立一项永久性奖学金,现在投资400000元,年利率为8%, 则
A国甲公司将其所属的一艘船舶光船租赁给B国乙公司进行经营,租赁期间为一年(从
省级发展规划须按程序报送()进行衔接。A.国家发展规划 B.国务院发展改
最新回复
(
0
)