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"Note: DIVERSITY IN ORGANIZATIONS is a comprehensive research-based text that will guide you through both the basics and details of the field. In-depth explorations of topics ranging from why diversity is important to how to become a diversity friendly employer provide practical information. You will also learn how to become a diversity-friendly employer, include workers often devalued, and how both dominant and non-dominant group members can work to effect change"

"Keberagaman merupakan suatu ciri khas identitas yang selalu melekat pada nilai-nilai sosialbudaya masyarakat Indonesia. Keberagaman juga menjadi motto bangsa Indonesia yang mempersatukan perbedaan yang ada, dalam nilai-nilai multikulturalisme. Namun pemahaman atas makna keberagaman ini tampak belum bisa membawa masyarakat Indonesia mengerti hingga ke akar pengertian atas keberagaman itu sendiri. Hingga sering sekali, kita melihat banyaknya perpecahan dan salah pengertian tentang bentuk keragaman yang ada didalam masyarakat Indonesia itu sendiri. Dengan demikian penulis mencoba untuk memberikan sedikit pandangannya terhadap persoalan atas ragam yang ada dengan menulis sebuah artikel ilmiah. Dengan menggunakan metode Dekonstruksi Jacques Derrida, teori Dekonstruksi Jacques Derrida digunakan dalam penelitian ini untuk membongkar dan merekonstruksi ulang makna keberagaman. Hal tersebut akan memperkaya pemahaman dan pengertian atas bentuk keberagaman yang ada di dalam masyarakat Indonesia itu sendiri. Dengan begitu masyarakat Indonesia dengan sendirinya bisa paham dan mengerti lebih baik tentang makna keberagaman. Dengan hasil penelitian bahwa perlunya rekonstruksi pemaknaan ulang makna keberagaman dengan sikap kritis, revitalisasi budaya hingga Pendidikan multikultural.

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Diversity is a characteristic of identity that is always attached to social values Indonesian culture. Diversity is also the motto of the Indonesian nation which unites existing differences, in the values ​​of multiculturalism. However, this understanding of the meaning of diversity does not seem to be able to bring Indonesian people to understand the roots of the understanding of diversity itself. Until very often, we see many divisions and misunderstandings about the forms of diversity that exist within Indonesian society itself. Thus the author tries to provide a bit of his views on the problem of the existing variety by writing a scientific article. By using Jacques Derrida's Deconstruction method, Jacques Derrida's Deconstruction theory is used in this study to dismantle and reconstruct the meaning of diversity. This will enrich the understanding and understanding of the forms of diversity that exist within Indonesian society itself. That way the Indonesian people themselves can better understand and understand the meaning of diversity. With the results of the research that it is necessary to reconstruct the meaning of diversity with a critical attitude, cultural revitalization to multicultural education."

"Penelitian ini bertujuan untuk menganalisis pengaruh langsung maupun tidak langsung dari dukungan terhadap keberagaman tenaga kerja dan toleransi terhadap ambiguitas pada kinerja individu karyawan di Indonesia. Pengaruh tidak langsung diperantarai oleh variabel perilaku kreatif. Peneliti mengolah 398 data yang berasal dari penyebaran kuesioner pada karyawan perusahaan swasta dan instansi pemerintah di Indonesia, khususnya bagi yang bekerja dalam tim, menggunakan metode Structural Equation Model (SEM) dengan bantuan perangkat lunak LISREL 8.80. Penelitian ini juga menggunakan metode Independent Sample T-Test untuk membandingkan rata-rata variabel pada beberapa kelompok responden. Penelitian ini menemukan bahwa dukungan terhadap keberagaman tenaga kerja memiliki pengaruh positif pada kinerja individu namun tidak memiliki pengaruh pada perilaku kreatif. Sedangkan toleransi terhadap ambiguitas memiliki pengaruh positif pada perilaku kreatif dan kinerja individu. Selanjutnya, penelitian ini menemukan terdapat perbedaan rata-rata dukungan terhadap keberagaman tenaga kerja, toleransi terhadap ambiguitas, dan perilaku kreatif antara karyawan di perusahaan swasta dan instansi pemerintah.

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This study aims to analyze both direct and indirect effect of support for workforce diversity and tolerance of ambiguity on individual work performance of employees in Indonesia. The indirect effect is mediated by creative behavior. This study involved 398 data collected from questionnaires filled out by of employees working in private company and government institution in Indonesia, especially for those who are working with team, using Structural Equation Model (SEM) method and processed by LISREL 8.80 software. This study also used Independent Sample T-Test to test the mean differences of all variables for some groups of respondents. The result showed that support for workforce diversity had positive impact on individual work performance, but had no impact on creative behavior. While tolerance of ambiguity had positive impact on creative behavior and individual work performance. Furthermore, this study found that there are mean differences on support for workforce diversity, tolerance of ambiguity, and creative behavior between employees working in private company and employees in government institution."

"Organizations must learn to embrace and celebrate diversity as a business practice. But how do you ensure that your diversity programs met the demands of the global marketplace? This issue not only presents key demographic and workforce information, but gives you practical tips, techniques, and exercises that you can apply as you design the most appropriate diversity training program for your organization."

"Those who choose to be consulting psychologists aim to make a difference in organizations and in the lives of the individuals and groups within them. In this book, Rodney L. Lowman translates theory and research into an accessible overview that will familiarize readers from multiple disciplines with this important work. Lowman reviews how consultation helps clients at three levels: Individual, group, and organizational. Using case examples, he illustrates issues that can arise at each level and describes appropriate tools for assessment and intervention. Readers will learn how consultants screen potential job candidates; coach individuals to adapt to new roles and manage relationships with colleagues; evaluate and improve work group dynamics, such as communication patterns; and work with different organizational cultures to enhance system-wide processes and structures. Leadership is given special focus as a complex topic that spans all three levels of expertise. Multiculturalism and internationalism are also stressed as competencies that consulting psychologists must possess in our increasingly globalized society"