First Advisor

Devorah A. Lieberman

Term of Graduation

Fall 1993

Date of Publication

10-6-1993

Document Type

Thesis

Degree Name

Master of Science (M.S.) in Speech Communication

Department

Speech Communication

Language

English

Subjects

Diversity in the workplace -- Oregon -- Portland Metropolitan Area, Multiculturalism -- Study and teaching -- Oregon -- Portland Metropolitan Area, High technology industries -- Employees -- Training of -- Oregon -- Portland Metropolitan Area

Physical Description

1 online resource (3, viii, 171 pages)

Abstract

This study describes human resource personnel, company manager, and self-employed diversity trainer perceptions of diversity training needs in greater Portland, Oregon hi-tech organizations. The research questions are: 1) What are the most frequently reported diversity training needs among human resource personnel and company managers currently working in Portland hi-tech businesses? 2) What do trainers specializing in diversity training report are the diversity training needs for employees currently working in Portland hi-tech businesses?

A phenomenological perspective as an interpretive approach to inquiry was the theoretical framework implemented in this study. Three areas of literature were reviewed: first, current company diversity training programs and current offerings by trainers in diversity training; second, organizational communication literature based in social perception; and third, U.S. cultural values in organizations. The researcher conducted twelve face-to-face audio taped interviews with 3 human resource personnel and 5 company managers currently employed in Portland area hi-tech businesses, as well as 4 self-employed diversity trainers who contract with Portland area hi-tech companies.

Company employees and diversity trainers responded to open- and closed-ended questions, the responses to which were analyzed using qualitative, interpretive methods. Emergent themes were identified and categorized as follows. Two categories emerged from the data across human resource personnel, company manager, and trainer responses: perceptions of the meaning of diversity and diversity training needs. Two categories were unique to company employees: current company training program emphases and designing diversity training programs. Three categories were unique to diversity trainers: diversity training beliefs, diversity training programs, and outcomes of diversity training programs.

Results derived from data analysis suggest that human resource personnel and company managers generally perceive a need for diversity training to address perceived 3 neglected employee group needs. The hi-tech companies represented in this sample, however, are only in the planning stages in developing such programs. Ten of the twelve participants recommended that companies need to acquire upper management support if diversity training for employees is to be developed and institutionalized as company policy. Then, Portland hi-tech companies would more effectively compete with other hi-tech corporations while successfully utilizing and motivating employees of all diversities.

The limitations and contributions of the study are summarized in the thesis. Last, suggestions for future research include discussions of quantitative and narrative analyses, as well as potential for an expanded sample size, population, and generalizability of the study.

Rights

In Copyright. URI: http://rightsstatements.org/vocab/InC/1.0/

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Persistent Identifier

https://archives.pdx.edu/ds/psu/44506

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