DIVERSITY MANAGEMENT PRACTICES AND ORGANIZATIONAL PERFORMANCE IN PAKISTAN

Diversity management practices are becoming the norm of the day and a challenge for HR managers. Keeping this organizational reality in mind, the main purpose of the research is to explain the relationships between diversity management practices and organizational performance. Hypotheses has been developed and the diversity management practices, and the organizational performance have been measured using the Employees’ perception of diversity management practices (EPDMP) scale and on a sample size of 514 employees from public and private sector organizations across Pakistan. The results confirm the relationship between diversity management practices and organizational performance.  It has been concluded that higher workforce diversity does not automatically produce an inclusive climate, specific working environment is required to support workforce diversity where diverse employees are valued and appreciated. Lastly, some practical implications for HR managers and policy makers have also been discussed

Program „nowej” estetyki wobec oczekiwań archeologów

The article is devoted to considerations regarding the idea of „new aesthetics” and its importance for archeology, especially prehistoric archeology. The current scientific reality as exceeding current paradigms and expanding research fields is diagnosed. This process also applies to the borders of art, which until recently seemed to be established, fixed and guaranteeing its clear separation from other spheres of life. The article shows aesthetics as noting this process and subject to change. This complicated current situation has created the idea of „new aesthetics”, entering new areas that previously did not belong to art or aesthetics. Similarly, the methods of analyzing these phenomena do not have a predetermined status. This gives new opportunities, especially when you notice the manifestations of universal aesthetics. They also relate to prehistoric archeology, giving it the opportunity to participate in the discourse proposed by „new aesthetics.”The article is devoted to considerations regarding the idea of „new aesthetics” and its importance for archeology, especially prehistoric archeology. The current scientific reality as exceeding current paradigms and expanding research fields is diagnosed. This process also applies to the borders of art, which until recently seemed to be established, fixed and guaranteeing its clear separation from other spheres of life. The article shows aesthetics as noting this process and subject to change. This complicated current situation has created the idea of „new aesthetics”, entering new areas that previously did not belong to art or aesthetics. Similarly, the methods of analyzing these phenomena do not have a predetermined status. This gives new opportunities, especially when you notice the manifestations of universal aesthetics. They also relate to prehistoric archeology, giving it the opportunity to participate in the discourse proposed by „new aesthetics.

Diversity Management and Organizational Performance in Pakistan

Purpose The main purpose of research is to examine the relationships between diversity management and organizational performance along with the fostering role of leadership dimensions. Methodology Diversity management practices have been measured using the EPDMP scale on a sample of 514 employees from organizations across Pakistan and data were collected from employees of universities. The PLS-SEM was used as the main technique for data analysis. Findings Results show that higher workforce diversity does not automatically produce inclusive climate-specific diversity inclusive leadership dimensions are required to support diversity environment where employees feel valued and appreciated. Further, the results confirm that the diversity-inclusive leadership dimensions moderate the relationship between diversity management and organizational performance. Conclusions The study concluded that diversity management has a positive and significant direct impact on organizational performance. Therefore, policymakers need to devise human resource statutes, rules, regulations, policies, and practices that promote a heterogeneous workforce in organizations and offer equal opportunities to all employees unrestricted by individual employee identities such as gender, race, ethnicity, education, religion, function, and abilities. Practical implications The findings are very helpful for HR managers for effective diversity management to enhance their organizational performance. Originality/value: The study explains the association of diversity management practices and organizational performance and moderating role of diversity leadership dimensions

Uncovering The Legacy of Policy An Ethnographic Account of a Secondary School’s Commitment to Creativity

Uncovering The Legacy of Policy. An Ethnographic Account of a Secondary School’s Commitment to Creativity By Pauline Moger In the field of policy to date there is a tendency to focus upon the complexities of process associated with policy enactment; investigating the relationship between national policy discourse and the ways in which this discourse is creatively reconstituted in school-based contexts of practice. This thesis is concerned with the ways in which a school-based commitment to a specific policy – in this instance creativity – is sustained and has a legacy even after national policy discourse and priorities have changed. The thesis employs an overarching ethnographic method and qualitative inquiry of the ‘field’ through which the research questions and aims are explored. The research approach adopted is a case study. The nature of relations and relationships in consideration and enactment of policy as legacy is examined and presented. A symbolic interactionist framework is employed to understand and interpret the interactional processes involved in the policy legacy of creativity. The study identifies key factors and elements that play a critical part in a continued commitment to creativity in education, enacted through policy as a continuum of practice, building upon the seminal work of scholars such as Ball, Braun and McGuire. In this process this study locates and understands the context and significance of interaction between key policy actors pivotal to sustaining and embedding a commitment to creativity and as such questions established policy enactment conceptualization