Term Paper: Virginia Department of Social Service

Pages: 10 (2940 words)  ·  Bibliography Sources: 1+  ·  Level: College Senior  ·  Topic: Business - Management  ·  Buy This Paper

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[. . .] [Michael & Ronni 2000].

VDSS is an organization, which has committed itself to the service of the people, and to achieve that goal it has to be diverse. The reason for this is that VDSS unlike many organizations is a social service organization, solving, helping, supporting and providing assistance to dispossessed people. People have different kinds of social problems; the problems that VDSS deal with specifically are Community service, assisting neighborhood, education, employment and providing family funds. These problems or assistance need diverse solution, because though the problems are same it needs different solutions according to the particular makeup of the community, family and individual. Diversity in an organization more than anything breeds creation and innovation and for an organization like VDSS is it a necessity. It cannot afford to be homogenous because the result of that is stagnation and the end of creativity and innovation, which I think is the life blood for organizations like VDSS and of course for human progress. It is only working together, with diverse people and with mixed workplace that VDSS can achieve its goals. This is not true not only for VDSS but for other organizations and nations.

The Executive Order 1 of Commonwealth of Virginia, which serves as the policy of VDSS towards diversity, ethics and equal opportunity for its services and also for its employees, provide strong emphasis on diversity. The policy specifically prohibits discrimination on the bases of race, sex, color, national origin, religion, age or political affiliation, or against otherwise qualified persons with disabilities [Warner, 2002]. The VDSS has also put a strong emphasis on diversity and is impartial in providing social services and also about its employees. The VDSS has achieved these high standards because it has been tuned with the policy of Commonwealth and it has never compromised on low standards and always judged its employees on their qualification. Not only this, the organization prohibits discrimination of every kind, particularly on the basis of color, ethnicity, sex and race. The evidence for this policy is reflected in its structure, the majority of the workers in VDSS are female. This not only shows that the company does not discriminate on sex, color and race and also shows that it has not compromised on mediocrity and has employed qualified employees which devised quality programs and provide the best possible service. Another aspect of its strong emphasis on diversity is that the structure of organization is composed of different workforce from different background and race. African-Americans represent a large part of the workforce and though they are not in top management, still these employees have considerable numbers in the organization. Other minorities and ethnic group like Latin American and Asian-American do have positions in top management. How innovative an organization is reflects its richness, diversity and its progress in this technological era. More than ever diversity rewards those who are willing and bold enough to exercise it. VDSS not only has a diverse workforce but its programs its assistance and help goes to diverse communities and people. The company does not discriminate on the basis of color and race and provides its assistance and help to whomever it sees necessary. The company through its volunteers and other assistance has helped making connections between cultures, the mixing of different races, ethnic groups and nationalities and has worked in debasing the distinction of race, color and ethnicity [Sparkes 1995].

The Executive Order 2 also emphasizes the recruitment of qualified minorities, women, disabled persons, and older Virginians to serve at all levels of organizations. It also protects the privacy of employees in the workplace. In many organizations over fourteen million employees in United States have their privacy been violated in one form or another. Due to this privacy issue the Virginia Commonwealth has also put the strong emphasis on privacy of employees and ethics. Workers in United States are exposed to many types of privacy issues, including monitoring, tracking and holding personal information. In addition these abuses include drug testing, closed circuit video monitoring, Internet monitoring and filtering, E-mail monitoring, phone monitoring, personality and psychological testing a keystroke logging. These privacy abuses not only are against the constitutional laws but also diminish employee moral and dignity and increase their work stress. [Benner 2001]

The VDSS has a strong policy regarding employee's rights and is against all kinds of abuse and discrimination against the employees. It is the policy of that company that personal information about the employee and citizen is collected only to the extent necessary to provide the service or benefit desired and that all employees and citizens understand that the reason information is collected.

The organizational values of workplace, social interaction, work cooperation, sharing are important pillars of any organization and necessary for its growth. Above all and to the conclusion of our discussion a diverse, mixed, environment plays a significant role in organizational creativity, on individual and organizational level. There has been little evidence of a sustained growth by any organization that discriminates on the bases of race, color and ethnicity in today's world. To increase growth and success in this global world, where different cultures are coming together and for any organization to survive, it has to cater and understand different cultures and behavior of the people. In this highly advanced technological era organization also has to arm themselves not only with latest technology but also with diverse workforces to ensure innovation, creativity and to compete in this ever-changing world and diversity is the best method to increase creativity [Makower 1994].

The VDSS with its nature of service and with its structure is a model organization, which has successfully achieved its many goals by its qualified and diverse workforce and by providing service without any discrimination and partiality. The nature of VDSS also is such that it has to devise various programs for various different people, of different race, community and culture and this is the reason is has to be even creative and committed to their work. With the Executive Order 2 as their policy towards equal opportunity and diversity they have done a very good job. They have not compromised on lower standards and from top to bottom in their management and other areas there are female workers, African-Americans, Latin Americans and Asian-American in all levels of the organization. This is the sign of a diverse organization and a one, which is committed towards its work and achieving its goal.

Sources

VDSS "Virginia Department of Social Service" Official website, 2002 at http://www.dss.state.va.us/geninfo/privacy.html

Warner, Mark, 2002, Governor "Executive Order 2 COMMONWEALTH OF VIRGINIA OFFICE OF THE GOVERNOR, Equal Opportunity" available at http://www.governor.state.va.us/Press_Policy/Executive_Orders/html/EO_01.html

Cherrington, David J.; Middleton, Laura Zaugg, 06-01-1995, An introduction to global business issues. . Vol. 40, HR Magazine.

Fox, Jon Michael and Fox, Ronni Lea., 2000. Exploring the Nature of Creativity Dubuque, Iowa: Kendall/Hunt Pub. Co. 192pp

Benner, Jeffrey, 2001, "Privacy at Work? Be Serious" accessed on 12-10-2002 available at http://www.wired.com/news/print/0,1294,42029,00.html

Sparkes, R., 1995, The Ethical Investor. How to make money work for society and the environment as well as for yourself. London.

Makower, J. 1994, Beyond the Bottom Line. Putting Social Responsibility to Work for Your Business and the World. New York.

Basadur, M.S., Pringle, P., Speranzini, G.D., & Bacot, M., 2000, Collaborative problem solving through creativity in problem definition: Expanding the pie. Creativity and Innovation Management, 9 (1), 54-76.

Bell, E.L., 1988-1989, Racial and ethnic diversity: The void in organizational behavior courses. Organizational Behavior Teaching Review, 13(4), 56-67.

Bonacich, E., 1976, Advanced capitalism and Black/White relations in the United States: A split labor market interpretation. American Sociological Review, 41, 34-51.

Cherrington, David J.; Middleton, Laura Zaugg, 06-01-1995, An introduction to global business issues. . Vol. 40, HR Magazine.

VDSS "Virginia Department of Social Service" Official website, 2002 at http://www.dss.state.va.us/geninfo/privacy.html

Warner, Mark, 2002, Governor "Executive Order 2 COMMONWEALTH OF VIRGINIA OFFICE OF THE GOVERNOR, Equal Opportunity" available at http://www.governor.state.va.us/Press_Policy/Executive_Orders/html/EO_01.html

Basadur, M.S., Pringle, P., Speranzini, G.D., & Bacot, M., 2000, Collaborative problem solving through creativity in problem definition: Expanding the pie. Creativity and Innovation Management, 9 (1), 54-76.

Sparkes, R., 1995, The Ethical Investor. How to make money work for society and the environment as well as for yourself. London.

Benner, Jeffrey, 2001, "Privacy at Work? Be Serious" accessed on 12-10-2002 available at http://www.wired.com/news/print/0,1294,42029,00.html

Fox, Jon Michael and Fox, Ronni Lea., 2000. Exploring the Nature of Creativity Dubuque, Iowa: Kendall/Hunt Pub. Co. 192pp

Makower, J. 1994, Beyond the Bottom Line. Putting Social Responsibility to Work for Your Business and the World. New York. [END OF PREVIEW]

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