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Thesis/Dissertation Information
- Degree Disciplines:
- Education
Notes
- Abstract:
- Purpose: The world changed forever on September 11, 2001, when nineteen Muslim extremists of Arabic descent used jet liners filled with innocent people as weapons to kill thousands in New York City, Washington, D. C. and Shanksville, Pennsylvania. It was immediately feared that there would be reprisals against all people of Arabic origin, especially Muslims. Those fears were realized in the days immediately following September 11th, as a number of hate crimes were reported against Arab Americans and Sikhs. Moreover, Equal Employment Opportunity Commission (EEOC) workplace discrimination complaints filed by Arab Americans, Muslims and Sikh employees rose dramatically. In the six plus years since the events of 9/11, these issues of discrimination have continued to plague not only society at large, but more specific to this study, the workplace as well. As workplace discrimination targeting Arabs, Muslims or those that appear to fall into these groups is occurring all over the United States, it is necessary and critical to examine how employees’ perceptions of discrimination are being dealt with in a learning organization. Method: A qualitative case study method was chosen for this study. The primary data collection method employed was in-depth interviews. The interview participants were chosen using purposeful sampling. The participants consisted of six senior management level employees who have input into the organization’s strategic planning. In addition, the participants were required to have been employed with the organization for a minimum of seven years. The interviews were supplemented with historical and archival documents obtained from the organization, as well as public and government records concerning the organization. The data was synthesized and analyzed through the use of data reduction, data display, as well as, conclusion drawing and verification. Common themes were then identified and reported in narrative form. Major Findings: In theory, learning organizations are continually expanding their knowledge and are constantly learning. The theory of social identity was employed in an effort to more fully understand the human interaction that takes place within these organizations, specifically with respect to discrimination. The findings clearly showed that this learning organization embraces a culture of non-discrimination. This culture of inclusion appears to be pervasive throughout the organization. As a result, no extraordinary measures were required in the aftermath of the events of 9/11, to protect Arabs, Muslims, or those that appear to fall into those groups from discrimination; either real or perceived. This study provides no significant increase in knowledge in the area of social identity theory.
- Thesis:
- Thesis (Ph.D.)--Barry University, 2008.
- Bibliography:
- Includes bibliographical references (leaves 101-115).
Record Information
- Source Institution:
- Barry University
- Holding Location:
- Barry University Archives and Special Collections
- Rights Management:
- Copyright John D. Anderson.. Permission granted to Barry University to digitize, archive and distribute this item for non-profit research and educational purposes. Any reuse of this item in excess of fair use or other copyright exemptions requires permission of the copyright holder.
- Resource Identifier:
- HD4903.5.U58 2008_AndersonJohn ( BU-Local )
- Classification:
- HD4903.5.U58 2008 ( lcc )
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