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Social Cohesion In Inclusive Organizations

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Theories and Framework Instrument Inclusive organizations are complex groups of individuals, who celebrate their differences, and are defined, not in spite of, but because of these unique characteristics (Northouse, 2018). This allows for social cohesion theory to be posited. According to the United Nations (UN), social cohesion creates the belief that one shares in a shared experience or moral community even more than the individual 's religion, family values, attitude towards homosexuality or other ideals; for the everyday operation of highly differentiated organization (Larsen, 2013). Social cohesion in a differentiated organization will most likely create competing values.
Organizations, like individuals, have competing needs for …show more content…

The risk is to assume causalities between protocols and artifacts or group culture as happened in the 2017 study by Radwan and Rashidan where diabetics in Gaza were asked to correlate their diabetic protocols to group culture with suboptional adherence to protocol (Radwan & Rashidan, 2017). Using the Kaiser-Meyer-Olk to measure sampling adequecy tests partial correlations, the research of Ebe and Ananth, 2017, once again shows this instrument works when keeping to the orginal design without modifications as a qualitative measure with an additional quantitative or empiracle instrument added (Ebe &Ananth, 2017). For these reasons, the OVF is a good fit for research questions on organizational traits and the variables chosen to determine the sustainabiity and organizational health of different organizational cultures and core …show more content…

This data has been rendered for additional use to map social conflict and cohesion, neither of these fit the study well as it is measured for localities rather than organizations. Modifications would be necessary to this instrument impacting the reliability and validity. Diversity Climate scale was developed by Kossek and Zonia (1993) which contains 20 items for 4 factors. It measures efforts to promote diversity, attitudes towards qualifications of racioethnic minorities, attitudes toward women qualifications, department support for women, and department support for racio-ethnic minorities. This scale does not measure the secondary level of diversity or thought, rendering it less effective.
Hegarty and Dalton (1995) developed Organizational Diversity Inventory (ODI) which contains 20 items for 5 factors. The five factors are (a) Existence of Discrimination, (b) Discrimination Against Specific Groups, (c) Managing Diversity, (d) Actions Regarding Minorities, and (e) Attitudes Toward Religion. This tool comes closest to the CVF in effectively measuring diversity but does not impact health or inclusion values. This tool speaks more directly to the role of policy and actions instead of social cohesion and

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