Thursday, June 30, 2011
Wednesday, June 29, 2011
Emmett Till Blog; Murder in the Mississippi Delta; Civil Rights Cold Cases
Emmett Till Blog; Murder in the Mississippi Delta; Civil Rights Cold Cases -- What do Michele Bachmann, Kudzu and Emmett Till have in common?
Thursday, June 23, 2011
Emmett Till Blog; Murder in the Mississippi Delta; Civil Rights Cold Cases: Emmett Till eBook Price Now 99 Cents
Author of the print and eBook, Who Killed Emmett Till, Susan Klopfer, believes that the story of a 14-year-old black Chicago youth killed in 1955 is still important. "More people need to know this pivotal civil rights cautionary story. I hope they can learn from my eBook as the 56th anniversary of young Till's death approaches in August.
Continued --
Continued --
Friday, June 17, 2011
Wednesday, June 15, 2011
Diversity Briefings Newsletter: Lack of Diversity, Discrimination Can Cause Mental...
Diversity Briefings Newsletter: Lack of Diversity, Discrimination Can Cause Mental...: "A story in today's Legal Industry News by KCJ News Service states that many minority workers 'feel discriminated against' Employment law d..."
Tuesday, June 14, 2011
Juneteenth (June 19) Oldest Celebration Commemorating Ending of Slavery in U.S.
For more information, visit
http://juneteenth.com
The celebration known as Juneteenth is enjoying a phenomenal growth rate within communities and organizations throughout the country. Institutions such as the Smithsonian, the Henry Ford Museum and others have begun sponsoring Juneteenth-centered activities. In recent years, a number of local and national Juneteenth organizations have arisen to take their place along side older organizations - all with the mission to promote and cultivate knowledge and appreciation of African American history and culture.
It was on June 19, 1865 that the Union soldiers, led by Major General Gordon Granger, landed at Galveston, Texas with news that the war had ended and that the enslaved were now free. (Note that this was two and a half years after President Lincoln’s Emancipation Proclamation - which had become official January 1, 1863. The Emancipation Proclamation had little impact on the Texans due to the minimal number of Union troops to enforce the new Executive Order. However, with the surrender of General Lee in April of 1865, and the arrival of General Granger’s regiment, the forces were finally strong enough to influence and overcome the resistance.
Later attempts to explain this two and a half year delay in the receipt of this important news have yielded several versions. Often told is the story of a messenger who was murdered on his way to Texas with the news of freedom. Another, is that the news was deliberately withheld by the enslavers to maintain the labor force on the plantations. And still another, is that federal troops actually waited for the slave owners to reap the benefits of one last cotton harvest before going to Texas to enforce the Emancipation Proclamation.
No one will ever know if any of these versions could be true. Certainly, for some, President Lincoln's authority over the rebellious states was in question For whatever the reasons, conditions in Texas remained status quo well beyond what was statutory.
One of General Granger’s first orders of business was to read to the people of Texas, General Order Number 3 which began most significantly with:
"The people of Texas are informed that in accordance with a Proclamation from the Executive of the United States, all slaves are free. This involves an absolute equality of rights and rights of property between former masters and slaves, and the connection heretofore existing between them becomes that between employer and free laborer."
The reactions to this profound news ranged from pure shock to immediate jubilation. Even with nowhere to go, many felt that leaving the plantation would be their first grasp of freedom. North was a logical destination and for many it represented true freedom, while the desire to reach family members in neighboring states drove the some into Louisiana, Arkansas and Oklahoma.
The celebration of June 19th was coined "Juneteenth" and grew with more participation from descendants. Juneteenth continued to be highly revered in Texas decades later, with many former slaves and descendants making an annual pilgrimage back to Galveston on this date.
Certain foods became popular and subsequently synonymous with Juneteenth celebrations such as strawberry soda-pop. More traditional and just as popular was the barbecuing, through which Juneteenth participants could share in the spirit and aromas that their ancestors - the newly emancipated African Americans, would have experienced during their ceremonies. Hence, the barbecue pit is often established as the center of attention at Juneteenth celebrations.
Beginning in the early 1900s,s there was a decline in Juneteenth activities; text books proclaimed Lincoln’s Emancipation Proclamation of January 1, 1863 as the date signaling the ending of slavery - and little or nothing on the impact of General Granger’s arrival on June 19th.
The Civil Rights movement of the 50’s and 60’s yielded both positive and negative results for the Juneteenth celebrations. While it pulled many of the African American youth away and into the struggle for racial equality, many linked these struggles to the historical struggles of their ancestors. This was evidenced by student demonstrators involved in the Atlanta civil rights campaign in the early 1960’s, whom wore Juneteenth freedom buttons.
Again in 1968, Juneteenth received another strong resurgence through Poor Peoples March to Washington D.C.. Rev. Ralph Abernathy’s call for people of all races, creeds, economic levels and professions to come to Washington to show support for the poor. Many of these attendees returned home and initiated Juneteenth celebrations in areas previously absent of such activity. In fact, two of the largest Juneteenth celebrations founded after this March are now held in Milwaukee and Minneapolis.
On January 1, 1980, Juneteenth became an official state holiday through the efforts of Al Edwards, an African American state legislator. The successful passage of this bill marked Juneteenth as the first emancipation celebration granted official state recognition. Edwards has since actively sought to spread the observance of Juneteenth all across America.
http://juneteenth.com
The celebration known as Juneteenth is enjoying a phenomenal growth rate within communities and organizations throughout the country. Institutions such as the Smithsonian, the Henry Ford Museum and others have begun sponsoring Juneteenth-centered activities. In recent years, a number of local and national Juneteenth organizations have arisen to take their place along side older organizations - all with the mission to promote and cultivate knowledge and appreciation of African American history and culture.
It was on June 19, 1865 that the Union soldiers, led by Major General Gordon Granger, landed at Galveston, Texas with news that the war had ended and that the enslaved were now free. (Note that this was two and a half years after President Lincoln’s Emancipation Proclamation - which had become official January 1, 1863. The Emancipation Proclamation had little impact on the Texans due to the minimal number of Union troops to enforce the new Executive Order. However, with the surrender of General Lee in April of 1865, and the arrival of General Granger’s regiment, the forces were finally strong enough to influence and overcome the resistance.
Later attempts to explain this two and a half year delay in the receipt of this important news have yielded several versions. Often told is the story of a messenger who was murdered on his way to Texas with the news of freedom. Another, is that the news was deliberately withheld by the enslavers to maintain the labor force on the plantations. And still another, is that federal troops actually waited for the slave owners to reap the benefits of one last cotton harvest before going to Texas to enforce the Emancipation Proclamation.
No one will ever know if any of these versions could be true. Certainly, for some, President Lincoln's authority over the rebellious states was in question For whatever the reasons, conditions in Texas remained status quo well beyond what was statutory.
One of General Granger’s first orders of business was to read to the people of Texas, General Order Number 3 which began most significantly with:
"The people of Texas are informed that in accordance with a Proclamation from the Executive of the United States, all slaves are free. This involves an absolute equality of rights and rights of property between former masters and slaves, and the connection heretofore existing between them becomes that between employer and free laborer."
The reactions to this profound news ranged from pure shock to immediate jubilation. Even with nowhere to go, many felt that leaving the plantation would be their first grasp of freedom. North was a logical destination and for many it represented true freedom, while the desire to reach family members in neighboring states drove the some into Louisiana, Arkansas and Oklahoma.
The celebration of June 19th was coined "Juneteenth" and grew with more participation from descendants. Juneteenth continued to be highly revered in Texas decades later, with many former slaves and descendants making an annual pilgrimage back to Galveston on this date.
Certain foods became popular and subsequently synonymous with Juneteenth celebrations such as strawberry soda-pop. More traditional and just as popular was the barbecuing, through which Juneteenth participants could share in the spirit and aromas that their ancestors - the newly emancipated African Americans, would have experienced during their ceremonies. Hence, the barbecue pit is often established as the center of attention at Juneteenth celebrations.
Beginning in the early 1900s,s there was a decline in Juneteenth activities; text books proclaimed Lincoln’s Emancipation Proclamation of January 1, 1863 as the date signaling the ending of slavery - and little or nothing on the impact of General Granger’s arrival on June 19th.
The Civil Rights movement of the 50’s and 60’s yielded both positive and negative results for the Juneteenth celebrations. While it pulled many of the African American youth away and into the struggle for racial equality, many linked these struggles to the historical struggles of their ancestors. This was evidenced by student demonstrators involved in the Atlanta civil rights campaign in the early 1960’s, whom wore Juneteenth freedom buttons.
Again in 1968, Juneteenth received another strong resurgence through Poor Peoples March to Washington D.C.. Rev. Ralph Abernathy’s call for people of all races, creeds, economic levels and professions to come to Washington to show support for the poor. Many of these attendees returned home and initiated Juneteenth celebrations in areas previously absent of such activity. In fact, two of the largest Juneteenth celebrations founded after this March are now held in Milwaukee and Minneapolis.
On January 1, 1980, Juneteenth became an official state holiday through the efforts of Al Edwards, an African American state legislator. The successful passage of this bill marked Juneteenth as the first emancipation celebration granted official state recognition. Edwards has since actively sought to spread the observance of Juneteenth all across America.
Tuesday, June 7, 2011
'Refuse to Serve' Signs a 'Stupid Way to Do Business,' Diversity eBook Author Warns
(Gallup, NM) -- Any retailer that posts a sign announcing they “reserve the right to do business with anyone for any reason," might consider some business advice given by the author of a new, multicultural business eBook:
"That's a pretty stupid way to get new customers!"
Susan Klopfer, author of Cash In On Diversity, says she "can’t believe what I am seeing when I walk into retail stores with signs like this.
"What is going through the head of any business owner that appears to say, ‘Hey, if I don’t like the color of your skin, or how you look or act, I can tell you to leave my store and I don’t have to be rational or even follow the law’.”
Klopfer, a communication specialist, moved to New Mexico in January and said she is surprised that in a state with such a diversity of population, business ‘refusal’ signs are still common in many communities.
“For many people – whether or not they fit into a ‘minority’ classification, such a statement harkens back to the days when non-white people were actively discriminated against by racist retailers. So, why would any business owner in their proper mind – someone who wants to make money by serving as many people as possible -- post a potentially offensive sign in their store in this day and age,” she asks.
Klopfer, who holds a graduate degree in business and operates a small business, gives a quick sociology lesson: almost half, nearly 40 percent, of the U.S. population doesn’t fit the white family stereotype that made marketing in the 60s so easy – the image of June Cleaver and her popular family.
“Leave it to Beaver days are over! The changing cultural landscape of the country is exciting and offers so much opportunity. This requires all of us in business to think about the best way to start an engaging conversation.
An offensive sign that brings back memories of our country’s worst behaviors, the days of water hoses and black children being hosed down, simply is not a way to start a good conversation with any customer.”
Klopfer says she still remembers the “horrible images from the 1950s” when watching television with her parents, and often asks store owners to explain their signs when she sees them.
“It can be an interesting encounter. Sometimes, the store owner is quite defensive, even when I quietly explain how I feel about their sign and why. But I do think they get the message, and I ask others to ‘run’ the same ‘social experiment’.
"This type of bigotry, whether or not it is purposefully intended, really harms all of business and can be so hurtful.
“One has to wonder. Who is the store owner targeting? Would they kick out a gay couple holding hands? Do they want poor people to stay away? Are they directly targeting Native Americans? Often, the store owner can’t even answer these questions, probably because they haven’t given their sign enough thought in the first place. Yet, I am sure they want to have a successful business and make money from lots of customers.”
Cash In On Diversity, published by Smashwords (distributor of eBooks to the
Apple iBookstore, Barnes & Noble, Sony Reader Store, Kobo and the Diesel eBook Store) blends practical experience with academic findings and provides do-able solutions for companies that are trying to grow their customer base, capturing a better representation of ethnicity and cultures.
The 12 chapter eBook features a diversity and psychology FAQ contributed by a social and clinical psychologist, a discussion of five common diversity mistakes companies make, specific tips for communicating with non-native speakers, an 11-point organizational diversity analysis, the script from Klopfer’s popular diversity webinar, followed by a complete glossary of critical diversity terms (“from Abrahamic religions to xenophobia”).
Klopfer’s interest in diversity comes through her business and civil rights background. She holds a master’s degree in business from Indiana Wesleyan University and an undergraduate degree in communication from Hanover College. The former Missouri journalist and Prentice Hall editor wrote three civil rights books on the Mississippi Delta and also wrote a Book of-the-Month alternate selection on personal computing, published by Prentice Hall. She has also written books on home-based businesses and how to use the Internet.
Klopfer recently moved to Gallup, a highly multicultural community, where she opened a vintage and southwestern gallery – “a quiet, little shop in a multicultural community where I can write, enjoy art and meet interesting people.”
"That's a pretty stupid way to get new customers!"
Susan Klopfer, author of Cash In On Diversity, says she "can’t believe what I am seeing when I walk into retail stores with signs like this.
"What is going through the head of any business owner that appears to say, ‘Hey, if I don’t like the color of your skin, or how you look or act, I can tell you to leave my store and I don’t have to be rational or even follow the law’.”
Klopfer, a communication specialist, moved to New Mexico in January and said she is surprised that in a state with such a diversity of population, business ‘refusal’ signs are still common in many communities.
“For many people – whether or not they fit into a ‘minority’ classification, such a statement harkens back to the days when non-white people were actively discriminated against by racist retailers. So, why would any business owner in their proper mind – someone who wants to make money by serving as many people as possible -- post a potentially offensive sign in their store in this day and age,” she asks.
Klopfer, who holds a graduate degree in business and operates a small business, gives a quick sociology lesson: almost half, nearly 40 percent, of the U.S. population doesn’t fit the white family stereotype that made marketing in the 60s so easy – the image of June Cleaver and her popular family.
“Leave it to Beaver days are over! The changing cultural landscape of the country is exciting and offers so much opportunity. This requires all of us in business to think about the best way to start an engaging conversation.
An offensive sign that brings back memories of our country’s worst behaviors, the days of water hoses and black children being hosed down, simply is not a way to start a good conversation with any customer.”
Klopfer says she still remembers the “horrible images from the 1950s” when watching television with her parents, and often asks store owners to explain their signs when she sees them.
“It can be an interesting encounter. Sometimes, the store owner is quite defensive, even when I quietly explain how I feel about their sign and why. But I do think they get the message, and I ask others to ‘run’ the same ‘social experiment’.
"This type of bigotry, whether or not it is purposefully intended, really harms all of business and can be so hurtful.
“One has to wonder. Who is the store owner targeting? Would they kick out a gay couple holding hands? Do they want poor people to stay away? Are they directly targeting Native Americans? Often, the store owner can’t even answer these questions, probably because they haven’t given their sign enough thought in the first place. Yet, I am sure they want to have a successful business and make money from lots of customers.”
Cash In On Diversity, published by Smashwords (distributor of eBooks to the
Apple iBookstore, Barnes & Noble, Sony Reader Store, Kobo and the Diesel eBook Store) blends practical experience with academic findings and provides do-able solutions for companies that are trying to grow their customer base, capturing a better representation of ethnicity and cultures.
The 12 chapter eBook features a diversity and psychology FAQ contributed by a social and clinical psychologist, a discussion of five common diversity mistakes companies make, specific tips for communicating with non-native speakers, an 11-point organizational diversity analysis, the script from Klopfer’s popular diversity webinar, followed by a complete glossary of critical diversity terms (“from Abrahamic religions to xenophobia”).
Klopfer’s interest in diversity comes through her business and civil rights background. She holds a master’s degree in business from Indiana Wesleyan University and an undergraduate degree in communication from Hanover College. The former Missouri journalist and Prentice Hall editor wrote three civil rights books on the Mississippi Delta and also wrote a Book of-the-Month alternate selection on personal computing, published by Prentice Hall. She has also written books on home-based businesses and how to use the Internet.
Klopfer recently moved to Gallup, a highly multicultural community, where she opened a vintage and southwestern gallery – “a quiet, little shop in a multicultural community where I can write, enjoy art and meet interesting people.”
Saturday, June 4, 2011
No Quick Fix to Diversification, eBook Author Says; ‘But Here Are Some Tips’
News Release
Contact Susan Klopfer
505-728-7924
sklopfer@gmail.com
http://susanklopfer.com
Dramatic, positive change is more possible for any business when leadership is truly diverse, says the author of a newly published business eBook, Cash In On Diversity.
Susan Klopfer, who writes and consults on how to capitalize on diversity – says that businesses and organizations with ”true diversity of leaders” typically perform better financially and in other ways, too.
And she offers hope for business leaders on how to get there.
“These organizations show an increased capacity to link with new global and domestic markets, as well as an expanded access to global and domestic talent pools,” Klopfer said, citing findings from “Diverse City,” a project of the Greater Toronto, Canada Leadership Project and from her own experiences and informal data gathering.
Heightened innovation and creativity are also more possible within diverse organizations, along with strengthened social unity or cohesion -- “People who learn to respect each other’s differences, and who learn to treat each other using the Platinum Standard are simply going to work better together and there will be more rewards when this occurs – socially and economically.”
But Klopfer warns that too many organizations still haven’t grasped the “platinum standard,” a diversity management term coined by diversity management guru R. Roosevelt Thomas, Jr.
“This means listening and learning from others as to how they wish to be treated and understood, and not assuming you have the answers, stemming from your own personal ideas and values.”
Greater employee productivity and organizational performance can also be expected when there is a commitment to diversity. Thinking out of the box has been attributed to work done by diverse teams, for example.
“The Toronto Project found that diverse leaders are able to respond better to Canada’s increasingly multicultural markets, and that diverse leadership is more likely to attract and retain a diverse workforce.”
So how can any organization ensure diversity of leadership? And can a turn-around happen fast?
“First, make diversity a strategic priority,” Klopfer suggests.
“There should be a public commitment to diversity in leadership that sets the tone and creates the right conditions for change.”
Another tip – “Break out of your comfort zone and realize diversity requires change. You will have to take some risks. Leaders must learn to consider new options and to try new things.”
Klopfer tells about one Canadian company that was able to move quickly into diversity by capitalizing on their networks to increase board diversity.
“They approached some 450 community-based organizations to reach out to prospective board members, in essence, asking everyone they knew for recommendations. Then they created a grid system to assess, track and monitor qualifications.”
Group mentoring is still another way to help bring diversity into an organization’s culture, Klopfer said. “Find senior ambassadors within the organization and help them network with non-executives by sharing personal stories about their careers, and by leading discussions regarding challenges and opportunities for people to succeed.”
Always establish goals and measure results, Klopfer said. “Become publicly accountable by posting this information to website and other venues such as news releases and internal newsletters.
While these tips for moving to diversity may sound simple enough, Klopfer warns there is no quick fix to diversification. “It is a journey that will never be over.”
But creating a culture of diversity “will help put measures in place within the organization and to address what are called unconscious biases that too often pose obstacles to hiring and upward mobility of diverse people.”
Cash In On Diversity published by Smashwords (distributor of eBooks to the Apple iBookstore, Barnes & Noble, Sony Reader Store, Kobo and the Diesel eBook Store) blends practical experience with academic findings and provides do-able solutions.
The 12 chapter eBook features a diversity and psychology FAQ contributed by a social and clinical psychologist, a discussion of five common diversity mistakes companies make, specific tips for communicating with non-native speakers, an 11-point organizational diversity analysis, the script from Klopfer’s popular diversity webinar, followed by a complete glossary of critical diversity terms (“from Abrahamic religions to xenophobia”).
The Gallup, New Mexico writer holds a master’s degree in business from Indiana Wesleyan University and an undergraduate degree in communication from Hanover College. The former Missouri journalist and Prentice Hall editor wrote three civil rights books on the Mississippi Delta and also wrote a Book of-the-Month alternate selection on personal computing, published by Prentice Hall.
--END--
Contact Susan Klopfer
505-728-7924
sklopfer@gmail.com
http://susanklopfer.com
Susan Klopfer, who writes and consults on how to capitalize on diversity – says that businesses and organizations with ”true diversity of leaders” typically perform better financially and in other ways, too.
And she offers hope for business leaders on how to get there.
“These organizations show an increased capacity to link with new global and domestic markets, as well as an expanded access to global and domestic talent pools,” Klopfer said, citing findings from “Diverse City,” a project of the Greater Toronto, Canada Leadership Project and from her own experiences and informal data gathering.
Heightened innovation and creativity are also more possible within diverse organizations, along with strengthened social unity or cohesion -- “People who learn to respect each other’s differences, and who learn to treat each other using the Platinum Standard are simply going to work better together and there will be more rewards when this occurs – socially and economically.”
But Klopfer warns that too many organizations still haven’t grasped the “platinum standard,” a diversity management term coined by diversity management guru R. Roosevelt Thomas, Jr.
“This means listening and learning from others as to how they wish to be treated and understood, and not assuming you have the answers, stemming from your own personal ideas and values.”
Greater employee productivity and organizational performance can also be expected when there is a commitment to diversity. Thinking out of the box has been attributed to work done by diverse teams, for example.
“The Toronto Project found that diverse leaders are able to respond better to Canada’s increasingly multicultural markets, and that diverse leadership is more likely to attract and retain a diverse workforce.”
So how can any organization ensure diversity of leadership? And can a turn-around happen fast?
“First, make diversity a strategic priority,” Klopfer suggests.
“There should be a public commitment to diversity in leadership that sets the tone and creates the right conditions for change.”
Another tip – “Break out of your comfort zone and realize diversity requires change. You will have to take some risks. Leaders must learn to consider new options and to try new things.”
Klopfer tells about one Canadian company that was able to move quickly into diversity by capitalizing on their networks to increase board diversity.
“They approached some 450 community-based organizations to reach out to prospective board members, in essence, asking everyone they knew for recommendations. Then they created a grid system to assess, track and monitor qualifications.”
Group mentoring is still another way to help bring diversity into an organization’s culture, Klopfer said. “Find senior ambassadors within the organization and help them network with non-executives by sharing personal stories about their careers, and by leading discussions regarding challenges and opportunities for people to succeed.”
Always establish goals and measure results, Klopfer said. “Become publicly accountable by posting this information to website and other venues such as news releases and internal newsletters.
While these tips for moving to diversity may sound simple enough, Klopfer warns there is no quick fix to diversification. “It is a journey that will never be over.”
But creating a culture of diversity “will help put measures in place within the organization and to address what are called unconscious biases that too often pose obstacles to hiring and upward mobility of diverse people.”
Cash In On Diversity published by Smashwords (distributor of eBooks to the Apple iBookstore, Barnes & Noble, Sony Reader Store, Kobo and the Diesel eBook Store) blends practical experience with academic findings and provides do-able solutions.
The 12 chapter eBook features a diversity and psychology FAQ contributed by a social and clinical psychologist, a discussion of five common diversity mistakes companies make, specific tips for communicating with non-native speakers, an 11-point organizational diversity analysis, the script from Klopfer’s popular diversity webinar, followed by a complete glossary of critical diversity terms (“from Abrahamic religions to xenophobia”).
The Gallup, New Mexico writer holds a master’s degree in business from Indiana Wesleyan University and an undergraduate degree in communication from Hanover College. The former Missouri journalist and Prentice Hall editor wrote three civil rights books on the Mississippi Delta and also wrote a Book of-the-Month alternate selection on personal computing, published by Prentice Hall.
--END--
Wednesday, June 1, 2011
Sharper Focus on Diversity Could Pay Off For Business, Ebook Author States
News Release
Susan Klopfer
sklopfer@gmail.com
http://susanklopfer.com/
Diversity eBook nominated for Global Award.
(Gallup, New Mexico) -- Is the time ripe for another book on diversity? Author Susan Klopfer believes so, "...since the money part of the diversity message still hasn't hit home for most business leaders."
If American business has been talking the language of diversity for over 20 years, why do we still hear shocking complaints of ethnic mistreatment and cultural misunderstanding? Business author Klopfer asked this question after gathering diversity-related stories for her newest ebook, Cash In On Diversity; How Getting Along With Others Pays Off.
Klopfer's ebook is available through Smashwords, the Internet's largest ebook publisher and distributor to most major ebook retailers, including ibooks, Amazon, Barnes and Noble, Stanza and others.
A civil rights author, journalist and professional book editor, Klopfer is a storyteller and her ebook’s characters reveal unfortunate accounts of “what still goes on in far too many business environments, even when we’re told through corporate messages via countless blogs, seminars, speeches, books and videos that major diversity issues have long been settled.”
One of Klopfer’s stories, for instance, focuses on a young man who wears tasseled shoes to work and is fired by a major pharmaceutical company because he doesn’t “fit in”; another, of an Island woman who is expected to cook a special meal every year so her cohorts can experience “true” diversity; and, still another story tells about a new employee who is asked to “set up” a “real quick diversity program” (“maybe write a blog or put up a Facebook page”) so the company will look good to its African American customers. “Try win a diversity prize!” his boss commands.
Cash In On Diversity blends practical experience with academic findings and provides do-able solutions, along with a diversity and psychology FAQ contributed by a social and clinical psychologist.
Adding value to this easy-to-read 12-chapter ebook is a discussion of five common diversity mistakes companies frequently make, like seeking “one size fits all” training and solutions.
Readers also benefit from a specific tips for communicating with non-native speakers, as well as a unique diversity questionnaire, and an 11-Point Organizational Diversity Analysis.
Also featured is the script from Klopfer’s popular diversity webinar, followed by a complete glossary of critical diversity terms (from Abrahamic religions to xenophobia).
“When we have a better grasp of diversity terms, we can really understand current problems and then have a better chance of solving them,” Klopfer, a communication specialist, asserts.
In doing her informal research, the diversity author noticed that big businesses often do no better than small organizations when it comes to really understanding diversity, and making use of its benefits.
“Too often, culturally naive business managers, even in large, sophisticated organizations, lead their companies into losing millions of dollars in lost opportunities due to problems stemming from simple cultural misunderstandings, which can lead to the mismanagement of employees. Just look at the high volume of lawsuits.”
Miscommunication and a lack of cross-cultural understanding are two main barriers organizations face when it comes to working globally, Klopfer states. “In an increasingly aggressive global business environment, there’s no time for the misinterpretation and blunders that result from failing to recognize and understand each other’s values.”
Klopfer holds a Master’s Degree in Business Administration from Indiana Wesleyan University and an undergraduate degree in Communication from Hanover College. A former journalist and technical writer, she is the author of an alternate book selection for the Book of-the-Month Club (Abort! Retry! Fail!) and worked as a computer book development and acquisitions editor for Prentice Hall. Klopfer recently lived in the Mississippi Delta where she wrote two civil rights history books, including the story of Emmett Till. From this experience, she became interested in diversity management and chose to blend her journalism, business and civil rights experiences and knowledge.
Klopfer currently resides in Gallup, New Mexico where she recently opened a vintage and southwestern gallery.
* * * * *
"In a world where ethnic conflict seems emerging and re-emerging, Susan Klopfer has written a luminous book defending the value of ethnic intimacy and arguing the virtue and art of story as a powerful means of achieving that intimacy. Her book could not have come at a better time."
Robert Alpert, civil rights activist and teacher
* * * * *
Cash In On Diversity; How Getting Along With Others Pays Off ($3.99. Smashwords, 2011) is a practical guide written for business people, educators, health workers, lawyers, ministers, engineers, computer experts, students and all others who want to do a better job of relating to each other in their daily lives. Easy-to-read, storytelling approach. Includes a valuable glossary plus avaluable, free gift to readers.
Susan Klopfer
sklopfer@gmail.com
http://susanklopfer.com/
(Gallup, New Mexico) -- Is the time ripe for another book on diversity? Author Susan Klopfer believes so, "...since the money part of the diversity message still hasn't hit home for most business leaders."
If American business has been talking the language of diversity for over 20 years, why do we still hear shocking complaints of ethnic mistreatment and cultural misunderstanding? Business author Klopfer asked this question after gathering diversity-related stories for her newest ebook, Cash In On Diversity; How Getting Along With Others Pays Off.
Klopfer's ebook is available through Smashwords, the Internet's largest ebook publisher and distributor to most major ebook retailers, including ibooks, Amazon, Barnes and Noble, Stanza and others.
A civil rights author, journalist and professional book editor, Klopfer is a storyteller and her ebook’s characters reveal unfortunate accounts of “what still goes on in far too many business environments, even when we’re told through corporate messages via countless blogs, seminars, speeches, books and videos that major diversity issues have long been settled.”
One of Klopfer’s stories, for instance, focuses on a young man who wears tasseled shoes to work and is fired by a major pharmaceutical company because he doesn’t “fit in”; another, of an Island woman who is expected to cook a special meal every year so her cohorts can experience “true” diversity; and, still another story tells about a new employee who is asked to “set up” a “real quick diversity program” (“maybe write a blog or put up a Facebook page”) so the company will look good to its African American customers. “Try win a diversity prize!” his boss commands.
Cash In On Diversity blends practical experience with academic findings and provides do-able solutions, along with a diversity and psychology FAQ contributed by a social and clinical psychologist.
Adding value to this easy-to-read 12-chapter ebook is a discussion of five common diversity mistakes companies frequently make, like seeking “one size fits all” training and solutions.
Readers also benefit from a specific tips for communicating with non-native speakers, as well as a unique diversity questionnaire, and an 11-Point Organizational Diversity Analysis.
Also featured is the script from Klopfer’s popular diversity webinar, followed by a complete glossary of critical diversity terms (from Abrahamic religions to xenophobia).
“When we have a better grasp of diversity terms, we can really understand current problems and then have a better chance of solving them,” Klopfer, a communication specialist, asserts.
In doing her informal research, the diversity author noticed that big businesses often do no better than small organizations when it comes to really understanding diversity, and making use of its benefits.
“Too often, culturally naive business managers, even in large, sophisticated organizations, lead their companies into losing millions of dollars in lost opportunities due to problems stemming from simple cultural misunderstandings, which can lead to the mismanagement of employees. Just look at the high volume of lawsuits.”
Miscommunication and a lack of cross-cultural understanding are two main barriers organizations face when it comes to working globally, Klopfer states. “In an increasingly aggressive global business environment, there’s no time for the misinterpretation and blunders that result from failing to recognize and understand each other’s values.”
Klopfer holds a Master’s Degree in Business Administration from Indiana Wesleyan University and an undergraduate degree in Communication from Hanover College. A former journalist and technical writer, she is the author of an alternate book selection for the Book of-the-Month Club (Abort! Retry! Fail!) and worked as a computer book development and acquisitions editor for Prentice Hall. Klopfer recently lived in the Mississippi Delta where she wrote two civil rights history books, including the story of Emmett Till. From this experience, she became interested in diversity management and chose to blend her journalism, business and civil rights experiences and knowledge.
Klopfer currently resides in Gallup, New Mexico where she recently opened a vintage and southwestern gallery.
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"In a world where ethnic conflict seems emerging and re-emerging, Susan Klopfer has written a luminous book defending the value of ethnic intimacy and arguing the virtue and art of story as a powerful means of achieving that intimacy. Her book could not have come at a better time."
Robert Alpert, civil rights activist and teacher
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Cash In On Diversity; How Getting Along With Others Pays Off ($3.99. Smashwords, 2011) is a practical guide written for business people, educators, health workers, lawyers, ministers, engineers, computer experts, students and all others who want to do a better job of relating to each other in their daily lives. Easy-to-read, storytelling approach. Includes a valuable glossary plus avaluable, free gift to readers.
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