Individual Diversity and Psychology in OrganizationsMarilyn J. Davidson, Sandra L. Fielden Wiley, 10/10/2003 - 464 páginas Workplace initiatives to manage diversity seek to fully develop the potential of each employee and turn their unique skills into a business advantage. Such fostering of difference enhances team creativity, innovation and problem-solving and is therefore an essential strategy for today's employers. Individual Diversity and Psychology in Organizations is an indispensable handbook for all those involved in managing diversity. Its academic and practice-oriented perspective is unique as it presents practical strategies and case studies alongside academic reviews, giving the reader a balanced overview of each topic. The team of expert authors examine international issues in diversity, such as:
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Página 27
... considered ' full - time workers ' and those who work less than 30 hours per week are considered ' part - time workers ' . ) The two types of data presented in this table are total part - time employment as a percentage of total ...
... considered ' full - time workers ' and those who work less than 30 hours per week are considered ' part - time workers ' . ) The two types of data presented in this table are total part - time employment as a percentage of total ...
Página 190
... considered the importance of what was termed ' high performance work practices ' on firm performance , showing a strong link between the work practices an organization has in place and the successful financial performance of an ...
... considered the importance of what was termed ' high performance work practices ' on firm performance , showing a strong link between the work practices an organization has in place and the successful financial performance of an ...
Página 321
... considered the lack of women in top posts in the Group to be a problem and half of these regarded the problem to lie primarily with group management . The rea- sons for seeing it as a Group problem rather than their own company problem ...
... considered the lack of women in top posts in the Group to be a problem and half of these regarded the problem to lie primarily with group management . The rea- sons for seeing it as a Group problem rather than their own company problem ...
Índice
The Importance of Diversity in Innovation | 19 |
Diversity in the Context of Business Ethics | 41 |
Developing a Strategy for Measuring Organizational | 57 |
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Individual Diversity and Psychology in Organizations Marilyn J. Davidson,Sandra L. Fielden Pré-visualização limitada - 2004 |
Individual Diversity and Psychology in Organizations Marilyn J. Davidson,Sandra L. Fielden Visualização de excertos - 2003 |
Palavras e frases frequentes
AA programmes achieve affirmative action approach argue assessment attitudes Australian behaviour business ethics career cent chapter climate commitment companies context demographic disability disadvantaged discrimination diverse workforce diversity initiatives diversity management diversity policy diversity training economic employees employment employment tribunal environment equal opportunities equity example focus gender gender diversity GI Jane global harassment identify impact important increased India individual industry innovation International interviews Journal labour leadership legislation Linnehan London male managerial managing diversity measures mentee mentoring networks OFCCP older workers organizational culture organizational effectiveness organizations outcomes part-time participants perceptions performance perspective positive practices problem promotion Psychology public sector race racial recruitment relationship Review role Sandra L selection sexual sexual harassment social specific stereotypes strategy studies suggests training programme UMIST University University of Warwick value diversity Women in Management workplace
Referências a este livro
Contemporary Human Resource Management: Text and Cases Tom Redman,Adrian Wilkinson Pré-visualização indisponível - 2006 |