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 79
... LEGISLATION SURROUNDING RECRUITMENT AND PROMOTION 80 STEREOTYPING 82 ENCOURAGING MINORITIES TO APPLY 82 EMPLOYMENT PROTECTION RIGHTS FOR A MORE DIVERSE WORKFORCE 83 MOVES TO MORE FLEXIBLE , INDIVIDUALIZED WORKING PATTERNS 84 USE OF ...
... LEGISLATION SURROUNDING RECRUITMENT AND PROMOTION 80 STEREOTYPING 82 ENCOURAGING MINORITIES TO APPLY 82 EMPLOYMENT PROTECTION RIGHTS FOR A MORE DIVERSE WORKFORCE 83 MOVES TO MORE FLEXIBLE , INDIVIDUALIZED WORKING PATTERNS 84 USE OF ...
Página 117
... LEGISLATIVE OUTCOMES From the official data about the situation of women and other groups at whom this leg- islation has been aimed , it is clear that the efficacy of this legislation has been limited . In the case of women , one ...
... LEGISLATIVE OUTCOMES From the official data about the situation of women and other groups at whom this leg- islation has been aimed , it is clear that the efficacy of this legislation has been limited . In the case of women , one ...
Página 230
... legislation covers workers from 40 years of age with no upper limit . The legislation has probably been reasonably effective in at least preventing ' blatant ' discrimination . However , the legislation is incomplete and the proportion ...
... legislation covers workers from 40 years of age with no upper limit . The legislation has probably been reasonably effective in at least preventing ' blatant ' discrimination . However , the legislation is incomplete and the proportion ...
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 |