Individual Diversity and Psychology in OrganizationsMarilyn J. Davidson, Sandra L. Fielden John Wiley & Sons, 06/02/2004 - 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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... London W1T 4LP, UK, without the permission in writing of the Publisher. Requests to the Publisher should be addressed to the Permissions Department, John Wiley & Sons Ltd, The Atrium, Southern Gate, Chichester, West Sussex PO19 8SQ ...
... London W1T 4LP, UK, without the permission in writing of the Publisher. Requests to the Publisher should be addressed to the Permissions Department, John Wiley & Sons Ltd, The Atrium, Southern Gate, Chichester, West Sussex PO19 8SQ ...
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... London E1 4NS, UK Gill Kirton is Lecturer in Business Management at the University of London. She has a longstanding interest in equality issues and is the co-author of The Dynamics of Managing Diversity (2000, Butterworth Heinemann) ...
... London E1 4NS, UK Gill Kirton is Lecturer in Business Management at the University of London. She has a longstanding interest in equality issues and is the co-author of The Dynamics of Managing Diversity (2000, Butterworth Heinemann) ...
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... London NW8 8PL, UK Sandi Rhys Jones has more than 30 years' experience in marketing, communications and management services in construction, working for every sector of the industry. Her particular interest in diversity in construction ...
... London NW8 8PL, UK Sandi Rhys Jones has more than 30 years' experience in marketing, communications and management services in construction, working for every sector of the industry. Her particular interest in diversity in construction ...
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... London: Sage. Kandola, R. & Fullerton, J. (1994). Managing the Mosaic: Diversity in Action. London: Institute of Personnel and Development. Lawthorn, R. (1999). Against all odds: managing diversity. In N. Chmiel (ed.)Introduction to ...
... London: Sage. Kandola, R. & Fullerton, J. (1994). Managing the Mosaic: Diversity in Action. London: Institute of Personnel and Development. Lawthorn, R. (1999). Against all odds: managing diversity. In N. Chmiel (ed.)Introduction to ...
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... London, UK DEVELOPING DIVERSITY POLICY 8 APPROACHES TO DIVERSITY 8 TYPES OF DIVERSITY POLICY 10 PROACTIVE DIVERSITY POLICY 11 LINKING POLICY TO PRACTICE 12 CONCLUSIONS 15 REFERENCES 16 This chapter considers how organizations might ...
... London, UK DEVELOPING DIVERSITY POLICY 8 APPROACHES TO DIVERSITY 8 TYPES OF DIVERSITY POLICY 10 PROACTIVE DIVERSITY POLICY 11 LINKING POLICY TO PRACTICE 12 CONCLUSIONS 15 REFERENCES 16 This chapter considers how organizations might ...
Índice
PART II LEGAL AND CULTURAL ISSUES | 77 |
PART III SPECIFIC FORMS OF DIVERSITY | 171 |
PART IV DIVERSITY TRAINING AND ITS EFFECTIVENESS | 237 |
PART V RECOGNIZING STEREOTYPES ATTITUDES AND BIAS | 295 |
PART VI THE FUTURETHE MANAGEMENT OF DIVERSITY BEYOND THE MILLENNIUM | 353 |
Index | 403 |
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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 Disability Discrimination Act disadvantaged discrimination diverse workforce diversity initiatives diversity management diversity policy diversity training employees employment employment tribunal environment equal opportunities equity ethnic minorities example focus gender gender diversity global goals 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 organization’s organizational culture organizational effectiveness organizations outcomes part-time participants perceptions performance perspective positive practices problem promotion public sector race racial recruitment relationship Review role selection senior sexual sexual harassment skills social specific stereotypes strategy studies suggests training programme UMIST University University of Warwick value diversity workplace