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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Página xv
... discrimination law, affirmative action and public sector labour relations. Managing Diversity in Public Sector Workforces is forthcoming from Westview Press. James Romero, Director, Office of Continuing Medical Education, University of ...
... discrimination law, affirmative action and public sector labour relations. Managing Diversity in Public Sector Workforces is forthcoming from Westview Press. James Romero, Director, Office of Continuing Medical Education, University of ...
Página xxi
... discrimination in organizations by way of introducing equal opportunity (EO) legislation, particularly aimed at sex ... discriminate against applicants and employees on the basis of gender, age, race, disability, etc., because firstly ...
... discrimination in organizations by way of introducing equal opportunity (EO) legislation, particularly aimed at sex ... discriminate against applicants and employees on the basis of gender, age, race, disability, etc., because firstly ...
Página xxii
... discrimination. This volume is divided into six parts and consists of chapters covering both academic and practical issues. Part I covers topics associated with the strategic approaches taken to diversity, why organizations should be ...
... discrimination. This volume is divided into six parts and consists of chapters covering both academic and practical issues. Part I covers topics associated with the strategic approaches taken to diversity, why organizations should be ...
Página xxiii
... discrimination is a major problem despite the psychological evidence on age and ability, which demonstrates that there is no empirical basis for detrimental treatment being given to people on the basis of age. Part IV turns our ...
... discrimination is a major problem despite the psychological evidence on age and ability, which demonstrates that there is no empirical basis for detrimental treatment being given to people on the basis of age. Part IV turns our ...
Página 4
... discrimination experienced by certain groups of workers, especially women, minority ethnic people, disabled people, older workers and lesbians and gay men. The general thrust of EOPs has been for organizations to develop procedures and ...
... discrimination experienced by certain groups of workers, especially women, minority ethnic people, disabled people, older workers and lesbians and gay men. The general thrust of EOPs has been for organizations to develop procedures and ...
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