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 xi
... recruitment of managing directors. She is co-author of books (in Swedish)Ironi och sexualitet—om ledarskap och k ̈on(Irony and Sexuality— on Management and Gender) (1998) and Det ordnar sig (It will be in order. Theories on Organization ...
... recruitment of managing directors. She is co-author of books (in Swedish)Ironi och sexualitet—om ledarskap och k ̈on(Irony and Sexuality— on Management and Gender) (1998) and Det ordnar sig (It will be in order. Theories on Organization ...
Página xv
... Recruitment, Retention and Respect for People. In 1998 Sandi was awarded the OBE for promoting women in construction. Norma M. Riccucci, Graduate Department of Public Administration, Rutgers University, Campus at Newark, 360 King Blvd ...
... Recruitment, Retention and Respect for People. In 1998 Sandi was awarded the OBE for promoting women in construction. Norma M. Riccucci, Graduate Department of Public Administration, Rutgers University, Campus at Newark, 360 King Blvd ...
Página 5
... recruit and retain this increasingly important labour source. Non-white ethnic minority people comprise about 6 per cent of the British workforce. Recent analysis of Labour Force Survey data shows that ethnic minorities are ...
... recruit and retain this increasingly important labour source. Non-white ethnic minority people comprise about 6 per cent of the British workforce. Recent analysis of Labour Force Survey data shows that ethnic minorities are ...
Página 7
... recruitment and selection (see also Chapter 20). Case studies conducted in the UK context by Collinson et al. (1990) examine this sphere. Their study of the insurance industry uncovers the cultural assumptions underlying male managers ...
... recruitment and selection (see also Chapter 20). Case studies conducted in the UK context by Collinson et al. (1990) examine this sphere. Their study of the insurance industry uncovers the cultural assumptions underlying male managers ...
Página 8
... recruitment process, for example, shows that managers' actions are often responsible for unfairness (rather than the policy or procedures per se). Also, other (lower level) employees will not abandon their own stereotypes and prejudices ...
... recruitment process, for example, shows that managers' actions are often responsible for unfairness (rather than the policy or procedures per se). Also, other (lower level) employees will not abandon their own stereotypes and prejudices ...
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