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 ix
... senior teams to develop equality strategies linked to key business objectives. Carolann has also recently worked for both Littlewoods and Ford as a consultant to their Diversity/European Diversity Teams. She is currently focusing on ...
... senior teams to develop equality strategies linked to key business objectives. Carolann has also recently worked for both Littlewoods and Ford as a consultant to their Diversity/European Diversity Teams. She is currently focusing on ...
Página x
... Senior Lecturer in Employment Law and Dean of Management Studies. In 1990 Jill was also asked to sit as a part-time Chairman of Employment Tribunals and from 1995 to 2000 she was a member of the Training Panel, devising and delivering ...
... Senior Lecturer in Employment Law and Dean of Management Studies. In 1990 Jill was also asked to sit as a part-time Chairman of Employment Tribunals and from 1995 to 2000 she was a member of the Training Panel, devising and delivering ...
Página xi
... senior manager in the Australian Commonwealth and State public services as well as private sector experience as the inaugural director of the Public Policy Research Centre in Sydney. He has more than 100 publications on a range of ...
... senior manager in the Australian Commonwealth and State public services as well as private sector experience as the inaugural director of the Public Policy Research Centre in Sydney. He has more than 100 publications on a range of ...
Página xiii
... Senior Research Fellow at the Cranfield School of Management. She was employed as a Senior Information Technology Officer with the Australian Public Service Department of Employment, Education and Training. She has worked for ...
... Senior Research Fellow at the Cranfield School of Management. She was employed as a Senior Information Technology Officer with the Australian Public Service Department of Employment, Education and Training. She has worked for ...
Página xiv
... Senior Learning Consultant and was a lead resource in the consortium of management development programmes for Shell companies in the Asia Pacific region. Tony's expertise and interests are in developing business transformation ...
... Senior Learning Consultant and was a lead resource in the consortium of management development programmes for Shell companies in the Asia Pacific region. Tony's expertise and interests are in developing business transformation ...
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