Handbook of Workplace DiversityAlison M Konrad, Pushkala Prasad, Judith Pringle SAGE, 2005 M12 6 - 568 páginas `By assembling an international cast of contributors from all walks of research life, Professors Prasad, Pringle and Konrad successfully broaden the scope of scholarly discourse on workplace diversity. This stimulating volume considers how to define this fuzzy construct, what "differences" are more important than others, and how to make best use of alternative research methods at different levels of analysis. It reviews what we have learned about workplace diversity along several important dimensions (e.g., gender, race, ethnicity, weight, sexual orientation, disabilities, class), and it offers useful recommendations for how to conduct future research that will expand our knowledge of the implications of diversity for individuals, marginalized groups, work organizations, and societies′ - Gary N Powell, Professor of Management, University of Connecticut `In this much-needed handbook, an international collection of first-rate scholars deals incisively and perceptively with the problems of diversity, difference, inclusion, and cultural pluralism in organizations. This handbook will be invaluable for researchers and advanced students - one of those books that stays on the top of the desk, covered with bookmarks′ - Joanne Martin, Stanford University Globalization and its melting pot of different nationalities, ethnicities and cultures is attracting research that is gathering in substance and theory. A dynamic new field that represents a significant focus within management and organisation studies is emerging. This handbook showcases the scope of international perspectives that exist on workplace diversity and is the first to define this hotly contested field. Part one of the handbook dissects the theoretical reasons and shows how the study of workplace diversity follows different directions. Part two critiques quantitative and qualitative research methods within the field, while Part three investigates the parallels and distinctions between different workplace groups. Key issues are drawn together in an insightful introduction from the editors, and future directions for research are proposed in the conclusion. The Handbook of Workforce Diversity is an indispensable resource for students and academics of human resource management, organisational behaviour, organisational psychology and organisation studies. |
Dentro del libro
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... impact on outcomes. Importantly, the disadvantages experienced by historically excluded groups have greater impact on the lives of organizational members, and directing our research toward giving voice to the experiences of those who ...
... impact of in-group bias is the same regardless of the social and historical position of the particular identity group. Given that identity groups are unequally situated such that some have considerably more power and resources at their ...
... impact of our work. NOTES. 1 We are using the term 'color blind' here also as a synonym for other kinds of social 'blindness' including blindness toward gender, age, ethnicity, religion, etc. 2 The authors acknowledge the emerging work ...
... Impact. of. Stereotypes? The preceding discussion suggests that stereotypes are tools used by perceivers to form impressions of people, and depending on the stereotype content (or, in status characteristics theory terms, the status of the ...
... impact that stereotypes have on the experiences and outcomes of different groups of people in organizations. Given the focus of the psychological perspective on the role of the perceiver, most of the research in this area has examined ...
Contenido
1 | |
23 | |
25 | |
53 | |
75 | |
95 | |
Postcolonial Theory and Workplace Diversity | 121 |
Critical Theory PostStructuralist Perspectives and Workplace Diversity | 145 |
Research on the Intersection of Sex and Gender within Workplaces and Organizations | 273 |
Power Intersections and Contradictions | 299 |
Chapter 13 Race and Ethnicity in Organizations | 323 |
A Review and Consideration of Nature Culture | 345 |
Homophopia and Hetrosexism in the Workplace | 371 |
Chapter 16 The Influence of Disability on RoleTaking in Organizations | 401 |
Class as Structure Style and Process | 431 |
Chapter 18 Outcomes of Apperance and Obesity in Organizations | 455 |
The Cultural Logic Of Global Capital? | 167 |
Methods for Studying Workplace Diversity | 189 |
Chapter 8 What Is Diversity and How Should It Be Measured? | 191 |
Chapter 9 Feminist Qualitative REsearch and Workplace Diversity | 217 |
Chapter 10 Measures for Quantitative Diversity Scholarship | 237 |
Dimensions of Workplace Diversity | 271 |
Contributions from Transnational AntiRacist Feminism | 475 |
Chapter 20 Trade Unions and Equality and Diversity | 489 |
Romanced or Coopted? | 511 |
Reflections and Future Directions | 531 |
Index | 540 |
Otras ediciones - Ver todas
Handbook of Workplace Diversity Alison M Konrad,Pushkala Prasad (ed),Judith Pringle Vista previa limitada - 2006 |
Handbook of Workplace Diversity Alison M Konrad (ed),Pushkala Prasad (ed),Judith Pringle Vista de fragmentos - 2006 |