Handbook of Workplace Diversity

Portada
Alison M Konrad, Pushkala Prasad (ed), Judith Pringle
SAGE, 2006 M01 10 - 551 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 I of the Handbook dissects the theoretical reasons and shows how the study of workplace diversity follows different directions. Part II critiques quantitative and qualitative research methods within the field, while Part III 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, organizational behavior, organizational psychology and organization studies.

Dentro del libro

 
Página ix
... focus on how organizations can reduce the stigma and negative outcomes experienced by people with disabilities and ... focused on gender and race issues in mentoring , the growing importance of women mentors , and the dynamics of ...
Página xiv
... focus on inquiry in organiza- tion studies and critical management studies . Dianna L. Stone received her Ph.D. from Purdue University and is Professor of Management and Psychology at the University of Central Florida . Her research ...
Página 2
... focus on groups . that have systematically faced discrimination and oppression at work . These historically disadvantaged groups would typically include non - whites , women , religious and ethnic minorities , individuals with physical ...
Página 7
... focus of EEO , managing diver- sity requires individual assessment and treatment presumably in a way that does not incite discrimination or favoritism . Managing diversity carries with it the legacy of managing : the traditional classic ...
Página 11
... focus of substantive diversity scholarship2 or practice . Significantly , Aboriginal Affairs has been recently folded into the Department of Immigration and Multicultural Affairs ( Chapter 21 ) . In NZ , diver- sity is not currently focused ...

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Páginas seleccionadas

Contenido

Psychological Perspectives on Workplace Diversity
25
Human Resource Strategies to Manage Workforce Diversity Examining The Business Case
53
Diversity Making Space for a Better Case
75
From Managing Equality to Managing Diversity A Critical Scandinavian Perspective on Gender and Workplace Diversity
95
The Jewel in the Crown Postcolonial Theory and Workplace Diversity
121
Diversity as Resistance and Recuperation Critical Theory PostStructuralist Perspectives and Workplace Diversity
145
Diversity The Cultural Logic Of Global Capital?
167
Methods for Studying Workplace Diversity
189
Men Masculinities and Workplace DiversityDiversion Power Intersections and Contradictions
299
Race and Ethnicity in Organizations
323
Age and Ageism in Organizations A Review and Consideration of National Culture
345
Seven Conversations about the Same Thing Homophobia and Heterosexism in the Workplace
371
The Influence of Disability on RoleTaking in Organizations
401
Locating Class in Organizational Diversity Work Class as Structure Style and Process
431
Outcomes of Appearance and Obesity in Organizations
455
Beyond Inclusion and Equity Contributions from Transnational AntiRacist Feminism
475

What Is Diversity and How Should It Be Measured?
191
Feminist Qualitative Research and Workplace Diversity
217
Measures for Quantitative Diversity Scholarship
237
Dimensions of Workplace Diversity
271
Of Small Steps and the Longing for Giant Leaps Research on the Intersection of Sex and Gender within Workplaces and Organizations
273
Trade Unions and Equality and Diversity
489
Critical Diversity Management Practice in Australia Romanced or Coopted?
511
Reflections and future directions
531
Index
540
Derechos de autor

Otras ediciones - Ver todas

Handbook of Workplace Diversity
Alison M Konrad,Pushkala Prasad,Judith Pringle
Vista previa limitada - 2005
Handbook of Workplace Diversity
Alison M Konrad (ed),Pushkala Prasad (ed),Judith Pringle
Vista de fragmentos - 2006

Términos y frases comunes

Academy of Management analysis approach argue attitudes cognitive Collinson concept context critical Critical Management Studies cultural demographic differences dimensions disability discourse discrimination diversity management diversity research dominant economic effects employees employment equality ethnic example experiences factors feminism feminist focus focused gender global Hearn heterosexism homophobia Human Resource Management impact in-group bias individuals inequality issues Journal of Applied labor lesbian LGBT London male managerial managing diversity masculinities measures Mills minority multiculturalism obese older workers organizational culture organizations outcomes perceived performance person perspective policies political positive post-structuralism post-structuralist postcolonial postcolonial theory practices Prasad prejudice processes PWOD race racial racism relations Review role senders Routledge Sage sexism sexual social identity Social Psychology status stereotypes strategies structure studies theoretical theory Thousand Oaks tion trade unions University Press values variables women workforce workplace diversity York

Referencias a este libro

Acerca del autor (2006)

Dr. Judith Pringle is a Professor of Organisation Studies in the Management department in the AUT Faculty of Business and Law. Her specialist research interests lie in the areas of women, gender, diversity and careers. She currently teaches ‘Gender and Diversity in Organisations’ at postgraduate level. She is a co-investigator on the Marsden funded grant ‘Glamour and grind: New Creative Workers’, co-editor of the Sage Handbook of Workplace Diversity (2006) and The New Careers: Individual Action and Economic Change (1999). She published chapters in edited books and wide ranging articles in journals such as Gender Work and Organization, British Journal of Management, International Journal of HRM, Journal of World Business, Personnel Review, Organization, Asia Pacific Journal of Human Resources, Women and Management Review, Women Studies Journal (NZ) and consistently contributes to international conferences. She is on the editorial board for British Journal of Management, editor for the Gender and Diversity division of Canadian Journal of Administrative Sciences and member of the European Groups of Organization Studies Standing Group on Gender and Diversity. She has four Emerald journal citations. Judith is a Pakeha New Zealander who grew up on a sheep farm in the South Island. Her academic study began in psychology culminating in a doctorate in social psychology. Study was interrupted by OE (overseas experience) where she had 19 different jobs in a variety of countries. Before her academic career she was a self-employed consultant with large and small public and private sectors organisations. Over the last two decades (formerly at University of Auckland) she has researched extensively issues relating to the various experiences of women in organisations. This has been an evolutionary research pathway exploring strategies used by women in male-dominated organisations, experiences of senior women managers and leaders, the functioning and cultures of Pakeha, Maori and Pacific Island women-run organisations (non-profit and business). A related research strand is how individuals change and adapt their careers to shifting job opportunities. With colleagues she has critiqued and broken open the traditional career theory to create more inclusive models that are better labelled as career-life frames. Earlier methodologies were within a positivist paradigm while latterly she has been greatly influenced by the emergence of critical approaches. Now she researches, and supervises graduate students, working primarily in an interpretive paradigm. Data is drawn from interviews and ethnographic materials and meaning made through life history and narrative analyses. Judith is coordinator of the Gender and Diversity Research Group, an AUT wide network of researchers

Información bibliográfica

TítuloHandbook of Workplace Diversity
EditoresAlison M Konrad, Pushkala Prasad (ed), Judith Pringle
Ediciónilustrada
EditorSAGE, 2006
ISBN0761944222, 9780761944225
Largo551 páginas
  
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