What effects do racism, sexism and other forms of discrimination have on the functioning of organizations? Is there a way of managing organizations such that we can benefit both the members of traditionally disadvantaged groups and the organizations in which they work? Discrimination on the basis of race or gender, whether implicit or explicit, is still commonplace in many organizations. Organizational scholars have long been aware that diversity leads to dysfunctional individual, group, and organizational outcomes. What is not well understood is precisely when and why such negative outcomes occur. In Diversity at Work, leading scholars in psychology, sociology, and management address these issues by presenting innovative theoretical ways of thinking about diversity in organizations. With each contribution challenging existing approaches to the study of organizational diversity, the book sets a demanding agenda for those seeking to create equality in the workplace.

What effects do racism, sexism and other forms of discrimination have on the functioning of organizations? Is there a way of managing organizations such that we can benefit both the members of traditionally disadvantaged groups and the organizations in which they work? Discrimination on the basis of race or gender, whether implicit or explicit, is still commonplace in many organizations. Organizational scholars have long been aware that diversity leads to dysfunctional individual, group, and organizational outcomes. What is not well understood is precisely when and why such negative outcomes occur. In Diversity at Work, leading scholars in psychology, sociology, and management address these issues by presenting innovative theoretical ways of thinking about diversity in organizations. With each contribution challenging existing approaches to the study of organizational diversity, the book sets a demanding agenda for those seeking to create equality in the workplace.

How do the attitudes people bring with them to the workplaceuattitudinal baggageuaffect thoughts, feelings, and actions in organizations? How are the attitudes of those outside an organization (stockholders, customers, suppliers, government officials, and the public-at-large) affected by the organization? Attitudes In and Around Organizations provides a concise summary of what we know about attitudes and suggests what we might discover by adopting novel means, both conceptual and methodological, for studying attitudes in and around organizations. Arthur P. Brief provides an overview of the job satisfaction literature, including a redefinition of job satisfaction. In addition, he examines the various means by which attitudes have been measured, attitude formation and change, and the resistance of attitudes to change efforts. Groups whose attitudes are organizationally relevant (customers, for example) are examined in order to illustrate how organizations affect the attitudes of people beyond their boundaries and to determine how organizations can influence salient attitudes in their environments. The concluding chapter offers the reader a view of the future and suggests ideas for future research. Students, researchers, consultants, and organizational decision makers will find this a relevant, engaging, and thought-provoking resource.

How do the attitudes people bring with them to the workplaceùattitudinal baggageùaffect thoughts, feelings, and actions in organizations? How are the attitudes of those outside an organization (stockholders, customers, suppliers, government officials, and the public-at-large) affected by the organization? Attitudes In and Around Organizations provides a concise summary of what we know about attitudes and suggests what we might discover by adopting novel means, both conceptual and methodological, for studying attitudes in and around organizations. Arthur P. Brief provides an overview of the job satisfaction literature, including a redefinition of job satisfaction. In addition, he examines the various means by which attitudes have been measured, attitude formation and change, and the resistance of attitudes to change efforts. Groups whose attitudes are organizationally relevant (customers, for example) are examined in order to illustrate how organizations affect the attitudes of people beyond their boundaries and to determine how organizations can influence salient attitudes in their environments. The concluding chapter offers the reader a view of the future and suggests ideas for future research. Students, researchers, consultants, and organizational decision makers will find this a relevant, engaging, and thought-provoking resource.