The significance of this proposed Rowman & Littlefield handbook is its utility in understanding both the present-day and future implications of workplace diversity and stratification. The handbook will encompass a comprehensive review of theoretical and empirical research from a variety of disciplines, as well as emerging themes on workplace diversity and stratification in organizations and institutions in the United States. The focus will be on engaging various theoretical and practical implications of the impact of diversity on individuals within the institution, the organization, and the resulting social, psychological, cultural, political and economic effects on society. In order to engage in deep dialogue about workplace diversity and stratification, the handbook will include thorough analyses of its historical development, present-day implications and future trends. The multiplicity of workplace diversity research provides critical perspectives from leading scholars in various fields of study including Sociology, Psychology, Management, Economics, Social Policy, Entrepreneurship, Gender Studies, Religious Studies, and Geography. Although the primary focus of the handbook will be to examine workplace diversity and stratification within the context of the United States, the editor will ensure that comparative analyses situating diversity in a global context will be included as appropriate. This comprehensive academic handbook will be crucial for both readers and users interested in a wide range of critical issues, while narrowing in on specific intersecting topics that engage challenging and complicated issues which will spark further insightful dialogues. Timeliness and Importance Diversity and Inclusion has become a key catchphrase in every organization and institution, ranging from corporations, academic institutions, political machines and more. Marketing tools and promotional selling points often invoke the relevance of diversity and inclusion as a means of signaling opportunity and access for all. However, even with the overuse of diversity and inclusion mantras there often lies its underwhelming results. The growing rates of diversity and inclusion requirements within institutional practices suggests that diversity and inclusion will not fade into the background. People are demanding that organizations be held accountable to the diversity and inclusion mission statements on their websites. This proposed handbook is timely because there is a growing demand for diversity to become more than a buzzword, to understand the value that diversity brings and find concrete ways of developing policies and practices that will make diversity an intrinsic part of any organizational culture. This academic handbook will be a rich and valuable resource for researchers, undergraduate and graduate students, company leadership and boards, clients, customers, and anyone interested in understanding what workplace diversity and stratification mean for everyday people, institutions, and society as a whole and how to endeavor towards reaching that goal.

Revenue Management beschaftigt sich mit der Optimierung von Kapazitats- und Preisentscheidungen beim Verkauf von verderblichen Gutern und Dienstleistungen, die innerhalb eines vorgegebenen Zeitraumes angeboten werden. Die Arbeit untersucht Verallgemeinerungen des Airline Revenue Managements, also Fluge, die innerhalb eines Flugnetzes durchgefuhrt werden. In einem ersten Schritt wird dazu ein Modell entwickelt, das neben UEberbuchungsuberlegungen flexible Kunden betrachtet. In einem zweiten Schritt wird dieses Modell um die Zuordnung von Flugzeugtypen zu angebotenen Flugen mit der Option eines Re-Fleetings erweitert. Dazu werden deterministische lineare Programme (DLP) entsprechend angepasst. Die DLP-Modelle werden in verschiedenen Flugnetzen getestet, sowie deren Charakteristika verglichen.

In sechs Fallstudien untersucht Christoph Winkler die Umsetzung eines individuellen, finanziellen Anreizsystems fur schwedische Lehrkrafte. Der Autor zeigt, dass die Anreizsysteme so von den Schulleitungen und den Lehrkraften verandert werden, dass die tatsachlich realisierten Systeme nur noch wenig mit dem idealtypischen Ablauf eines Anreizsystems gemein haben. Vor dem Hintergrund dieser empirischen Ergebnisse sind die vom Neuen Steuerungsmodell erhofften positiven Wirkungen kritisch einzuschatzen.