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The Elgar Companion to Managing People Across the Asia-Pacific
provides a crucial exploration of current business and management
research, touching upon topics such as leadership, employee
motivation and politics, and innovation to provide a timely
examination of management in the Asia-Pacific. It addresses how
unique cultural, societal and governance factors in the
Asia-Pacific affect business practices. Bringing together the work
of a diverse collective of international authors, chapters explore
often challenging topics such as the position of ageing workers in
the Asia-Pacific and the dynamics of a multigenerational workforce.
They carefully examine organizational psychology processes among
Asia-Pacific workers in order to paint an accurate picture of
differing work environments. Ultimately, this accessible Companion
directly focuses on ongoing research efforts to conceptualize the
culture, engagement and potential shifts within Asia-Pacific work
environments. This discerning Elgar Companion will be beneficial
for researchers and academics of multiple disciplines, such as
business and management, international business, finance and
organizational psychology. It will additionally be of use to
practitioners in management positions seeking to understand
contemporary issues within the field.
Spanning five continents, this cutting-edge book provides a
thorough international overview of equality, diversity and
inclusion at work. Analysing the demographics of the workplace and
the economic outcomes achieved by different segments of the
population, it offers readers a better understanding of diverse
work environments and how they are influenced by legislation and
populations. Grounded in theoretical and legal frameworks and
supported by primary and secondary research, the Research Handbook
highlights which dimensions of diversity and equality at work
should be addressed. Chapters cover topics such as gender
inequality and the underrepresentation of women in managerial
positions, non-discrimination employment legislation, the labour
participation of persons with disabilities and more. Focusing on
previously under-researched countries across the world, from Bosnia
and Herzegovina and Chile to Lebanon, Morocco, Singapore and
several others from the Global South, this Research Handbook offers
a fresh perspective on key issues within the workplace. This
Research Handbook will be key reading for academics and graduate
students in management, industrial relations, public policy and
sociology looking to develop their knowledge of equality, diversity
and inclusion in an organisational context and in under-researched
countries. It will also be of great benefit to policy makers and
employers in government, civil society and the private sector who
wish to increase diversity and improve their equality and inclusion
policies and practices in the workplace.
This Handbook on Diversity and Inclusion Indices critically
examines many of the popular and frequently cited indices related
to diversity, equity and inclusion (DEI) benchmarking and progress
tracking. The goal is to provide a better understanding of the
indices' construction, strengths and weaknesses, intended
applications, contribution to research and progress towards
diversity and equity goals. The editors include detailed reviews of
23 DEI indices including broader, more general measures as well as
those that focus on a particular aspect of diversity (e.g., gender,
religion). Included are indices that measure diversity, equity,
and/or inclusion at organizational, national, and regional levels.
The Handbook unpacks this wide range of indices to meet the needs
of researchers, public policy makers, and general consumers of
information.
This Research Handbook offers, for the first time, a comparative
approach to current diversity management concerns facing nations.
Spanning across 19 countries and pan Africa, it covers age, gender,
ethnicity, disability, sexual orientation, national origin, and the
intersection of various dimensions of diversity. The multicultural
and multi-country teams of contributors, leading scholars in their
own countries, examine how the various actors react, adopt, and
manage the different dimensions of diversity, from a multitude of
approaches, from national to sectoral and from tribes to trade
unions, but always with a comparative, multi-country perspective.
This book represents the efforts of multicultural and multi-country
teams of contributors who are prominent diversity scholars in their
respective countries. Offering comparative approaches to diversity
management and comparative public policy on multiculturalism, it
explores comparisons at both the macro-environmental and
meso-organisational levels. Topics covered include Pan African
tribal diversity management, diversity in the South Pacific, youth
labour market exclusion and LGBTQ rights in selective countries.
This comprehensive review of diversity management will appeal to
both academics and graduate students, as well as public policy
makers, industry practitioners, top leadership, middle managers and
HR managers. Contributors include: P. Apascaritei, E. Aydin, S.
Bacouel-Jentjens, L. Booysen, J. Burgess, K. Callison, S.I.
Carlier, L. Castro Christiansen, G. Combs, N. Cornelius, E. French,
I. Gutierrez-Martinez, J.M. Hoobler, S. Le Queux, W. Lillevik, T.
Merriweather Woodson, I. Metz, T.A. Nelson, E. Ng, S. Nkomo, A.
Ollier-Malaterre, E. Ozeren, J. Ramon Pin Arboledas, K. Ravenswood,
G. Strachan, E. Stringfellow, E. Suarez Ruz, L. Susaeta, A. Thomas,
H. Wishik, D.B. Zoogah
Millennials, the latest generation to enter the global workforce,
are changing the face of employment. This volume represents the
most up-to-date research on the changes and issues from an
international cast of generational researchers. Shifting
demographics around the world have created a unique historical
phenomenon in which a large cohort of employees (i.e., post-war
Baby Boomers) are nearing retirement, and a new cadre of younger
workers are being recruited to replace them. These twenty-something
year-olds, often referred to as 'Gen Y' or Millennials, represent
the workforce of the future and come with their own set of
expectations, demands, and work habits. The contributors to this
volume, drawn from countries around the world, document the
cultural, historical, and social context surrounding this
phenomenon. The international perspective makes it possible to
examine cross-cultural similarities and differences in HRM
practices. This timely book provides an understanding of the new
workforce in multiple countries and settings and a valuable
reference as scholars and employers seek to understand the values,
beliefs, and expectations of the next generation of workers. While
scholars and instructors will find this book indispensable, the
book will also have implications for domestic and multinational
employers, managers, HR practitioners, and career counselors.
Contributors:J. Alves, S.L. Arnold, H. Breitsohl, J.P. Briscoe, P.
Caligiuri, S.M. Campbell, K. Chudzikowski, S. Colakoglu, R. De
Cooman, J.J. Deal, N. Dries, W.A. Gentry, L.M. Graves, C. Guo, L.M.
Hite, K. Inelmen, B. Kowske, S.T. Lyons, E. Martins, N. Martins,
K.S. McDonald, E.S. Ng, E. Parry, E.T. Porschitz, R. Rasch, M.
Ruderman, S. Ruhle, L. Schweitzer, Y. Shen, S. Stawiski, J. Taylor,
J.M. Twenge, J. Unite, D. Uygur, T.J. Weber, S. Yue, I.U.
Zeytinoglu
This second edition contains 14 countries as opposed to 16 in the
first edition, but is essentially different as it not only includes
updates for the countries in common, but also six new ones
including Australia, Finland, Japan, New Zealand, Nigeria and
Russia. It is, therefore, essentially a complement to the first
edition. The editors suggest that one of the most significant
effects of globalization has been to widen the scope of diversity
management as workforces are becoming more diverse, with migrants
posing a particular challenge in some countries. Examination at
national level is crucial as anti-discrimination legislation and
its implementation vary from country to country, especially with
respect to whether or not positive discrimination is a feature.
Above all the picture is changing over time. Hence the need for
this new edition.' - Peter J. Sloane, Swansea University, UK and
Flinders University, Australia'By covering the diversity practices
in 14 different countries this Handbook makes evident the need to
consider diversity management from a global and local standpoint.
What is legal and standard practice towards equality in one country
can be viewed as discriminative and unlawful just across the
border. With such complex reality, the authors of this book make an
incredible job of providing the reader with detailed and useful
information on how to approach diversity 'glocally' (that is, in
multiple geographies). The book, in a way, is a global travel guide
for diversity management that benefits both business managers and
HR practitioners operating in the international arena.' - Simon L.
Dolan, ESADE Business School, Spain and Editor-in-Chief, Cross
Cultural Management: An International Journal Managing and
developing diversity is on the political and business agenda in
many countries; therefore diversity management has become an area
of knowledge and practice in its own right. Yet all too often it is
referred to as a unifying concept, as if it were to be interpreted
uniformly across all cultures and countries. The contributors to
this volume expertly examine the relationship between diversity
management and equality legislation within the different
participating countries' national contexts. They advocate that such
separation and sequencing between equality at work and diversity
management is far from natural. The second edition of this
important reference work provides important updates and new
perspectives on the cases constituting the first edition as well as
including contributions from a number of new countries: Australia,
Finland, Japan, New Zealand, Nigeria and Russia. Countries that
have been updated and expanded are Austria, Canada, France, India,
Italy, the Netherlands, South Africa and the United Kingdom. This
Handbook will be greatly appreciated by scholars who wish to better
contextualize their research and will also provide policy-makers
with benchmark data regarding equal treatment and diversity as
understood in other countries. Contributors: I. Adeleye, D.
Atewologun, A.-F. Bender, R. Bendl, I. Bleijenbergh, E. Bokovikova,
L.A.E. Booysen, J. Burgess, F. Colgan, E. French, R. Haq, R.
Hofmann, A. Klarsfeld, S. Kosheleva, J. Laufer, J. Louvrier, V.
Mackie, O. Matanmi, A. McKearney, A. Murgia, E. Ng, S.M. Nkomo, K.
Okano, B. Poggio, J.K. Pringle, K. Ravenswood, K.Rawston, I. Roper,
I. Ryan, R. Schalk, G. Strachan, A. Tatli, A. Terlouw, D.-G.
Tremblay, A. Tuori, M. van Engen, E. Zavyalova
Organizations and employers are currently managing an
inter-generational workforce, and the most prudent of these are
seeking to enhance the careers of new entrants. HRM, careers, and
work researchers have begun to explore career-related differences
among the four generations of workers currently in employment, but
to date there has been very little in the way of full-length
comparative studies. In Generational Career Shifts: How Veterans,
Boomers, Xers, and Millennials View Work, Eddy S. Ng, Sean T.
Lyons, and Linda Schweitzer develop a timely, wide-ranging
examination of inter-generational differences in work priorities,
career attitudes, career experiences, and career outcomes. Offering
a comprehensive overview of existing research, and drawing upon the
authors' own large scale study of students and knowledge workers,
this book documents how careers have fundamentally shifted over the
past five decades. Along the way, it offers crucial insights into
what these shifts mean for employers and their management
strategies. Generational Career Shifts is essential reading for
career researchers, generational researchers, practitioners within
executive education, as well as for career counsellors, human
resource departments, corporate libraries, and people managers.
Millennials, the latest generation to enter the global workforce,
are changing the face of employment. This volume represents the
most up-to-date research on the changes and issues from an
international cast of generational researchers. Shifting
demographics around the world have created a unique historical
phenomenon in which a large cohort of employees (i.e., post-war
Baby Boomers) are nearing retirement, and a new cadre of younger
workers are being recruited to replace them. These twenty-something
year-olds, often referred to as 'Gen Y' or Millennials, represent
the workforce of the future and come with their own set of
expectations, demands, and work habits. The contributors to this
volume, drawn from countries around the world, document the
cultural, historical, and social context surrounding this
phenomenon. The international perspective makes it possible to
examine cross-cultural similarities and differences in HRM
practices. This timely book provides an understanding of the new
workforce in multiple countries and settings and a valuable
reference as scholars and employers seek to understand the values,
beliefs, and expectations of the next generation of workers. While
scholars and instructors will find this book indispensable, the
book will also have implications for domestic and multinational
employers, managers, HR practitioners, and career counselors.
Contributors:J. Alves, S.L. Arnold, H. Breitsohl, J.P. Briscoe, P.
Caligiuri, S.M. Campbell, K. Chudzikowski, S. Colakoglu, R. De
Cooman, J.J. Deal, N. Dries, W.A. Gentry, L.M. Graves, C. Guo, L.M.
Hite, K. Inelmen, B. Kowske, S.T. Lyons, E. Martins, N. Martins,
K.S. McDonald, E.S. Ng, E. Parry, E.T. Porschitz, R. Rasch, M.
Ruderman, S. Ruhle, L. Schweitzer, Y. Shen, S. Stawiski, J. Taylor,
J.M. Twenge, J. Unite, D. Uygur, T.J. Weber, S. Yue, I.U.
Zeytinoglu
This second edition contains 14 countries as opposed to 16 in the
first edition, but is essentially different as it not only includes
updates for the countries in common, but also six new ones
including Australia, Finland, Japan, New Zealand, Nigeria and
Russia. It is, therefore, essentially a complement to the first
edition. The editors suggest that one of the most significant
effects of globalization has been to widen the scope of diversity
management as workforces are becoming more diverse, with migrants
posing a particular challenge in some countries. Examination at
national level is crucial as anti-discrimination legislation and
its implementation vary from country to country, especially with
respect to whether or not positive discrimination is a feature.
Above all the picture is changing over time. Hence the need for
this new edition.' - Peter J. Sloane, Swansea University, UK and
Flinders University, Australia'By covering the diversity practices
in 14 different countries this Handbook makes evident the need to
consider diversity management from a global and local standpoint.
What is legal and standard practice towards equality in one country
can be viewed as discriminative and unlawful just across the
border. With such complex reality, the authors of this book make an
incredible job of providing the reader with detailed and useful
information on how to approach diversity 'glocally' (that is, in
multiple geographies). The book, in a way, is a global travel guide
for diversity management that benefits both business managers and
HR practitioners operating in the international arena.' - Simon L.
Dolan, ESADE Business School, Spain and Editor-in-Chief, Cross
Cultural Management: An International Journal Managing and
developing diversity is on the political and business agenda in
many countries; therefore diversity management has become an area
of knowledge and practice in its own right. Yet all too often it is
referred to as a unifying concept, as if it were to be interpreted
uniformly across all cultures and countries. The contributors to
this volume expertly examine the relationship between diversity
management and equality legislation within the different
participating countries' national contexts. They advocate that such
separation and sequencing between equality at work and diversity
management is far from natural. The second edition of this
important reference work provides important updates and new
perspectives on the cases constituting the first edition as well as
including contributions from a number of new countries: Australia,
Finland, Japan, New Zealand, Nigeria and Russia. Countries that
have been updated and expanded are Austria, Canada, France, India,
Italy, the Netherlands, South Africa and the United Kingdom. This
Handbook will be greatly appreciated by scholars who wish to better
contextualize their research and will also provide policy-makers
with benchmark data regarding equal treatment and diversity as
understood in other countries. Contributors: I. Adeleye, D.
Atewologun, A.-F. Bender, R. Bendl, I. Bleijenbergh, E. Bokovikova,
L.A.E. Booysen, J. Burgess, F. Colgan, E. French, R. Haq, R.
Hofmann, A. Klarsfeld, S. Kosheleva, J. Laufer, J. Louvrier, V.
Mackie, O. Matanmi, A. McKearney, A. Murgia, E. Ng, S.M. Nkomo, K.
Okano, B. Poggio, J.K. Pringle, K. Ravenswood, K.Rawston, I. Roper,
I. Ryan, R. Schalk, G. Strachan, A. Tatli, A. Terlouw, D.-G.
Tremblay, A. Tuori, M. van Engen, E. Zavyalova
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