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The current volume, the fourth in the series, provides a broad look
at the meaning and understanding of diversity and inclusion in
organizations. The contributors to this book look toward the future
of D&I in organizations and the scholarship of these phenomena.
This future focus references not only the content of the chapters--
which we hoped would offer new ideas, emphases, theories, and
predictions-- but also to the contributors, emerging scholars who
are the future of the field. Indeed, the chapters in this volume
offer new perspectives on diversity in organizations, problematize
existing perceptions and practices, and offer potential directions
for change. Together, the questions and ideas offered these
chapters generate a path forward for a thoughtful and nuanced view
of D&I in future organizational science. In spite and because
of their critiques of the status quo, the scholars and scholarship
highlighted here provide hope for positive change.
Since the term "workforce diversity" was first coined in the 1990s,
the topic has received consistent and increasing attention by
researchers. Over the last 30 years, a body of theory and research
has amassed which recognizes diversity as an important work unit
characteristic and explored its influence on organizational
functioning and performance. Despite these advancements, the field
is at a critical juncture where new ideas, emphases, theories,
predictions and approaches are needed to propel our understanding
of the meaning, import and functioning of diversity in
organizations. Accordingly, this volume looks to the future of
diversity work, both with regard to the content of the chapters and
to the contributors. We endeavored to give a voice to emerging
scholars who are the future of our field and can help to set a
future research agenda to push our understanding of diversity in
organizations. The scholars raise new and provocative questions
about race in organizations that deliberate on the state of our
science, our understanding of complex experiences of race, and a
more nuanced view of race in terms of intersectionalities. Overall,
each of these chapters provokes the status quo and, in so doing,
offers a fresh perspective on the study of diversity in general and
race and racism more specifically. We believe the end result is a
more comprehensive exploration of the phenomenon and the
development of an exciting future research agenda.
Since the term "workforce diversity" was first coined in the 1990s,
the topic has received consistent and increasing attention by
researchers. Over the last 30 years, a body of theory and research
has amassed which recognizes diversity as an important work unit
characteristic and explored its influence on organizational
functioning and performance. Despite these advancements, the field
is at a critical juncture where new ideas, emphases, theories,
predictions and approaches are needed to propel our understanding
of the meaning, import and functioning of diversity in
organizations. Accordingly, this volume looks to the future of
diversity work, both with regard to the content of the chapters and
to the contributors. We endeavored to give a voice to emerging
scholars who are the future of our field and can help to set a
future research agenda to push our understanding of diversity in
organizations. The scholars raise new and provocative questions
about race in organizations that deliberate on the state of our
science, our understanding of complex experiences of race, and a
more nuanced view of race in terms of intersectionalities. Overall,
each of these chapters provokes the status quo and, in so doing,
offers a fresh perspective on the study of diversity in general and
race and racism more specifically. We believe the end result is a
more comprehensive exploration of the phenomenon and the
development of an exciting future research agenda.
The current volume, the fourth in the series, provides a broad look
at the meaning and understanding of diversity and inclusion in
organizations. The contributors to this book look toward the future
of D&I in organizations and the scholarship of these phenomena.
This future focus references not only the content of the chapters--
which we hoped would offer new ideas, emphases, theories, and
predictions-- but also to the contributors, emerging scholars who
are the future of the field. Indeed, the chapters in this volume
offer new perspectives on diversity in organizations, problematize
existing perceptions and practices, and offer potential directions
for change. Together, the questions and ideas offered these
chapters generate a path forward for a thoughtful and nuanced view
of D&I in future organizational science. In spite and because
of their critiques of the status quo, the scholars and scholarship
highlighted here provide hope for positive change.
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