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Equality, diversity and inclusion (EDI) have become features of
organizations as a result of both legal and societal advances as
well as neoliberal economic reasoning and considerations. While
current research approaches frequently fall short of addressing the
challenges faced in EDI research, this benchmark Handbook brings
coverage of research methods in EDI up to date, and advances the
development of research in the field. Bringing together well-known
academics and researchers, this Handbook is a distillation of
current and novel research in the field of EDI. Chapters present
groundbreaking new research and methodological perspectives on
international, regional and national issues, from equal
opportunities and gender mainstreaming to managing diversity in
legal, political and socio-economic contexts. Alongside this, the
authors discuss new analytic directions to advance empirical EDI
research. This Handbook will help to shape the present and future
EDI discourse. The book is an invaluable addition to the current
literature, particularly for students of EDI and researchers
working in the fields of human resource management, strategic
management and organization, and culture and change management as
well as entrepreneurship and marketing. Contributors include: D.
Atewologun, C. Baron, I. Bleijenbergh, E.H. Buttner, H.A. Downs, H.
Eberherr, D. Foley, K.M. Hannum, E. Henry, J. Hofbauer, R. Hofmann,
E.L. Holloway, C.A. Houkamau, M. Janssens, D. Jones, A. Klarsfeld,
K. Kreissl, M. Lansu, J. Louvrier, K. Lowe, R. Mahalingam, A.J.
Mills, J.H. Mills, S. Mooney, E. Ng, B. Poggio, N. Rumens, I. Ryan,
B. Sauer, H.L. Schwartz, C.G. Sibley, A. Striedinger, P. van
Arensbergen, I. Wasserman, J. Wergin, P. Zanoni
Equality, diversity and inclusion (EDI) have become features of
organizations as a result of both legal and societal advances as
well as neoliberal economic reasoning and considerations. While
current research approaches frequently fall short of addressing the
challenges faced in EDI research, this benchmark Handbook brings
coverage of research methods in EDI up to date, and advances the
development of research in the field. Bringing together well-known
academics and researchers, this Handbook is a distillation of
current and novel research in the field of EDI. Chapters present
groundbreaking new research and methodological perspectives on
international, regional and national issues, from equal
opportunities and gender mainstreaming to managing diversity in
legal, political and socio-economic contexts. Alongside this, the
authors discuss new analytic directions to advance empirical EDI
research. This Handbook will help to shape the present and future
EDI discourse. The book is an invaluable addition to the current
literature, particularly for students of EDI and researchers
working in the fields of human resource management, strategic
management and organization, and culture and change management as
well as entrepreneurship and marketing. Contributors include: D.
Atewologun, C. Baron, I. Bleijenbergh, E.H. Buttner, H.A. Downs, H.
Eberherr, D. Foley, K.M. Hannum, E. Henry, J. Hofbauer, R. Hofmann,
E.L. Holloway, C.A. Houkamau, M. Janssens, D. Jones, A. Klarsfeld,
K. Kreissl, M. Lansu, J. Louvrier, K. Lowe, R. Mahalingam, A.J.
Mills, J.H. Mills, S. Mooney, E. Ng, B. Poggio, N. Rumens, I. Ryan,
B. Sauer, H.L. Schwartz, C.G. Sibley, A. Striedinger, P. van
Arensbergen, I. Wasserman, J. Wergin, P. Zanoni
Many observers propose the exclusion of all religious related
aspects from organizational life, others promote a more tolerant
approach of certain practices, symbols and ceremonies, and few
commentators highlight the values, diverse religious beliefs and
experiences that employees could bring to the organization.
Arguments, conclusions and recommendations are often contradictory
and inconclusive due to the complexity and dividing nature of
religion diversity. In Managing Religious Diversity in the
Workplace the editors present a selection of essays, conceptual
papers, empirical studies and case studies about how religious
diversity and spirituality are managed. The book explores how firms
address organizational and managerial challenges deriving from the
religion diverse backgrounds of their employees. The different
contributions discuss policies and practices, how implicit and
unmarked religious norms influence the 'managing' of religious
issues in organizations, and what the benefits of a religion
diverse workforce are. It also includes contributions which address
aspects of spirituality in the workplace, and the role of legal
frameworks and their influence on organizations and their policies
and practices regarding religion diversity. The perspectives and
contributions include a wide range of disciplines by authors from
leading academic institutions around the world.
Many observers propose the exclusion of all religious related
aspects from organizational life, others promote a more tolerant
approach of certain practices, symbols and ceremonies, and few
commentators highlight the values, diverse religious beliefs and
experiences that employees could bring to the organization.
Arguments, conclusions and recommendations are often contradictory
and inconclusive due to the complexity and dividing nature of
religion diversity. In Managing Religious Diversity in the
Workplace the editors present a selection of essays, conceptual
papers, empirical studies and case studies about how religious
diversity and spirituality are managed. The book explores how firms
address organizational and managerial challenges deriving from the
religion diverse backgrounds of their employees. The different
contributions discuss policies and practices, how implicit and
unmarked religious norms influence the 'managing' of religious
issues in organizations, and what the benefits of a religion
diverse workforce are. It also includes contributions which address
aspects of spirituality in the workplace, and the role of legal
frameworks and their influence on organizations and their policies
and practices regarding religion diversity. The perspectives and
contributions include a wide range of disciplines by authors from
leading academic institutions around the world.
Edeltraud Hanappi-Egger und Regine Bendl prasentieren mit
Ko-AutorInnen eine Standortbestimmung der Diversitatsforschung in
Organisationen im deutschsprachigen Raum. Sie bieten
WissenschaftlerInnen, PraktikerInnen und Studierenden sowie am
Thema interessierten Personen einen UEberblick uber den aktuellen
Diskurs der betriebswirtschaftlichen Diversitats- bzw.
Diversitatsmanagementforschung mit Bezug auf Ansatze der
Intersektionalitat, Diskriminierung und(Un-)Gleichbehandlung. In
den Beitragen widmen sich die AutorInnen Themenbereichen, wie
Problematiken von Diversifizierung und (Ent)Solidarisierung,
Diversitatsdiskurse im internationalen Vergleich, intersektionale
Diversitatskonzepte und Implementierungsstrategien von
Diversitatsmanagement.
In recent years diversity and its management has become a feature
of modern and postmodern organizations. Different practices have
spread around the globe focusing on the organizing and management
of inclusion and exclusion of different groups such as men and
women, heterosexual and homosexuals, persons with different racial
and ethnic background, ages, and (dis)abilities. However, although
increasingly recognized as important, the discourses of diversity
are multifaceted and not without controversy. Furthermore,
diversity management practices have the potential to reproduce both
inclusion and exclusion. This book presents the foundations of
organizing and managing diversities, offers multidisciplinary,
intersectional, and critical analyses on key issues, and opens up
fresh perspectives in order to advance the diversity debate. The
contributors are a team of leading diversity scholars from all over
the world.
Dieser zweite von zwei Sammelbanden zur Bestandsaufnahme von
betriebswirtschaftlicher Frauen- und Geschlechterforschung zielt
darauf ab, empirische betriebswirtschaftliche Frauen- und
Geschlechterforschung hinsichtlich ihrer Zugange zu verorten und
fur ihre Standortbestimmung aktuelle Forschungsergebnisse in den
Blick zu nehmen. Dazu prasentiert dieses Buch 12 Beitrage, die
unterschiedliche Ausgangs- und Ansatzpunkte fur ihre sehr
vielfaltigen empirischen Analysen in verschiedenen Kontexten haben.
Dieser erste von zwei Sammelbanden zur Bestandsaufnahme von
betriebswirtschaftlicher Frauen- und Geschlechterforschung bietet
einen Einblick in die Prozesse der Geschlechter(re)produktion der
Betriebswirtschaftslehre auf theoretischkonzeptioneller Ebene. Die
10 Beitrage dieses Buches zeigen auf, welche Konstruktions- und
Produktionprozesse sowie Reproduktions- und Dekonstruktionsprozesse
in den betriebswirtschaftlichen Teildisziplinen Geschlechter
diskursiv reproduzieren und damit einhergehend Reprasentationen von
Geschlechtern fur die betriebswirtschaftliche Disziplin gestalten.
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