Managing Diversity: Toward a Globally Inclusive Workplace 5th Edition
BRAND: Sage
Publisher:SAGE Publications, IncAuthor: Michalle E. Mor BarakEdition: @2022eBook ISBN:9781544333069Print ISBN: 9781544333076Type: 1 Year Subscription. Dành cho học sinh lớp 6Trường ĐH, Nhóm, Thư Viện: Gọi 0915920514 để báo giá eBook hosting trên Vital Source hoặc mua Sách In
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Quản lý sự đa dạng: Hướng tới một nơi làm việc toàn cầuCuốn sách Quản lý sự đa dạng: Hướng tới một nơi làm việc toàn cầu từng đoạt giải thưởng sử dụng cách tiếp cận liên ngành để cung cấp cho sinh viên sự hiểu biết về sự đa dạng từ góc độ toàn cầu. Tác giả Michalle E. Mor Barak đưa ra những hướng dẫn thực tế để giúp các nhà quản lý tạo ra một nơi làm việc hòa nhập và phát triển văn hóa tổ chức bao trùm sự đa dạng. Phiên bản thứ năm bao gồm phạm vi bao quát mở rộng về công lý môi trường, sự đa dạng về người khuyết tật, sự đa dạng của LGBTQ và khả năng lãnh đạo toàn diện. Truy cập hai hoạt động miễn phí dành cho sinh viên ngay bây giờ: Thu hút sinh viên của bạn bằng các ví dụ đương đại về sự đa dạng trong lực lượng lao động từ tác giả từng đoạt giải thưởng Michalle E. Mor Barak.
- List of Boxes, Figures, and TablesPrefaceAcknowledgmentsAbout the Author
- Chapter 1 • Introduction and Conceptual FrameworkThe Challenge of Managing Diversity in a Global ContextTensions Posed by Global Workforce TrendsDiversity and Exclusion: A Critical Workforce ProblemThe Inclusive Workplace ModelConceptual Framework and Organization of the BookSummary and ConclusionNotePart I • The Global Context for Diversity Management
- Chapter 2 • Diversity Legislation in a Global Perspective: Equality and Fairness in EmploymentThe International Bill of Human Rights and Employment RightsImportance and Influence of the Declaration of Human RightsImplementationDiversity-Related Employment LegislationBroad-Based Anti-discrimination LegislationRace—South AfricaGender—JapanEqual Remuneration—United StatesSexual Orientation—InternationalGender Identity–United States and InternationalAntisexual Harassment Legislation—InternationalPractical ImplicationsSummary and ConclusionSupplement 2.1. Universal Declaration of Human RightsUniversal Declaration of Human RightsSupplement 2.2. Global Antidiscrimination and Equal Rights Legislation Checklist of Protections Offered by a Select Number of CountriesNotes
- Chapter 3 • Discrimination, Equality and Fairness in Employment: Social Policies and Affirmative/Positive Action ProgramsDiscrimination and Equality in EmploymentTheoretical Perspectives of Discrimination and Affirmative ActionSocial Policies and Affirmative/Positive Action ProgramsLegal Arrangements for Affirmative and Positive Action PoliciesPrinciples of Affirmative Action and Positive Action ProgramsSpecific Goals and Target PopulationPolicies and ActivitiesEnforcement, Incentives, and SanctionsThe Public Debate Over Affirmative and Positive Action PoliciesSummary and ConclusionNotesWebsites
- Chapter 4 • Global Demographic Trends: Impact on Workforce DiversityInternational Population TrendsTrends in the Working Age PopulationMigration TrendsNational TrendsGender DiversityAge DiversityRacial and Ethnic DiversityAbility and Disability DiversitySexual Orientation DiversityGender Identity DiversitySummary and ConclusionNotes
- Chapter 5 • Socioeconomic Transitions: The New Realities of the Global WorkforceWorker MigrationOccupational DiversityMigration of EmployersImplications for Diversity of Gender, Disability, and Sexual OrientationEducational Trends and Workforce DiversitySummary and ConclusionNotesPart II • Social Psychological Perspectives of Workplace Diversity
- Chapter 6 • Defining Diversity in a Global Context: Prejudice and DiscriminationWorkforce Diversity DefinedNarrow Category–Based Diversity DefinitionsBroad Category–Based Diversity DefinitionsDiversity Definitions Based on a Conceptual RuleMoving Toward a Global Definition of DiversityStereotypes and PrejudiceDehumanization and OppressionEmployment-Related DiscriminationSummary and ConclusionNotes
- Chapter 7 • Vive la Différence?: Theoretical Perspectives on Diversity and Exclusion in the WorkplaceDiversity and Exclusion: A Critical Workforce ProblemOverview of Social Psychological Theories of Diversity and ExclusionTheoretical Underpinnings of the Inclusion-Exclusion ConstructOrienting Theories of Diversity and ExclusionExplanatory Theories of Diversity and ExclusionExplanatory Theories Addressing Question 1: Why Do Employees Feel Excluded in Their Workplace?Limitation of Social Identity Theory in Understanding Diversity and ExclusionImplications of Social Identity Theory to Diversity and ExclusionSocial Comparison Theory and Symbolic Interaction TheoryExplanatory Theories Addressing Question 2: How Can Experiences of Exclusion Influence Employee Attitudes, Behaviors and Performance?Explanatory Theories Addressing Question 3: Why Are There Conflicts Between Groups in the Workplace?Research on Organizational Demography Documenting ExclusionSummary and ConclusionNotes
- Chapter 8 • Culture and Communication in the Global WorkplaceThe Cultural Context for the Global WorkplaceCultural Value DimensionsPower DistanceIndividualism Versus CollectivismMasculinity Versus FemininityAvoidance of UncertaintyLong- Versus Short-Term OrientationIndulgence Versus RestraintSummary and Critique of Hofstede’s FrameworkThe GLOBE StudyCross-Cultural CommunicationEffective Cross-Cultural CommunicationVerbal CommunicationLanguage Fluency and Cultural FluencyNonverbal CommunicationCross-Cultural Communication StylesSummary and ConclusionNotes
- Chapter 9 • Interpersonal Relationships in a Global Work ContextCultural Styles and Relational Mental ModelsDiversity in Interpersonal RelationshipsEmotional Detachment Versus Emotional InvolvementConflict and HarmonyInterpersonal Relationships and Cross-Cultural CommunicationTheoretical Perspectives on Interpersonal Cross-Cultural CommunicationFace and Harmony OrientationRelationship Versus Task OrientationDirect Versus Indirect CommunicationSummary and ConclusionNotePart III • Managing A Diverse Workforce in the Global Context: The Inclusive Workplace
- Chapter 10 • Diversity Management: Paradigms, Rationale, and Key ElementsDefining Diversity ManagementFrom Equal Rights Laws to Affirmative/Positive Action, to Diversity ManagementDiversity Management ParadigmsThe Human Resource Paradigm in Diversity ManagementThe Multicultural Organization Paradigm in Diversity ManagementModels of Global Diversity ManagementThe Impetus for Implementing Diversity ManagementCharacteristics and Limitations of Diversity ManagementSummary and ConclusionNotes
- Chapter 11 • Inclusive Leadership: Unlocking the Diversity PotentialLeadership Dilemmas and the Diversity ParadoxTransformational Leadership, Inclusive Leadership, and the Organization’s Competitive AdvantageOrganizational Leadership and InclusionInclusive LeadershipLeadership and Policy-Practice DecouplingPolicy-Practice Decoupling Within Levels and Between LevelsInclusive Leadership from the Ground Up—Leadership EmergenceInclusive Leadership from the Top: The Central Role of CEOsInclusive Leadership in the Middle: Leader-Member Exchange (LMX)Summary and Conclusion
- Chapter 12 • Overview of the Inclusive Workplace ModelOverview of the Inclusive Workplace ModelThe Inclusive Workplace: Level IInclusive Policies and PracticesBarriers and Benefits of Implementing the Inclusive Approach at Level IBarriersBenefitsSummary and Conclusion
- Chapter 13 • The Inclusive Workplace ModelLevel II—Inclusion Through Corporate-Community CollaborationsInclusive Policies and PracticesBarriers and Benefits of Implementing the Inclusive Approach at Level IIBarriersBenefitsLevel II Summary and ConclusionLevel III—Inclusion Through State/National CollaborationsBarriers and Benefits of Implementing the Inclusive Approach at Level IIIBarriersBenefitsLevel III Summary and Conclusion
- Chapter 14 • The Inclusive Workplace ModelThe Inclusive Workplace: Level IVBarriers and Benefits to Implementing the Inclusive Approach at Level IVBarriersBenefitsSummary and Conclusion Level IVThe Inclusive Workplace: Level VBarriers and Benefits to Implementing the Inclusive Approach at Level VBarriersBenefitsSummary and Conclusion Level VNotes
- Chapter 15 • Toward a Globally Inclusive Workplace: Putting the Pieces TogetherThe Value Base for the Inclusive WorkplaceImplementation of the Inclusive WorkplacePractical Steps for Creating an Inclusive Workplace: Climate for Diversity, Climate for Inclusion, and Survey ScalesClimate for Diversity and Climate for InclusionAssessment of Climate for Diversity and Climate for Inclusion—Survey ScalesThe Climate for Inclusion-Exclusion Scale (MBIE)Psychometric Properties and Previous Research Using the MeasureThe Mor Barak et al. Diversity Climate ScaleOverviewPsychometric Properties and Previous Research Using the MeasureConclusionNoteAppendix 1: Case Illustration: Level I—Inclusion Through Diversity Within Work Organizations—Denny’s, Inc.Homogenous HistoryThe “New Face” of Denny’sDiversity ChangesAwards and ImpactContinued Legal TroubleQuestions for Discussion and Further AnalysisSummary and ConclusionAppendix 2: Case Illustration: Level II—Inclusion Through Corporate-Community Collaboration—UnileverUnilever and Palm OilImportance of Palm OilThe Oil Palm Tree IndustryCurrent TrendsImpact of Palm PlantationsEnvironmentalSocialEconomicUnilever’s Sustainability DevelopmentSustainable Agriculture InitiativeImplementation of the Sustainable Development PlanUnilever’s Commitments Related to Palm OilQuestions for Discussion and Further AnalysisAppendix 3: Case Illustration: Level III—Inclusion of Disadvantaged Groups at the National/State Level—EurestHistory of the AboriginalsAustralia’s Plan to Mend the InjusticesNew Laws and PoliciesIndigenous Employment PolicyEurest/CompassIndigenous Training and Employment ProgramAwardsContinuing ControversyClosing the GapQuestions for Discussion and Further AnalysisAppendix 4: Case Illustration: Level IV—Inclusion Through Global Collaborations—Fair Trade CompanyFair Trade HistoryPrinciples of Fair TradeMarket ExpansionExample of the Costs of Fair-Trade GoodsGlobal Village and Fair-Trade CompanyNeed for Options in JapanFair Trade and Gender Inequality in Less-Developed CountriesFormula for SuccessFair Trade FutureFair Trade Product CertificationsFair Trade Impact on Producing CountriesFair Trade Towns, Colleges, Schools, and CongregationsQuestions for Discussion and Further AnalysisAppendix 5: Case Illustration: Level V—Inclusion Through Sustainability and Environmental Justice—Uranium Mines Deadly Legacy at the Navajo NationHistory of Uranium Mines on Navajo LandHealth ImpactsLegal ActionCleanup Efforts and Lingering MistrustQuestions for Discussion and Further AnalysisReferencesIndex
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