Coverart for item
The Resource Management and Diversity : Thematic Approaches

Management and Diversity : Thematic Approaches

Label
Management and Diversity : Thematic Approaches
Title
Management and Diversity
Title remainder
Thematic Approaches
Creator
Contributor
Language
eng
Summary
International Perspectives on Equality, Diversity and Inclusion examines the complex nature of equality, diversity and inclusion in the world of work through interdisciplinary, comparative and critical perspectives
Member of
Cataloging source
MiAaPQ
Literary form
non fiction
Nature of contents
dictionaries
Series statement
International Perspectives on Equality, Diversity and Inclusion
Series volume
v.4
Management and Diversity : Thematic Approaches
Label
Management and Diversity : Thematic Approaches
Link
http://libproxy.rpi.edu/login?url=https://ebookcentral.proquest.com/lib/rpi/detail.action?docID=5110016
Publication
Copyright
Related Contributor
Related Location
Related Agents
Related Items
Carrier category
online resource
Carrier category code
cr
Carrier MARC source
rdacarrier
Color
multicolored
Content category
text
Content type code
txt
Content type MARC source
rdacontent
Contents
  • Management and Diversity: Thematic Approaches -- Contents -- List of Contributors -- Chapter 1: Introduction -- References -- Diversity, Competence, Performance and Creativity -- Chapter 2: Competence and Diversity: What Parallels Between Them? What Interconnections? -- Introduction -- Management by Competency as a Way of Developing Diversity in the Workforce -- Competence as an Aid for Diversity? Yes, If Well Monitored -- The Potential of Diversity for Organisational Learning and Diversity Management as an Organisational Competence -- What Does â{u0080}{u009C}Good Diversity Managementâ{u0080}{u009D} Involve? -- Diversity Management as an Individual Competency -- The Contingent Rationality of Management by Competences and Diversity Management -- The Spread of Management-of-Competence Practices and Diversity Practices: Institutional Processes at Work -- Conclusion: Critiques of Competence Management and Diversity Management -- References -- Chapter 3: Conducting a Diversity Policy as a Management Change Agent: A Key Issue to an Organisationâ{u0080}{u0099}s Performance -- Introduction -- From Using A Diversity Policy as a Lever for Change to Practicing Diversity Management -- Implementing a Diversity Policy and the Outcome of the Process -- Diversity Management Practice as Economic Performance Lever and Vector for Change -- Review of the Potential Effects of a Diversity Process on the Performance of an Organisation: An Interpretation from the Standpoint of Legitimacy2 -- A Companyâ{u0080}{u0099}s Commitment to Diversity: A Vector for Making It Better Known and More Attractive -- Prevention of Discrimination and Targeted Positive Action: Seeking Legal Conformity and Minimising Potential Risks -- Conducting a Diversity Process: A Lever to Improve the Pragmatic Legitimacy and the Overall Performance of a Company
  • Optimisation of Organisational Processes and Improvement of HRM and Management -- The Management of Various Teams as Source of Creativity -- Commercial Advantages and Marketing Diversity -- The Keys to Managerial Change: Diversity as Performance Lever -- On a Societal Level, Time as the Ally of Change -- At the Organisational Level, Necessity of Integration Management Based on the Culture of the Organisation -- On the Individual Level: Developing Appropriate and Transforming Leadership -- Conclusion -- References -- Chapter 4: Can the creative class thrive in an uncertainty avoidant society? A discussion of the Québec case -- Introduction -- How Do Immigrants Fare in Canada and in Québec? -- Immigration and the Canadian Labour Markets -- Comparing the Immigrantâ{u0080}{u0099}s and Canadiansâ{u0080}{u0099} Earnings -- An Attempt at Explaining the Discriminatory Treatment Against Immigrants in Québec and in Canada -- National Cultures in Sixes: Hofstedeâ{u0080}{u0099}s Analytical Frame -- Tribal Cultures According to Gladys Symons -- As a Concluding Note -- Creative Cities: The New Engines of Growth and Wealth -- Conclusions -- References -- Chapter 5: The Strangerâ{u0080}{u0099}s Gaze* -- The Position of Exteriority -- The Strength of Distance -- Curiosity and Objectification -- The Genius of Strangers -- The Culture of Adventure -- Making Something of Oneself -- References -- Diversity Categories and Discrimination: Some Critical Reflections -- Chapter 6: When Freedoms Collide: Competing Claims for Religious Rights and Sexual Orientation Equality at Work and Beyond -- Understanding Freedom in the Context of Rights Conflicts -- Patterns of Discrimination as Regards the Interplay of Sexual Minorities and Religious Groupings -- Concluding Remarks -- References -- Chapter 7: Physical Appearance as Invisible Discrimination -- Introduction -- Physical Appearance: So Simple Yet So Complex
  • Definition of Physical Appearance -- The Relativity of Things -- Mechanisms at Work in the Appearance Appraisal Process -- Categorisation -- Stereotyping -- Prejudice -- Discrimination -- Psychological Effects, Primacy and the Halo Effect -- Discrimination in Working Life -- Salient Moments in Appearance-Related Discrimination in the Workplace -- Hiring -- Salary -- Day-to-Day Working Life -- The Legal Framework and Some Cases of Jurisprudence -- What Are the Legal Guidelines? -- Safeguards to Protect Businesses -- When Companies Decide to Act -- Self-censorship -- Consequences for Employees -- Stereotype Threats -- Compensation Strategies -- Self-censorship -- Consequences of Discrimination against Physical Appearance for a Company -- Increase in Turnover and Absenteeism -- Negative Repercussions on Productivity -- Legal Risks and Damage to the Corporate Image -- Possible Options for Businesses -- Mistaken Good Intentions -- Potential Avenues to Explore -- Proposed Measures Following Our Study -- Scenario 1: Corporal Hygiene -- Scenario 2: Teasing -- Scenario 3: Refusing Promotion -- Scenario 4: Hiring -- Designing High-Impact Teaching Tools -- Conclusion -- References -- Chapter 8: Generational Diversity in Organisation: A Meta-Analysis -- IntroductiON -- Different Dimensions of the Concept of Generation: A Multidisciplinary Approach -- Generic Definition of the Concept of Generation -- Generation as a Category of Age -- Generation as a Birth Cohort -- Methodology -- Results: Generational Diversity in Management, What Are We Talking About? -- Generational Diversity: A Growing Concern in the West -- The Emergence of Different Generational Levels -- The Level of Society -- The Career Level -- The Organisational Level -- The Position Level -- The Case for Reuniting the Notions of Age and Cohort under the Concept of Generation
  • For a Distinction of Generational Levels -- Overcoming a Stereotyped View of Generations -- The Limits of Our Study and Venues for Research -- References -- Chapter 9: Sacred Food at Work Canteen: For a Better Understanding of Religious Specificities and their Management at the Workplace -- Can We, In the Name of Collective Living, Favour Rites Destined to Separate People from Each Other? -- Meat is â{u0080}{u009C}All That Is Proper for Sustaining Lifeâ{u0080}{u009D} -- Globalisation and Dietary Rites on the Table -- What Can Be the Fate of â{u0080}{u009C}Separatistâ{u0080}{u009D} Models in a Multicultural Society? -- Christianity Between the Abandon of Ritual Slaughter and Dietary Prohibitions -- Ritual Slaughter and Christianity -- A Rite Can Marginalise a Group Rather Than Vitalise It -- Judaism, Between Dietary Tradition and Kashrut -- The First Prohibition is That of Blood -- The Quest for Dietary Purity is Exponential -- Identities and Rites of Judaism in the Roman Empire -- Islam: Halal, Between Rite and Identity -- Does Eating Halal Always Reflect a Religious Commitment? -- Why Viewing Ritual Slaughter Through the Fate of Animals is Not the Fairest Prism for Evaluating the Meaning of Dietary Obligations -- What Place Do Scared Diets Have in Collective Catering? -- Fasting, An Interruption of Secular Time -- Olympic Games and Ramadan -- Fasting and Work Contracts -- Meal Allowances and Dietary Particularities -- Avoiding Separatism, Exclusion, and Self-Exclusion Through the Individual Management of Particularities -- From Identity to Marginalisation -- References -- Socio-Political Issues on Diversity Management and Perspectives -- Chapter 10: Diversity Dimensions of Entrepreneurship: Addressing Multiple Strands of Diversity in Entrepreneurship Research -- Introduction -- Gender and Entrepreneurship -- Ethnicity and Religion in Entrepreneurship Research
  • Sexual Orientation and Age in Entrepreneurship Research -- Research Agenda for an Inclusive Approach: Disability and Entrepreneurship -- Concluding remarks -- References -- Chapter 11: Trade Unions and Social Dialogue: A Challenge for Diversity Management -- Literature Review -- Methodology -- Results -- The Obligation of Concertation for the Acquisition of the Diversity Label and the Signature of the Diversity Charter -- Cautious Involvement of Social Partner in Diversity Management Politicies -- The Steps of Negotiation -- The Planning of the Negotiation -- The Production of a Common Diagnostic -- Negotiation and Formalisation of an Agreement -- Conclusion of the Agreement -- Implementation of the Agreement -- Information â{u0080}{u0093} Diffusion -- Monitoring and Evaluation -- Conclusion -- References -- Chapter 12: Swings and Roundabouts: Reconsidering Equal Employment Opportunity, Affirmative Action and Diversity Management in Australia from a Historical Perspective -- Introduction -- Prevailing Representations of EEO, AA and DM -- Defining Diversity Management in the Australian Context -- Considering Links and Continuities: Multiculturalism, EEO, AA and DM -- Divergence and Convergence -- Conclusion -- References -- Chapter 13: Diversity Management as a Career: Professional Identity of Diversity Managers as a Multi-level and Political Construct -- Introduction -- Expertise and Skills of Diversity Managers -- The Job Status and Organisational Position of Diversity Managers -- The Organisational Support for Diversity Managers -- Conclusion -- References -- Chapter 14: Consequences of Neo-Liberal Politics on Equality and Diversity at Work in Britain: Is Resistance Futile? -- Introduction -- Deregulation and Voluntarism as Neo-Liberal Values -- Individualism as a Neo-Liberal Value -- Competition as a Neo-Liberal Value
  • Is Resistance Against Neo-Liberal Rationales of Diversity Management Futile?
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{'f': 'http://opac.lib.rpi.edu/record=b4415404'}
Extent
1 online resource (393 pages)
Form of item
online
Isbn
9781786354891
Media category
computer
Media MARC source
rdamedia
Media type code
c
Sound
unknown sound
Specific material designation
remote

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