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020 _a9789401794756
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024 7 _a10.1007/978-94-017-9475-6
_2doi
050 4 _aHF5548.7-5548.85
072 7 _aJMJ
_2bicssc
072 7 _aPSY021000
_2bisacsh
072 7 _aJMJ
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082 0 4 _a158.7
_223
100 1 _aGotsis, George.
_eauthor.
_4aut
_4http://id.loc.gov/vocabulary/relators/aut
_923140
245 1 0 _aCritical Studies in Diversity Management Literature
_h[electronic resource] :
_bA Review and Synthesis /
_cby George Gotsis, Zoe Kortezi.
250 _a1st ed. 2015.
264 1 _aDordrecht :
_bSpringer Netherlands :
_bImprint: Springer,
_c2015.
300 _aVIII, 98 p.
_bonline resource.
336 _atext
_btxt
_2rdacontent
337 _acomputer
_bc
_2rdamedia
338 _aonline resource
_bcr
_2rdacarrier
347 _atext file
_bPDF
_2rda
490 1 _aSpringerBriefs in Psychology,
_x2192-8363
505 0 _aChapter 1: Workplace Diversity: A Resource or a Source of Conflict? -- Chapter 2: Different Approaches to Managing a Diverse Workforce -- Chapter 3: The Rhetoric of Diversity Management: How Critical Diversity Studies Explicate Organizational Appropriation of Differences -- Chapter 4: The Social Construction of Diversity Discourses: Critical Perspectives on Diversity Management, Power and Inequality -- Chapter 5: Operationalizing Critical Diversity Theories: A Contextual Framework of Implementing New Diversity Practices.
520 _aThis book critically examines current workplace diversity management practices and explores a nuanced framework for undertaking, supporting, and implementing policies that equally favor all people. It presents critical perspectives that not only elevate respect for differences but also provide insights into the nature and dynamics of differences in view of an inclusive and truly participative organizational environment. The book first presents a brief overview of the connotations associated with workplace diversity and its effective management. Next, it focuses on the organizational appropriation of differences through the formation and mediation of various diversity discourses. It demonstrates the particular articulations of these discourses with inequality and oppressive structures that perpetuate structural disadvantage due to existing power disparity between dominant and unprivileged group members. The book then goes on to underscore the need of constructing relational and context-sensitive diversity management frameworks. Overall, the book outlines that current business cases for diversity focus solely on instrumental goals and tangible outcomes and, as a result, fail to fully capture the complexity as well as the particularity of the diversity phenomenon. The book underlines the necessity for a more inclusive paradigm, implying a progressive problem-shift in the dominant diversity research agenda from a market-driven business-oriented diversity management to one highly valuing, affirming, and respecting otherness.
650 0 _aIndustrial psychology.
_923141
650 0 _aEconomic sociology.
_923142
650 0 _aPersonnel management.
_923143
650 1 4 _aIndustrial and Organizational Psychology.
_0https://scigraph.springernature.com/ontologies/product-market-codes/Y20030
_923144
650 2 4 _aOrganizational Studies, Economic Sociology.
_0https://scigraph.springernature.com/ontologies/product-market-codes/X22020
_923145
650 2 4 _aHuman Resource Management.
_0https://scigraph.springernature.com/ontologies/product-market-codes/517000
_923146
700 1 _aKortezi, Zoe.
_eauthor.
_4aut
_4http://id.loc.gov/vocabulary/relators/aut
_923147
710 2 _aSpringerLink (Online service)
_923148
773 0 _tSpringer Nature eBook
776 0 8 _iPrinted edition:
_z9789401794763
776 0 8 _iPrinted edition:
_z9789401794749
830 0 _aSpringerBriefs in Psychology,
_x2192-8363
_923149
856 4 0 _uhttps://doi.org/10.1007/978-94-017-9475-6
912 _aZDB-2-BHS
912 _aZDB-2-SXBP
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