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Managing diversity : toward a globally inclusive workplace / Michalle E. Mor Barak, University of Southern California, USA.

Por: Editor: Los Angeles : SAGE Publishing, 2022Edición: Fifth EditionDescripción: xxxiv, 474 pages : illustrations (chiefly color), map ; 24 cmTipo de contenido:
  • text
Tipo de medio:
  • unmediated
Tipo de soporte:
  • volume
ISBN:
  • 9781544333076
Tema(s): Clasificación CDD:
  • 658.3008 23
Clasificación LoC:
  • HF5549.5 .M5 M662 2022
Contenidos:
Chapter 1: Introduction and Conceptual Framework -- PART 1: THE GLOBAL CONTEXT FOR DIVERSITY MANAGEMENT -- Chapter 2: Diversity Legislation in a Global Perspective: Equality and Fairness in Employment -- Chapter 3: Discrimination, Equality and Fairness in Employment: Social Policies and Affirmative/Positive Action Programs -- Chapter 4: Global Demographic Trends: Impact on Workforce Diversity -- Chapter 5: Socioeconomic Transitions: The New Realities of the Global Workforce -- PART II: SOCIAL PSYCHOLOGICAL PERSPECTIVES OF WORKPLACE DIVERSITY -- Chapter 6: Defining Diversity in a Global Context: Prejudice and Discrimination -- Chapter 7: Vive La Difference? Theoretical Perspectives on Diversity and Exclusion in the Workplace -- Chapter 8: Culture and Communication in the Global Workplace -- Chapter 9: Interpersonal Relationships in the Global Work Context -- PART III: MANAGING A DIVERSE WORKFORCE IN THE GLOBAL CONTEXT: THE INCLUSIVE WORKPLACE -- Chapter 10: Diversity Management: Paradigms, Rationale, and Key Elements -- Chapter 11: Inclusive Leadership: Unlocking the Diversity Potential -- Chapter 12: Overview of the Inclusive Workplace Model -- Chapter 13: The Inclusive Workplace Model -- Chapter 14: The Inclusive Workplace Model -- Chapter 15: Toward a Globally Inclusive Workplace -- Appendix 1: Case Illustration: Level I—Inclusion Through Diversity Within Work Organizations—Denny’s, Inc. -- Appendix 2: Case Illustration: Level II—Inclusion Through Corporate-Community Collaboration—Unilever -- Appendix 3: Case Illustration: Level III—Inclusion of Disadvantaged Groups at the National/State Level—Eurest -- Appendix 4: Case Illustration: Level IV—Inclusion Through Global Collaborations—Fair Trade Company -- Appendix 5: Case Illustration: Level V—Inclusion Through Sustainability and Environmental Justice—Uranium Mines Deadly Legacy at the Navajo Nation.
Resumen: "Winner of the George R. Terry Book Award from Academy of Management and the Outstanding Academic Title Award from CHOICE Magazine Successful management of our increasingly diverse workforce is one of the most important challenges facing organizations today. In the Fifth Edition of her award-winning text, Managing Diversity, author Michàlle E. Mor Barak argues that inclusion is the key to unleashing the potential embedded in a multicultural workforce. Organized around The Inclusive Workplace Model, this text provides practical advice for creating inclusion through organizational, community, national, international, and environmental levels. New to this edition: New fifth level of The Inclusive Workplace Model addresses inclusion through environmental sustainability and justice Expanded coverage of ability and disability diversity as well as expanded coverage of transgender and non-binary diversity New case examples on contemporary topics such as the Black Lives Matter movement, the #MeToo movement, COVID-19 Revising table of contents offers more concise, streamlined coverage of each level in the Inclusive Workplace Model Updated statistics, data, research, and references throughout all chapters "-- Provided by publisher.
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Descripciones mejoradas de Syndetics:

The award-winning Managing Diversity: Toward a Globally Inclusive Workplaceuses an interdisciplinary approach to provide students with an understanding of diversity from a global perspective. Author Michalle E. Mor Barak offers practical guidelines to help managers create an inclusive workplace and develop an organizational culture that embraces diversity. The Fifth Editionincludes expanded coverage of environmental justice, disability diversity, LGBTQ+ diversity, and inclusive leadership.

Revised edition of the author's Managing diversity, 2017.

Includes bibliographical references and index.

Chapter 1: Introduction and Conceptual Framework -- PART 1: THE GLOBAL CONTEXT FOR DIVERSITY MANAGEMENT -- Chapter 2: Diversity Legislation in a Global Perspective: Equality and Fairness in Employment -- Chapter 3: Discrimination, Equality and Fairness in Employment: Social Policies and Affirmative/Positive Action Programs -- Chapter 4: Global Demographic Trends: Impact on Workforce Diversity -- Chapter 5: Socioeconomic Transitions: The New Realities of the Global Workforce -- PART II: SOCIAL PSYCHOLOGICAL PERSPECTIVES OF WORKPLACE DIVERSITY -- Chapter 6: Defining Diversity in a Global Context: Prejudice and Discrimination -- Chapter 7: Vive La Difference? Theoretical Perspectives on Diversity and Exclusion in the Workplace -- Chapter 8: Culture and Communication in the Global Workplace -- Chapter 9: Interpersonal Relationships in the Global Work Context -- PART III: MANAGING A DIVERSE WORKFORCE IN THE GLOBAL CONTEXT: THE INCLUSIVE WORKPLACE -- Chapter 10: Diversity Management: Paradigms, Rationale, and Key Elements -- Chapter 11: Inclusive Leadership: Unlocking the Diversity Potential -- Chapter 12: Overview of the Inclusive Workplace Model -- Chapter 13: The Inclusive Workplace Model -- Chapter 14: The Inclusive Workplace Model -- Chapter 15: Toward a Globally Inclusive Workplace -- Appendix 1: Case Illustration: Level I—Inclusion Through Diversity Within Work Organizations—Denny’s, Inc. -- Appendix 2: Case Illustration: Level II—Inclusion Through Corporate-Community Collaboration—Unilever -- Appendix 3: Case Illustration: Level III—Inclusion of Disadvantaged Groups at the National/State Level—Eurest -- Appendix 4: Case Illustration: Level IV—Inclusion Through Global Collaborations—Fair Trade Company -- Appendix 5: Case Illustration: Level V—Inclusion Through Sustainability and Environmental Justice—Uranium Mines Deadly Legacy at the Navajo Nation.

"Winner of the George R. Terry Book Award from Academy of Management and the Outstanding Academic Title Award from CHOICE Magazine Successful management of our increasingly diverse workforce is one of the most important challenges facing organizations today. In the Fifth Edition of her award-winning text, Managing Diversity, author Michàlle E. Mor Barak argues that inclusion is the key to unleashing the potential embedded in a multicultural workforce. Organized around The Inclusive Workplace Model, this text provides practical advice for creating inclusion through organizational, community, national, international, and environmental levels. New to this edition: New fifth level of The Inclusive Workplace Model addresses inclusion through environmental sustainability and justice Expanded coverage of ability and disability diversity as well as expanded coverage of transgender and non-binary diversity New case examples on contemporary topics such as the Black Lives Matter movement, the #MeToo movement, COVID-19 Revising table of contents offers more concise, streamlined coverage of each level in the Inclusive Workplace Model Updated statistics, data, research, and references throughout all chapters "-- Provided by publisher.

Tabla de contenidos provista por Syndetics

  • List of Boxes, Figures, and Tables(p. xv)
  • Preface(p. xx)
  • Acknowledgments(p. xxx)
  • About the Author(p. xxxiv)
  • Chapter 1 Introduction and Conceptual Framework(p. 1)
  • The Challenge of Managing Diversity in a Global Context(p. 2)
  • Tensions Posed by Global Workforce Trends(p. 4)
  • Diversity and Exclusion: A Critical Workforce Problem(p. 6)
  • The Inclusive Workplace Model(p. 8)
  • Conceptual Framework and Organization of the Book(p. 10)
  • Summary and Conclusion(p. 11)
  • Note(p. 12)
  • Part I The Global Context for Diversity Management(p. 13)
  • Chapter 2 Diversity Legislation in a Global Perspective: Equality and Fairness in Employment(p. 14)
  • The International Bill of Human Rights and Employment Rights(p. 14)
  • Importance and Influence of the Declaration of Human Rights(p. 20)
  • Implementation(p. 22)
  • Diversity-Related Employment Legislation(p. 24)
  • Broad-Based Anti-discrimination Legislation(p. 25)
  • Race-South Africa(p. 28)
  • Gender-Japan(p. 28)
  • Equal Remuneration-United Slates(p. 30)
  • Sexual Orientation-International(p. 31)
  • Gender Identity-United States and International(p. 32)
  • Antisexual Harassment Legislation-International(p. 37)
  • Practical Implications(p. 44)
  • Summary and Conclusion(p. 46)
  • Supplement 2.1 Universal Declaration of Human Rights(p. 47)
  • Universal Declaration of Human Rights(p. 47)
  • Supplement 2.2 Global Antidiscrimination and Equal Rights Legislation Checklist of Protections Offered by a Select Number of Countries(p. 53)
  • Notes(p. 57)
  • Chapter 3 Discrimination, Equality and Fairness in Employment: Social Policies and Affirmative/Positive Action Programs(p. 59)
  • Discrimination and Equality in Employment(p. 60)
  • Theoretical Perspectives of Discrimination and Affirmative Action(p. 64)
  • Social Policies and Affirmative/Positive Action Programs(p. 65)
  • Legal Arrangements for Affirmative 3nd Positive Action Policies(p. 66)
  • Principles of Affirmative Action and Positive Action Programs(p. 70)
  • Specific Goats and Target Population(p. 70)
  • Policies and Activities(p. 71)
  • Enforcement, Incentives, and Sanctions(p. 74)
  • The Public Debate Over Affirmative and Positive Action Policies(p. 74)
  • Summary and Conclusion(p. 79)
  • Notes(p. 81)
  • Websites(p. 81)
  • Chapter 4 Global Demographic Trends: Impact on Workforce Diversity(p. 82)
  • International Population Trends(p. 83)
  • Trends in the Working Age Population(p. 86)
  • Migration Ti ends(p. 90)
  • National Trends(p. 96)
  • Gender Diversity(p. 96)
  • Age Diversity(p. 99)
  • Racial and Ethnic Diversity(p. 102)
  • Ability and Disability Diversity(p. 105)
  • Sexual Orientation Diversity(p. 106)
  • Gender Identity Diversity(p. 106)
  • Summary and Conclusion(p. 107)
  • Notes(p. 108)
  • Chapter 5 Socioeconomic Transitions: The New Realities of the Global Workforce(p. 110)
  • Worker Migration(p. 112)
  • Occupational Diversity(p. 116)
  • Migration of Employers(p. 119)
  • Implications for Diversity of Gender, Disability, and Sexual Orientation(p. 124)
  • Educational Trends and Workforce Diversity(p. 126)
  • Summary and Conclusion(p. 130)
  • Notes(p. 131)
  • Part II Social Psychological Perspectives of Workplace Diversity(p. 133)
  • Chapter 6 Defining Diversity in a Global Context: Prejudice and Discrimination(p. 134)
  • Workforce Diversity Defined(p. 136)
  • Narrow Category-Based Diversity Definitions(p. 138)
  • Broad Category-Based Diversity Definitions(p. 146)
  • Diversity Definitions Based on a Conceptual Rule(p. 148)
  • Moving Toward a Global Definition of Diversity(p. 149)
  • Stereotypes and Prejudice(p. 152)
  • Dehumanization and Oppression(p. 164)
  • Employment-Related Discrimination(p. 166)
  • Summary and Conclusion(p. 168)
  • Notes(p. 170)
  • Chapter 7 Vive la Différence?: Theoretical Perspectives on Diversity and Exclusion in the Workplace(p. 172)
  • Diversity and Exclusion: A Critical Workforce Problem(p. 173)
  • Overview of Social Psychological Theories of Diversity and Exclusion(p. 176)
  • Theoretical Underpinnings of the Inclusion-Exclusion Construct(p. 177)
  • Orienting Theories of Diversity and Exclusion(p. 177)
  • Explanatory Theories of Diversity and Exclusion(p. 179)
  • Explanatory Theories Addressing Question 1: Why Do Employees Feet Excluded in Their Workplace?(p. 179)
  • Limitation of Social Identity Theory in Understanding Diversity and Exclusion(p. 186)
  • Implications of Social Identity Theory to Diversity and Exclusion(p. 187)
  • Social Comparison Theory and Symbolic Interaction Theory(p. 190)
  • Explanatory Theories Addressing Question 2: How Can Experiences of Exclusion Influence Employee Attitudes, Behaviors and Performance?(p. 191)
  • Explanatory Theories Addressing Question 3: Why Are There Conflicts Between Groups in the Workplace?(p. 196)
  • Research on Organizational Demography Documenting Exclusion(p. 196)
  • Summary and Conclusion(p. 201)
  • Notes(p. 204)
  • Chapter 8 Culture and Communication in the Global Workplace(p. 205)
  • The Cultural Context for the Global Workplace(p. 205)
  • Cultural Value Dimensions(p. 207)
  • Power Distance(p. 209)
  • Individualism Versus Collectivism(p. 209)
  • Masculinity Versus Femininity(p. 210)
  • Avoidance of Uncertainty(p. 211)
  • Long- Versus Short-Term Orientation(p. 212)
  • Indulgence Versus Restraint(p. 212)
  • Summary and Critique of Hofstede's Framework(p. 213)
  • The GLOBE Study(p. 215)
  • Cross-Cultural Communication(p. 216)
  • Effective Cross-Cultural Communication(p. 218)
  • Verbal Communication(p. 219)
  • Language Fluency and Cultural Fluency(p. 222)
  • Nonverbal Communication(p. 223)
  • Cross-Cultural Communication Styles(p. 227)
  • Summary and Conclusion(p. 229)
  • Notes(p. 230)
  • Chapter 9 Interpersonal Relationships in a Global Work Context(p. 231)
  • Cultural Styles and Relational Mental Models(p. 233)
  • Diversity in Interpersonal Relationships(p. 236)
  • Emotional Detachment Versus Emotional Involvement(p. 236)
  • Conflict and Harmony(p. 240)
  • Interpersonal Relationships and Cross-Cultural Communication(p. 241)
  • Theoretical Perspectives on Interpersonal Cross-Cultural Communication(p. 242)
  • Face and Harmony Orientation(p. 244)
  • Relationship Versus Task Orientation(p. 244)
  • Direct Versus Indirect Communication(p. 245)
  • Summary and Conclusion(p. 247)
  • Note(p. 248)
  • Part III Managing a Diverse Workforce in the Global Context: The Inclusive Workplace(p. 249)
  • Chapter 10 Diversity Management: Paradigms, Rationale, and Key Elements(p. 250)
  • Defining Diversity Management(p. 250)
  • From Equal Rights Laws to Affirmative/Positive Action, to Diversity Management(p. 254)
  • Diversity Management Paradigms(p. 258)
  • The Human Resource Paradigm in Diversity Management(p. 258)
  • The Multicultural Organization Paradigm in Diversity Management(p. 262)
  • Models of Global Diversity Management(p. 263)
  • The Impetus for Implementing Diversity Management(p. 265)
  • Characteristics and Limitations of Diversity Management(p. 267)
  • Summary and Conclusion(p. 269)
  • Notes(p. 270)
  • Chapter 11 Inclusive Leadership: Unlocking the Diversity Potential(p. 271)
  • Leadership Dilemmas and the Diversity Paradox(p. 272)
  • Transformational Leadership, Inclusive Leadership, and the Organizations Competitive Advantage(p. 273)
  • Organizational Leadership and Inclusion(p. 275)
  • Inclusive Leadership(p. 275)
  • Leadership and Policy-Practice Decoupling(p. 277)
  • Policy-Practice Decoupling Within Levels and Between Levels(p. 279)
  • Inclusive Leadership from the Ground Up-Leadership Emergence(p. 280)
  • Inclusive Leadership from the Top: The Central Role of CEOs(p. 281)
  • Inclusive Leadership in the Middle: Leader-Member Exchange (LMX)(p. 285)
  • Summary and Conclusion(p. 287)
  • Chapter 12 Overview of the Inclusive Workplace Model(p. 289)
  • Level I Inclusion Through Diversity Within the Work Organization(p. 289)
  • Overview of the Inclusive Workplace Model(p. 290)
  • The inclusive Workplace: Level I(p. 292)
  • Inclusive Policies and Practices(p. 293)
  • Barriers and Benefits of Implementing the Inclusive Approach at Level I(p. 297)
  • Barriers(p. 297)
  • Benefits(p. 298)
  • Summary and Conclusion(p. 302)
  • Chapter 13 The Inclusive Workplace Model(p. 303)
  • Level II Inclusion Through Corporate-Community Collaborations(p. 303)
  • Level III Inclusion Through State/National Collaborations(p. 303)
  • Level II Inclusion Through Corporate-Community Collaborations(p. 303)
  • Inclusive Policies and Practices(p. 305)
  • Barriers and Benefits of Implementing the Inclusive Approach at Level II(p. 308)
  • Barriers(p. 308)
  • Benefits(p. 309)
  • Level II Summary and Conclusion(p. 310)
  • Level III Inclusion Through State/National Collaborations(p. 311)
  • Barriers and Benefits of Implementing the Inclusive Approach at Level III(p. 314)
  • Barriers(p. 314)
  • Benefits(p. 314)
  • Level III Summary and Conclusion(p. 316)
  • Chapter 14 The Inclusive Workplace Model(p. 318)
  • Level IV Inclusion Through International Collaborations(p. 318)
  • Level V Inclusion Through Environmental Sustainability and Justice(p. 318)
  • The Inclusive Workplace: Level IV(p. 318)
  • Barriers and Benefits to Implementing the Inclusive Approach at Level IV(p. 322)
  • Barriers(p. 322)
  • Benefits(p. 322)
  • Summary and Conclusion Level IV(p. 324)
  • The Inclusive Workplace: Level V(p. 324)
  • Barriers and Benefits to Implementing the Inclusive Approach at Level V(p. 326)
  • Barriers(p. 326)
  • Benefits(p. 326)
  • Summary and Conclusion Level V(p. 328)
  • Notes(p. 329)
  • Chapter 15 Toward a Globally Inclusive Workplace: Putting the Pieces Together(p. 331)
  • The Value Base for the Inclusive Workplace(p. 332)
  • Implementation of the Inclusive Workplace(p. 333)
  • Practical Steps for Creating an Inclusive Workplace: Climate for Diversity, Climate for Inclusion, and Survey Scales(p. 337)
  • Climate for Diversity and Climate for inclusion(p. 338)
  • Assessment of Climate for Diversity and Climate for Inclusion-Survey Scales(p. 340)
  • The Climate for Inclusion-Exclusion Scale [MBIE](p. 340)
  • Psychometric Properties and Previous Research Using the Measure(p. 342)
  • The Mor Barak et al. Diversity Climate Scale(p. 348)
  • Overview(p. 348)
  • Psychometric Properties and Previous Research Using the Measure(p. 350)
  • Conclusion(p. 354)
  • Note(p. 356)
  • Appendix 1 Case Illustration: Level I-Inclusion Through Diversity Within Work Organizations-Denny's, Inc.(p. 357)
  • Homogenous History(p. 357)
  • The "New Face" of Denny's(p. 359)
  • Diversity Changes(p. 359)
  • Awards and Impact(p. 363)
  • Continued Legal Trouble(p. 364)
  • Questions for Discussion and Further Analysis(p. 366)
  • Summary and Conclusion(p. 366)
  • Appendix 2 Case Illustration: Level II-Inclusion Through Corporate-Community Collaboration-Unilever(p. 367)
  • Unilever and Palm Oil(p. 367)
  • Importance of Palm Oil(p. 368)
  • The Oil Palm Tree Industry(p. 368)
  • Current Trends(p. 368)
  • Impact of Palm Plantations(p. 369)
  • Environmental(p. 369)
  • Social(p. 369)
  • Economic(p. 370)
  • Unilever's Sustainability Development(p. 370)
  • Sustainable Agriculture Initiative(p. 372)
  • Implementation of the Sustainable Development Plan(p. 373)
  • Unilever's Commitments Related to Palm Oil(p. 374)
  • Questions for Discussion and Further Analysis(p. 375)
  • Appendix 3 Case Illustration: Level III-Inclusion of Disadvantaged Groups at the National/State Level-Eurest(p. 376)
  • History of the Aboriginals(p. 376)
  • Australia's Plan to Mend the Injustices(p. 377)
  • New Laws and Policies(p. 377)
  • Indigenous Employment Policy(p. 378)
  • Eurest/Compass(p. 379)
  • Indigenous Training and Employment Program(p. 379)
  • Awards(p. 381)
  • Continuing Controversy(p. 381)
  • Closing the Gap(p. 382)
  • Questions for Discussion and Further Analysis(p. 383)
  • Appendix 4 Case Illustration: Level IV-Inclusion Through Global Collaborations-Fair Trade Company(p. 384)
  • Fair Trade History(p. 385)
  • Principles of Fair Trade(p. 386)
  • Market Expansion(p. 386)
  • Example of the Costs of Fair-Trade Goods(p. 386)
  • Global Village and Fair-Trade Company(p. 387)
  • Need for Options in Japan(p. 387)
  • Fair Trade and Gender Inequality in Less-Developed Countries(p. 387)
  • Formula for Success(p. 388)
  • Fair Trade Future(p. 389)
  • Fair Trade Product Certifications(p. 389)
  • Fair Trade Impact on Producing Countries(p. 389)
  • Fair Trade Towns, Colleges, Schools, and Congregations(p. 389)
  • Questions for Discussion and Further Analysis(p. 390)
  • Appendix 5 Case Illustration: Level V-Inclusion Through Sustainability and Environmental Justice-Uranium Nines Deadly Legacy at the Navajo Nation(p. 391)
  • History of Uranium Mines on Navajo Land(p. 391)
  • Health impacts(p. 392)
  • Legal Action(p. 392)
  • Cleanup Efforts and Lingering Mistrust(p. 393)
  • Questions for Discussion and Further Analysis(p. 394)
  • References(p. 395)
  • Index(p. 461)

Notas de autor provistas por Syndetics

Michàlle Mor Barak , PhD, is the Dean Endowed Professor of Social Work and Business at the University of Southern California (USC) with a joint appointment at the Suzanne Dworak-Peck School of Social Work and the Marshall School of Business. She served as the Founding Chair of the Department of Social Change and Innovation (SCI) and the Chair of the PhD Program. A Principal Investigator on several large research projects, she has published extensively in the areas of global diversity and inclusion climate. Her research and scholarly work were funded by national and international foundations and corporations, including the Rockefeller Foundation, the Department of Defense, Army Research Institute (DOD-ARI), Nike, TRW Aerospace & Defense, Southern California Edison, and the Wellness Foundation.

Mor Barak was invited to give keynote addresses at national and international gatherings such as the International Monetary Fund (IMF) Global Inclusion Conference, Equity, Diversity and Inclusion (EDI) International Conference, and the Women's Global Forum on the Economy and Society . She received grants to lead prestigious conferences around the world, including from the Rockefeller Foundation to lead an international conference on global workforce diversity at the Foundation's Villa Serbelloni in Bellagio , Italy, and from the Borchard Foundation's grant to lead a global think tank of scholars on diversity management at the Château de la Bretesche, in France. Her original measures of diversity climate and climate for inclusion have been widely used nationally and internationally and were translated to more than 10 languages , including Chinese, Dutch, French, German, Hebrew, Italian, Japanese, Korean, Portuguese, Spanish, and Turkish .

Mor Barak won Best Paper awards including the Journal of Behavioral and Applied Management , from the Academy of Management Annual Conference, and from the Journal of Human Service Organizations and was ranked among the top authors of the most influential articles in the social work discipline. She was inducted to the American Academy of Social Work and Social Welfare (AASWSW) and received awards of distinction, including a Fulbright award , Academy of Management Division of Gender and Diversity in Organizations, the Lady Davis award , the University of California Regents Award , and the Franklin C. Sterlin Distinguished Faculty Award. The first edition of this book, Managing Diversity: Toward a Globally Inclusive Workplace , received accolades in academic journals such as the Academy of Management Learning and Educational Journal , Journal of Sociology and Social Welfare , and Profiles in Diversity Journal , and won the Association of College and University Libraries' Choice Award for Best Titles and the Academy of Management's prestigious Terry Best Book award for "the most significant contribution to management knowledge".

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