Cultural Diversity Management in Organizations.

Hauptbeschreibung Changes in the demographic structure of the modern workforce and strategies for increasingly globalized business are resulting in a multitude of questions about cultural diversity and its management within organizations. "Cultural Diversity Management in Organizations" fo...

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Detalles Bibliográficos
Clasificación:Libro Electrónico
Autor principal: Romanenko, Alena
Formato: Electrónico eBook
Idioma:Inglés
Publicado: Hamburg : Diplomica Verlag, 2012.
Temas:
Diversity in the workplace > Management.
Personnel management.
Interpersonal relations.
Multiculturalisme en milieu de travail > Gestion.
Personnel > Direction.
Diversity in the workplace > Management
Interpersonal relations
Personnel management
Acceso en línea:Texto completo
Tabla de Contenidos:
  • Cultural Diversity Management in Organizations: The Role of Psychological Variables in Diversity Initiatives; ACKNOWLEDGMENT; ABSTRACT; Abstract (Deutsch); TABLE OF CONTENTS; 1 INTRODUCTION; 1.1 Aim of the Study and Research Questions; 1.2 Methodology; 2 MANAGEMENT OF CULTURAL DIVERSITY IN ORGANIZATIONS; 2.1 Definitions and Theory: Cultural Diversity Management in the Workplace; 2.1.1 The Concept of Organizational Diversity; 2.1.2 Workplace and Employee Diversity Management; 2.1.3 Cultural Diversity and its Management; 2.1.4 Measurement of Cultural Diversity.
  • 2.1.5 Issues of Race, Ethnicity, and Culture2.2 Inevitability of Diversity in the HR World; 2.2.1 Target Group Companies for Diversity Management; 2.2.2 Current Cultural Diversity Popularity Trends; 2.2.3 The Role of HR
  • Allocation of Cultural Diversity Management; 2.3 Business Case: Diversity as the Right Thing to Do; 2.4 Diversity Outcomes
  • What Could Companies Expect?; 2.4.1 Organization-Level Outcomes; 2.4.2 Group-Level Outcomes; 2.4.3 Individual-Level Outcomes
  • Importance of Psychological Variables; 2.5 Chapter Summary; 3 PSYCHOLOGICAL MECHANISMS AND OUTCOMES OF DIVERSITY INITIATIVES.
  • 3.1 Explanatory Approaches of Diversity Outcomes3.1.1 Social Identity Approach; 3.1.2 Information-Processing and Problem-Solving Approaches; 3.1.3 Intergroup Contact Theory; 3.1.4 Ironic Processes Theory; 3.1.5 Inference: Applying Theoretical Approaches in Diversity Initiatives; 3.2 Attitudes and Attitudes towards Diversity; 3.2.1 Theory, Practice, and Operationalization of Attitudinal Research; 3.2.2 Achieving Attitudinal Change in Organizations; 3.2.3 Inference: Applying Attitudes Towards Diversity in Diversity Initiatives; 3.3 Commitment.
  • 3.3.1 Theory, Practice, and Operationalization of Commitment Research3.3.2 Consequences of Organizational Commitment; 3.3.3 Strategic Human Resource Management: Commitment Paradigm; 3.3.4 Inference: Applying Organizational Commitment in Diversity Initiatives; 3.4 Chapter Summary; 4 CULTURAL DIVERSITY INITIATIVES AND TRAININGS; 4.1 Successful Diversity Management Implementation; 4.1.1 Introduction of Cultural Diversity Initiatives; 4.1.2 Alignment of Diversity Management Strategies and HR Practices; 4.1.3 Best Practices of Diversity Management Strategies and Practices.
  • 4.2 Cultural Diversity Trainings in Organizations4.3 Training Goals; 4.3.1 Eliminating Stereotype, Prejudice, and Discrimination; 4.3.2 Raising Cultural Competence; 4.4 Diversity Training Inputs: Context, Design, Trainee Characteristics; 4.4.1 Training Context; 4.4.2 Training Design; 4.4.3 Training Methods; 4.4.4 Trainee/Trainer's Characteristics; 4.5 Diversity Trainings: Outcomes regarding Psychological Variables; 4.5.1 Cognitive Outcomes; 4.5.2 Affective/Attitudinal Outcomes; 4.5.3 Behavioural (Skill-based) Outcomes; 4.6 Effectiveness of Diversity Trainings.

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