Titlebook: Critical Studies in Diversity Management Literature; A Review and Synthes George Gotsis,Zoe Kortezi Book 2015 Springer Science+Business Med

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Different Approaches to Managing a Diverse Workforce,t literature. Diversity management emerged as an organizational endeavour to substantially move beyond legally imposed organizational policies, such as equal employment opportunities and affirmative action: the voluntary nature of the former was thus opposed to the legally enforced character of the

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The Social Construction of Diversity Discourses: Critical Perspectives on Diversity Management, Powey incur, both to the organization and to various stakeholders. Such criteria, if adopted and properly operationalized may come to imply that, once DM is no longer perceived as beneficial to an organization, it may cease to exist as an autonomous and distinct management practice..In this respect, es

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Operationalizing Critical Diversity Theories: A Contextual Framework of Implementing New Diversity riety of interdependent factors operating at different levels of organizational life. Diversity management interventions are by necessity historically and societally embedded in various local, regional and national contexts. Relational approaches are of relevance to this purpose, in particular to fu

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Book 2015d 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 full

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Konzeptioneller Rahmen der Untersuchung,lculation. Diversity management, degenerating into a simple rhetoric of performance. ultimately conceals its true nature, that of reproducing inequality by either reflecting and securing existing power structures, or subtly separating the managers of diversity from diverse employees, those of low st

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,Das Wahlverhalten der Neubürger,s effected through various societal discourses that appear to reflect dominant value-systems, as well as prevailing power relations. Accordingly, minority employees tend to either conform to established organizational norms by experiencing assimilation, or retain their valuable uniqueness, at the ex