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Managing Diversity

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Table of Contents

Chapter 1: Introduction and Conceptual Framework The Challenge of Managing Diversity in a Global Context Tensions Posed by Global Workforce Trends Diversity and Exclusion: A Critical Workforce Problem The Inclusive Workplace Model Conceptual Framework and Organization of the Book PART I: THE GLOBAL CONTEXT FOR DIVERSITY MANAGEMENT Chapter 2: Diversity Legislation in a Global Perspective - Equality and Fairness in Employment The International Bill of Human Rights and Employment Rights Importance and Influence of the Declaration of Human Rights Implementation Diversity-Related Employment Legislation Broad Based Anti Discrimination Legislation Practical Implications Appendix 2.1. Universal Declaration of Human Rights Appendix 2.2. Global Anti-discrimination and Equal Rights Legislation: Checklist of Protections Offered by Select Number Of Countries Chapter 3: Discrimination, Equality and Fairness in Employment - Social Policies and Affirmative/ Positive Action Programs Discrimination and Equality in Employment Theoretical Perspectives of Discrimination and Affirmative Action Principles of Affirmative Action and Positive Action Programs The Public Debate over Affirmative and Positive Action Policies Challenges for Business Practices Chapter 4: Global Demographic Trends - Impact on Workforce Diversity by Martha Farnsworth Riche and Michal Mor Barak Martha Farnsworth Riche and Michal Mor Barak) National Trends Chapter 5: Socioeconomic Transitions - The New Realities of the Global Workforce by Martha Farnsworth Riche and Michal Mor Barak Worker Migration Occupational Diversity Migration of Employers Implications for Diversity of Gender, Disability and Sexual Orientation Educational Trends and Workforce Diversity PART II: SOCIAL PSYCHOLOGICAL PERSPECTIVES OF WORKFORCE DIVERSITY Chapter 6: Defining Diversity in a Global Context - Prejudice and Discrimination Workforce Diversity Defined Toward a Global Definition of Diversity Stereotypes and Prejudice Dehumanization and Oppression Employment-Related Discrimination Chapter 7: Vive la difference? Theoretical Perspectives on Diversity and Exclusion in the Workplace Diversity and Exclusion: A Critical Workforce Problem Theoretical Underpinnings of the Inclusion-Exclusion Construct Research on Organizational Demography Documenting Exclusion Social Psychological Theories on Diversity and Intergroup Relations Chapter 8: Culture and Communication in the Global Workplace The Cultural Context for the Global Workplace Cross-Cultural Communication Effective Cross-Cultural Communication Chapter 9: Interpersonal Relationships in a Global Work Context by Jeffery Sanchez-Burks and Michalle E. Mor Barak Cultural Styles and Relational Schemas Diversity in Interpersonal Relationships Interpersonal Relationships and Cross-cultural communication PART III: MANAGING A DIVERSE WORKFORCE IN THE GLOBAL CONTEXT - THE INCLUSIVE WORKPLACE Chapter 10: Diversity Management - Paradigms, Rational and Key Elements Defining Diversity Management From Equal Rights Laws to Affirmative/Positive Action to Diversity Management Diversity Management Paradigms The Impetus for Implementing Diversity Management Chapter 11: An Overview of the Inclusive Workplace Model - Managing the Globalize Workforce Diversity Diversity Management and the Inclusive Workplace Chapter 12: The Inclusive Workplace - Level I - Inclusion Through Diversity Within the Work Organization Inclusive Policies and Practices Barriers and Benefits of Implementing the Inclusive Approach Case Illustration: Level 1- Inclusion and diversity within work organizations -Denny's, Inc. Questions for Discussion and Further Analysis 8 Chapter 13: The Inclusive Workplace - Level II - Inclusion Through Corporate- Community Collaborations Inclusive Policies and Practices Barriers and Benefits of Implementing the Inclusive Approach Case Illustration: Level II - Inclusion and Corporate-Community Collaboration Unilever Inc. Chapter 14: The Inclusive Workplace - Level III - Inclusion Through State/National Collaborations Barriers and Benefits of Implementing the Inclusive Approach Inclusion of Disadvantaged Groups at the National/State Level - the Eurest Case (Australia) Chapter 15: The Inclusive Workplace - Level IV - Inclusion Through International Collaborations Barriers and Benefits to Implementing the Inclusive Approach at Level IV Case Illustration - The Fair Trade Global Village and The Fair Trade Company Fair Trade Future Chapter 16: Toward a Worldwide Inclusive Workplace - Putting the pieces Together The Value Base for the Inclusive Workplace Practice Implementation of the Inclusive Workplace

About the Author

Michalle 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 Chateau 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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