Managing Diversity Toward a Globally Inclusive Workplace

ISBN-10: 1452242232

ISBN-13: 9781452242231

Edition: 3rd 2014

List price: $103.00
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Description:

Providing strategies for maximizing the potential of todayÆs diverse workforceSuccessful management of todayÆs increasingly diverse workforce is among the most important global challenges faced by corporate leaders, human resource managers, and management consultants. In the Third Edition of this award-winning book, Michalle E. Mor Barak argues that exclusion is one of the most significant problems facing todayÆs diverse workforce and she provides strategies for unleashing the potential embedded in a multicultural workforce.
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Book details

List price: $103.00
Edition: 3rd
Copyright year: 2014
Publisher: SAGE Publications, Incorporated
Publication date: 3/13/2013
Binding: Paperback
Pages: 408
Size: 7.25" wide x 9.00" long x 0.75" tall
Weight: 1.760
Language: English

Mich�l E. Mor Barak, Ph.D. is an Associate Professor with a joint appointment at the School of Social Work and the Marshall School of Business at the University of Southern California. She is the Chair of the Industrial/Occupational Social Work Program, and is the founder and director of the International Center for the Inclusive Workplace . Dr. Mor Barak received a Fulbright award, was twice the recipient of the University of California Regents Fellowship, and received a Lady Davis award for international exchange scholars. Under the auspices of the International Center for the Inclusive Workplace, Mor Barak and her colleagues conduct research and demonstration projects in areas such as workplace diversity, discrimination and empowerment, corporate social responsibility, and welfare-to-work programs. In an article, published in the Journal Social Work, Mor Barak provides the first articulation of The Inclusive Workplace construct, which she has coined. Mor Barak created and tested a measure of diversity perceptions in the workplace (published in Journal of Applied Behavioral Sciences), and a measure of inclusion in the workplace (published in Administration in Social Work). Validated on large samples, both measures are presently used in several studies to evaluate the extent to which employees of diverse backgrounds feel excluded in work organizations. Dr. Mor Barak has published extensively in the area of diversity and inclusion industrial/occupational social work, stress and social support. She authored two books entitled Social Work Networks and Health (Garland publishers, 1991), and Social Services in the Workplace (Haworth publishers, 2000). Prior to her current academic appointment, Dr. Mor Barak held a number of corporate positions and has worked in clinical practice, program development, and training and consultation. She has conducted studies evaluating corporate sponsored health clinics, investigating the determinants of successful linkages between job seekers and employers, and evaluating employees diversity perceptions. Her recent work focuses on the development of national and international collaborations under the Center for the Inclusive Workplace. Encompassing a broad array of activities that constitute the inclusive workplace model, the Center engages in projects such as diversity training, mental health of employees, discrimination and empowerment, corporate social responsibility, and the inclusion of former welfare recipients in the organizations mainstream activities. Through its national and international activities, the Center strives to improve the health and mental health of individuals and families in their work organizations and in their communities. She teaches research and social work practice in work settings in the School of Social Works graduate program, and the two-semester statistics courses in the doctoral program. She has served on a variety of school committees including Faculty Council, and is active on several community boards. She has received several invitations to prestigious organizations and gatherings. Among them, delivering the keynote address at the Annual Meeting of the National Association of Industrial Social Workers that was held in Tel-Aviv, Israel, in May 1996; a series of lectures on international aspects of workforce diversity in Yonsei University and Ehwa University in Seoul, South Korea and in Doshisa University in Kyoto, Japan ; conducting a two-day workshop on Diversity, Inclusion and Commitment at the U.K.s National Institute of Social Work in London, in May 1999; Her publications were disseminated through the Migrant Unit at the United Nations International Labor Organization (ILO ) to organizations around the world; and, she was honored as a guest of President Kim De Jong in a five-member VIP delegation to South Korea.

List of Boxes, Figures, and Tables
Preface and Acknowledgments
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
It the Global Context for Diversity Management
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 Antidiscrimination Legislation
Practical Implications
Universal Declaration of Human Rights
Global Antidiscrimination and Equal Rights Legislation Checklist of Protections Offered by a Select Number of Countries
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
Social Policies and Affirmative/Positive Action Programs
Principles of Affirmative Action and Positive Action Programs
The Public Debate Over Affirmative and Positive Action Policies
Global Demographic Trends: Impact on Workforce Diversity
International Population Trends
National Trends
Socioeconomic Transitions: The New Realities of the Global Workforce
Worker Migration
Occupational Diversity
Migration of Employers
Implications for Diversity of Gender, Disability, and Sexual Orientation
Educational Trends and Workforce Diversity
Social Psychological Perspectives of Workforce Diversity
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
Vive la Diff�rence? 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
Culture and Communication In the Global Workplace
The Cultural Context for the Global Workplace
Cross-Cultural Communication
Effective Cross-Cultural Communication
Interpersonal Relationships in a Global Work Context
Cultural Styles and Relational Mental Models
Diversity in Interpersonal Relationships
Interpersonal Relationships and Cross-Cultural Communication
Theoretical Perspectives on Interpersonal Cross-Cultural Communication
Managing a Diverse Workforce in the Global Context-The Inclusive Workplace
Diversity Management and Leadership: Paradigms, Rationale, 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
Characteristics and Limitations of Diversity Management
Organizational Leadership and Diversity Management
An Overview of the Inclusive Workplace Model: Managing the Globalized Workforce Diversity
Diversity Management and the Inclusive Workplace
The Inclusive Workplace: Level I-Inclusion Through Diversity Within the Work Organization
Inclusive Policies and Practices
Barriers and Benefits of Implementing the Inclusive Approach at Level I
Case Illustration: Level I-Inclusion Through Diversity Within Work Organizations-Denny's, Inc.
Questions for Discussion and Further Analysis
The Inclusive Workplace: Level II-Inclusion Through Corporate-Community Collaborations
Inclusive Policies and Practices
Barriers and Benefits of Implementing the Inclusive Approach at Level II
Case Illustration: Level II-Inclusion Through Corporate-Community Collaboration-Unilever
Questions for Discussion and Further Analysis
The Inclusive Workplace: Level III-Inclusion Through State/National Collaborations
Barriers and Benefits of Implementing the Inclusive Approach at Level III
Case Illustration: Level III-Inclusion of Disadvantaged Groups at the National/State Level-Eurest
Questions for Discussion and Further Analysis
The Inclusive Workplace: Level IV-Inclusion Through International Collaborations
Barriers and Benefits to Implementing the Inclusive Approach at Level IV
Case Illustration: Level IV-Inclusion Through Global Collaborations-The Fair Trade Company
Fair Trade History
Global Village and the Fair Trade Company
Fair Trade Future
Questions for Discussion and Further Analysis
Toward a Globally Inclusive Workplace: Putting the Pieces Together
The Value Base for the Inclusive Workplace
Implementation of the Inclusive Workplace
Appendix
References
Index
About the Author
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