examples of successful organizations in developing and developed countries
Dear Nino, thses articles maybe important for you http://www.prsa.org/diversity/documents/usnuclearregulatorycommission.pdf
http://edis.ifas.ufl.edu/pdffiles/hr/hr02200.pdf
Dear Nino,
I think, the attached eadress would be helpful for you
http://www.diversityjournal.com/4226-seven-steps-to-effective-diversity-management/
http://www.workforcediversitynetwork.com/res_articles_managingdiversity_mcarthur.aspx
Dear Nino,
I do not know theories about your subject. But I had to implement diversity strategies into my institutes or companies.
Very important: the market is open for your products; it could happen that you have to reduce diversity strategies.
Very important: the colleagues, the employees should want the Change. Best is they want to implant it by themselves.
To reach this it is a leading with many freedom is important .
These General management rules are very heklpfull to implement anything in a Company.
I am afraid this answer does not hit you question properly.
Best Peter
Dear Nino,
I'm sending you an offprint from a book (2010, Psicologia manageriale e del lavoro; UTET Università) of those I wrote, that is partially focused on the topic you are involved.
Unfortunately it's written in Italian but I'm sure it will be easy for you translating and, above all, to find some key references (e. g. Unicredit together age diversity) to type on Google for a deeper develop of your search.
Ciao
Francesco Perrone
Hi Nino
Try reading the following that may assist you in your research :
http://www.diversityjournal.com/4226-seven-steps-to-effective-diversity-management/
http://www.workforcediversitynetwork.com/res_articles_managingdiversity_mcarthur.aspx
http://www.prsa.org/diversity/documents/usnuclearregulatorycommission.pdf
http://www.prsa.org/diversity/documents/usnuclearregulatorycommission.pdf
http://sgo.sagepub.com/content/2/2/2158244012444615
Dear Colleagues,
Good day,
Thank you very much, your suggestion were very important for me.
Business globalization, preference for teamwork to individual work and the changing workforce demographics have made workforce diversity management necessary for firms.
http://www.ccsenet.org/journal/index.php/ijbm/article/viewFile/27090/17238
Hi Nino, among others, I think that some key questions are:
- what type of diversity are you looking at / interested in? (gender / racial / training / handicap / international / cultural / age ... diversity? It is almost impossible to foster all dimensions at the same time, so the most important ones for the organization have to be identified.
- what is the general attitude of the organization towards diversity? Why do they want to implement diversity management? (legal constraints? to reach new / more customers? because they really believe in diversity?) See papers like Ely and Thomas, 2001in Administrative Science Quarterly, of Peeters and al., 2014, in Management International (in French but with English abstract). This has been identified as being a key aspect for consequences of diversity in organizations.
- on what kind of tasks are the diverse teams working? Concept of requisite variety: the more complex the task, the more you need diversity in organizations. You can look at our paper: Bartel-Radic and Lesca, 2011, it is on my RG page.
All the best with this research! :-)
The globalization of economy and trade requires more interaction among people from diverse cultures, beliefs, and backgrounds. it is to be promoted at every level . Various researches have indicated that well managed diversity and even having diverse work force leads to competency and multidimensional improvement in work culture and employees’ personality development. Some of the important initiative like Improvement in the organizational contribution, Better work environment and work culture, training human resource for future and Personality enhancement to adapt diversity will be more helpful in managing diversity.
Congrats for picking up an interesting and relevant topic. In my country Nepal (a least developed country on the lap of Himalayas between China and India), little has been researched into diversity management. Here is a paper from Kenya which could be useful for you. All the best
In 2011, ADB approved Our People's Strategy. The strategy stipulated three goals: Goal 1—A strong mix of high caliber, motivated, client-responsive staff working in partnership internally and externally; Goal 2— Inspiring leadership with proactive and effective people management; and Goal 3—A supportive and enabling workplace environment and culture. The strategy recognized that Goal 3 would best be achieved by (among others) a dynamic international public institution with a flexible and inclusive work environment that values diversity, promotes gender equity, and upholds respect for individuals and collaborative excellence. The document, available at http://www.adb.org/publications/our-people-strategy-skills-and-passion-improve-lives-asia-and-pacific, may be of interest.
Millennials value diversity and tend to seek out employers with a strong record on equality and diversity, their expectations are not always met in practice. 55% of respondents agreed with the statement that “organisations talk about diversity but I don’t feel opportunities are really equal for all”.
Source - Millennials at work - Reshaping the workplace, PWC
Dear Colleagues, thank you very much for interesting information.
- Badges
- Science topic
- Similar topics
- Geoscience
- Asia
- India