What effects do racism, sexism and other forms of discrimination have on the functioning of organizations? Is there a way of managing organizations such that we can benefit both the members of traditionally disadvantaged groups and the organizations in which they work? Discrimination on the basis of race or gender, whether implicit or explicit, is still commonplace in many organizations. Organizational scholars have long been aware that diversity leads to dysfunctional individual, group, and organizational outcomes. What is not well understood is precisely when and why such negative outcomes occur. In Diversity at Work, leading scholars in psychology, sociology, and management address these issues by presenting innovative theoretical ways of thinking about diversity in organizations. With each contribution challenging existing approaches to the study of organizational diversity, the book sets a demanding agenda for those seeking to create equality in the workplace.
About the Author
Arthur P. Brief is the George Eccles Chair in Business Ethics and Presidential Professor at the University of Utah. He was formerly a Fulbright Fellow in Lisbon, a Batten Fellow at the Darden Graduate School of Business at the University of Virginia, and the Thomas S. Murphy Distinguished Research Professor at Harvard Business School. Professor Brief has published widely on the moral dimensions of organizational life including Attitudes In and Around Organizations (1998).
Table of Contents
List of figures and tables; List of contributors; Preface; Part I. Introduction and Overview: 1. Where the sweet spot is: studying diversity in organizations Dolly Chugh and Arthur Brief; Part II. Conceptual Foundations: 2. Stereotypes and prejudice create workplace discrimination Susan Fiske and Tiane Lee; 3. Promoting racial diversity at work: challenges and solutions William Bielby; Part III. Emerging Theoretical Approaches: 4. Identity negotiation processes amidst diversity Jeffrey Polzer and Heather M. Caruso; 5. Diversity, conflict, and their consequences Karen Jehn, Lindred Greer and Joyce Rupert; 6. Shifting frames in team-diversty research: from difference to relationships Robin Ely and Laura Morgan Roberts; 7. Putting your own down Naomi Ellemers and Manuela Barreto; Part IV. Practical Concerns: 8. Diversity initiative effectiveness Carol Kulik and Loriann Roberson; Part V. A Research Agenda: 9. 1964 was not that long ago: a story of gateways and pathways Dolly Chugh and Arthur Brief; Index.
Most Helpful Customer Reviews
Reading this volume is a bit like panning for gold: You have to sift a lot of dust to find the nuggets, but it is worth it when you do. The reason for the dust and the payoff: This is a collection of academic essays. That means you'll find an abundance of social science jargon, competing terms for similar theories and extensive source citations - but you'll also find sound chapters based on exhaustive, rigorously sorted research that has been analyzed with focus and honesty. Several of these treatises offer advice to organizations about ways to improve their diversity programming. Others cut through some of the ideological buzz surrounding diversity and candidly articulate how being committed to diversity can both enrich and complicate organizational life. getAbstract recommends this compilation, despite its often dense academic prose, to anyone responsible for a diversity program, to human resources officers, and to those interested in teams, corporate culture and workplace ethics.