Forgotten Minorities In Organizations
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| Author | : Dianna L. Stone |
| Publisher | : IAP |
| Total Pages | : 390 |
| Release | : 2023-03-01 |
| Genre | : Social Science |
| ISBN | : |
People have long made invidious distinctions between individuals (e.g., the clean and the unclean, good and evil, black and white, sacred and profane, etc.) (Smith, 1996), and these distinctions affect the degree to which individuals experience prejudice, unfair discrimination, and oppression in organizations and society as a whole. As a result, there has been an increased interest in research on these distinctions and unfair discrimination in organizations. Despite this research, most of the studies have focused on only a subset of minorities including African Americans, women, older workers, and people with physical disabilities (Dipboye & Colella, 2005). A number of other minorities have been forgotten or neglected by organizational researchers including people with neurological or psychological disabilities, veterans, Native Americans, people with a criminal history, and those who come from low socioeconomic or poor backgrounds. Thus, the primary purposes of this issue of Research in HRM is to foster research on “Forgotten Minorities” or those who are members of groups that have been excluded from organizations and neglected by organizational research. In view of these arguments, this issue (a) presents a brief review of the organizational research on the exclusion and repudiation of people who are forgotten minorities, (b) offers directions for future research on these outgroup members, and (c) considers key implications for practice that can facilitate the inclusion of forgotten minorities in organizations.
| Author | : Dianna L. Stone |
| Publisher | : |
| Total Pages | : |
| Release | : 2020 |
| Genre | : Diversity in the workplace |
| ISBN | : 9781648020056 |
"The population of many nations around the world are becoming increasingly diverse (Stone-Romero, Stone, & Salas, 2003). For example, recent reports estimate that by 2060 the U. S. will become a majority minority nation (i.e., ethnic minorities including African-Americans and Hispanic-Americans will represent the majority of the population) (U. S. Bureau of Census, 2019). As a result, many U. S. and worldwide organizations will employ large number of ethnic minority group members, and will face numerous challenges associated with attracting, motivating, and retaining employees who are culturally diverse. In view of the growing cultural diversity in worldwide organizations, the primary goals of this issue are to (a) advance theory and research on diversity and inclusion in organizations, (b) present new theoretical frameworks to foster future research, and (c) consider a variety of diversity-related issues that have key implications for research and practice. It includes twelve very interesting articles that focus on an array of diversity-related issues including multiculturalism, gender, stereotypes of racial minorities, effect sizes in diversity research, diversity training, LGBT issues, age, and racial harassment, etc. For example, the first article by Dianna Stone, James Dulebohn, and Kimberly Lukaszewski discusses how differences in the cultural values of four U. S. ethnic minority groups (e.g., African-Americans, Hispanic-Americans) will influence HR policies and practices. The second article by George Dreher, Aarti Ramaswami, and Thomas Dougherty focuses on a very important issue, and considers the extent to which a life partner can act as a career catalyst (or inhibitor) and contribute to women's career attainment. The next article by Eugene Stone-Romero, Dianna Stone, Mark Hartman, and Megumi Hosoda examines the stereotypes of six ethnic groups (e.g., African-American, Mexican-American, Native American, etc.). Their results are intriguing and revealed that Anglo-Americans, Chinese-Americans, Native-Americans, and East Indian Americans were viewed most positively whereas African-American and Mexican American were viewed most negatively"--
| Author | : James H. Dulebohn |
| Publisher | : IAP |
| Total Pages | : 319 |
| Release | : 2018-02-01 |
| Genre | : Business & Economics |
| ISBN | : 1641131578 |
Information technology has had a profound effect on almost every aspect of our lives including the way we purchase products, communicate with others, receive health care services, and deliver education and training. It has also had a major impact on human resource management (HR) processes, and it has transformed the way that we recruit, select, motivate, and retain employees (Gueutal & Stone, 2005; Kavanagh, Thite, & Johnson, 2015). For example, some estimates indicated that 100 % of large organizations now use web-based recruiting (Sierra-Cedar, 2016-2017), and over half of the training conducted in America is delivered using technology-based methods (American Society for Training and Development, 2015). Results of a survey by the Society for Human Resource Management (SHRM) (2002) revealed that technology is one of the major drivers of change in today’s HR departments. In spite of the increased use of technology in the field of HR, relatively little research has examined the acceptance and effectiveness of electronic human resource management (eHRM) methods. As a consequence, practitioners are implementing these new systems without the benefit of research. Thus, the primary purpose of this issue is to review the results of research on a number of important eHRM practices including e-recruitment, e-selection, gamification, e- socialization, e-learning, and e-performance management. It also considers how technology can be used to manage task-based contingent workers, and examines the problems associated with cyberdeviance in organizations. The chapters in this series should be extremely beneficial for HR researchers and practitioners who are employing these new systems.
| Author | : Martin J. D. Hill |
| Publisher | : Minority Rights Group |
| Total Pages | : 48 |
| Release | : 2010-11-23 |
| Genre | : Social Science |
| ISBN | : 1907919007 |
This report documents the neglected situation of Somalia’s minorities. It aims to raise awareness of the continuing severe violations of their human rights, so that they can move from exclusion and poverty towards a future of dignity, equal opportunities and non-discrimination alongside their fellow citizens. The report examines the current situation in three regions of Somalia – Somaliland, Puntland and south-central Somalia – where differing political climates have left minorities in a state of desperation. Severe human rights violations against internally displaced minorities, particularly women, were reported to MRG’s researchers in Puntland. Accounts of hate speech, displacement and religious persecution, particularly of Christians, emerged in the violent south-central region of the country, where militant organization al-Shabaab controls much of the territory. Meanwhile, in the relatively peaceful self-declared Republic of Somaliland in north-western Somalia, minorities still face significant barriers in the political, educational and social spheres. MRG emphasizes, among other recommendations, that the future new Constitution of Somalia must recognize the country’s minorities and guarantee their right to non-discrimination; that the participation of minorities in public life should be promoted; and that special measures should be implemented to protect and promote the rights of women from minority communities. The report’s author, Martin Hill, is a specialist on Somali human rights. He has extensive experience of the Horn of Africa, having spent more than 30 years as a researcher for Amnesty International.
| Author | : Arno Tanner |
| Publisher | : |
| Total Pages | : 256 |
| Release | : 2004 |
| Genre | : Minorities |
| ISBN | : 9789529168088 |
| Author | : Richard Rothstein |
| Publisher | : Liveright Publishing |
| Total Pages | : 243 |
| Release | : 2017-05-02 |
| Genre | : Social Science |
| ISBN | : 1631492861 |
New York Times Bestseller • Notable Book of the Year • Editors' Choice Selection One of Bill Gates’ “Amazing Books” of the Year One of Publishers Weekly’s 10 Best Books of the Year Longlisted for the National Book Award for Nonfiction An NPR Best Book of the Year Winner of the Hillman Prize for Nonfiction Gold Winner • California Book Award (Nonfiction) Finalist • Los Angeles Times Book Prize (History) Finalist • Brooklyn Public Library Literary Prize This “powerful and disturbing history” exposes how American governments deliberately imposed racial segregation on metropolitan areas nationwide (New York Times Book Review). Widely heralded as a “masterful” (Washington Post) and “essential” (Slate) history of the modern American metropolis, Richard Rothstein’s The Color of Law offers “the most forceful argument ever published on how federal, state, and local governments gave rise to and reinforced neighborhood segregation” (William Julius Wilson). Exploding the myth of de facto segregation arising from private prejudice or the unintended consequences of economic forces, Rothstein describes how the American government systematically imposed residential segregation: with undisguised racial zoning; public housing that purposefully segregated previously mixed communities; subsidies for builders to create whites-only suburbs; tax exemptions for institutions that enforced segregation; and support for violent resistance to African Americans in white neighborhoods. A groundbreaking, “virtually indispensable” study that has already transformed our understanding of twentieth-century urban history (Chicago Daily Observer), The Color of Law forces us to face the obligation to remedy our unconstitutional past.
| Author | : Dianna L. Stone |
| Publisher | : IAP |
| Total Pages | : 352 |
| Release | : 2023-09-01 |
| Genre | : Business & Economics |
| ISBN | : |
People are often stigmatized by virtue of their status on such dimensions as race, ethnicity, gender, age, weight, disability, or sexual orientation, and this book deals with the plight of those who are stigmatized in organizations. For example, they often experience prejudice, unfair discrimination, mistreatment, and exclusion from organizations and society as a whole. As a result, there has been an increased interest in developing ways to decrease the negative experiences of stigmatized groups, increase their inclusion in organizations, and ensure that they have the opportunity to enjoy a satisfying work life. Despite an increased interest in decreasing the negative experiences of stigmatized groups, most of the studies in human resource management (HR) and organizational behavior (OB) have focused on only a subset of these individuals including African-Americans, women, older workers, and people with physical disabilities (Dipboye & Colella, 2005). A number of other stigmatized groups have been practically neglected by organizational research including people with psychological disabilities (e.g., anxiety and depressive disorders), Asian Americans, immigrants, those with foreign accents, individuals with different sexual orientations, people who are single in organizations, women entering the corporate suite, and adolescents. Thus, the primary purposes of this issue of Research in HRM is to consider research on The plight of stigmatized groups in organizations, and foster research on those groups who have been neglected in organizational research. In view of these arguments, this issue (a) presents a brief review of the research on the plight of several stigmatized groups in organizations (e.g., Asian Americans, those with psychological disabilities, people who are single, women entering the corporate suite, and individuals with different sexual orientations, (b) identify needed research on these stigmatized groups, (c) offer directions for future research, and (d) consider the implications for practice that can decrease the negative experiences of these group members, and facilitate their inclusion in organizational settings.
| Author | : Christian Raitz von Frentz |
| Publisher | : LIT Verlag Münster |
| Total Pages | : 310 |
| Release | : 1999 |
| Genre | : History |
| ISBN | : 9783825844721 |
"The problem of how to protect minorities is an old one which has lost none of its relevance. This impressive study of the [MPS] of the League of Nations in relation to the German minority in Poland illuminates a classic example of the problem: the conflict between a new nation state and a previously powerful minority supported by an outside power, and at another level the conflict between a sovereign state and an international organization charged with upholding minority rights. Dr. Frentz has made use of the extensive collection of minority petitions from the League of Nations' archive to produce an account that is both balanced and absorbing." - Jonathan R. C. Wright, Christ Church, University of Oxford *** "With Europe once again seeing a revival of intense ethnic conflict, this is a very timely and welcome book. Based on very thorough research, it addresses many of the key issues raised by minority problems today and provides a shrewd assessment of the complexities involved in solving them. It ought to be required reading for members of international agencies involved in the Balkan crisis." - Jeremy D. Noakes, University of Exeter
| Author | : Nicole C. Jones Young |
| Publisher | : Springer Nature |
| Total Pages | : 332 |
| Release | : |
| Genre | : |
| ISBN | : 3031549414 |
| Author | : George B. Cunningham |
| Publisher | : Routledge |
| Total Pages | : 622 |
| Release | : 2015-07-01 |
| Genre | : Sports & Recreation |
| ISBN | : 1351818309 |
Diversity and Inclusion in Sport Organizations provides readers with a comprehensive understanding of the ways in which people differ--including race, sex, age, mental and physical ability, appearance, religion, sexual orientation, and social class--and how these differences can influence sport organizations. It offers specific strategies for managing diversity in work and sport environments, provides an overview of diversity training that can be implemented in the workplace, and discusses the legal issues related to the various diversity dimensions. Grounded in research and theory, this user-friendly book emphasizes the practical applications of research findings and provides relevant sport-related examples. Its clear discussions and logical connections among ideas helps readers understand the managerial implications of fostering and sustaining a diverse workforce. The third edition has a new title, which reflects an expansion of the book's content and focus to cover inclusion in addition to diversity and diversity management. It also includes a new chapter on using sport to promote inclusion and social change as well as discussions of legal aspects of diversity and inclusion in relevant chapters.
