Das Open-Access-Buch bietet einen umfassenden Überblick über relevante psychologische Konzepte des Diversity Managements. Das Buch stellt verschiedene Forschungsarbeiten vor, die Wechselwirkungen ...und Einflussvariablen von Diversity Bewusstsein, Einstellungen und Kompetenzen bei Personen mit und ohne Migrationshintergrund im Studium, bei Mitarbeitenden und bei Führungskräften untersuchen. Dabei wird ein Fokus auf die Diversitätsdimension Kultur und Kultureller Hintergrund gelegt. Aus den empirischen Ergebnissen werden Problemfelder abgeleitet sowie Risiken und Chancen für das Diversity Management in deutschen Unternehmen und Hochschulen aufgezeigt. Zentrale Stärke des Buches ist, dass insbesondere für die MINT-Branche, die eine hohe Relevanz für den Mittelstand am Wirtschaftsstandort Deutschland hat, konkrete Ergebnisse, Handlungsfelder und Empfehlungen präsentiert werden.
This book discusses social psychological research in organizations and illustrates the implications of this research for organizational theory and practice. The book focuses on the relationship of ...man to the organization in which he works; his sense of satisfaction, involvement, feelings of identification or loyalty, conflicts, and tensions - as well as his effort in support of, or opposition to, the formally defined goals of the organization.
Why people cooperate Tyler, Tom R
2011., 20100927, 2010, 2011-01-01, 20110101
eBook
Any organization's success depends upon the voluntary cooperation of its members. But what motivates people to cooperate? In Why People Cooperate, Tom Tyler challenges the decades-old notion that ...individuals within groups are primarily motivated by their self-interest. Instead, he demonstrates that human behaviors are influenced by shared attitudes, values, and identities that reflect social connections rather than material interests.
Drawing on disciplines including psychology, sociology and organizational theory, Stephen Fineman explores a number of familiar and not so familiar work arenas. He examines the way emotion penetrates ...leadership, decision-making and organizational change, as well as newer topics like the virtual side of organizations.
Accident investigation and risk assessment have for decades focused on the human factor, particularly 'human error'. Countless books and papers have been written about how to identify, classify, ...eliminate, prevent and compensate for it. This bias towards the study of performance failures, leads to a neglect of normal or 'error-free' performance and the assumption that as failures and successes have different origins there is little to be gained from studying them together. Erik Hollnagel believes this assumption is false and that safety cannot be attained only by eliminating risks and failures.
Decades of research in industrial-organizational psychology have established that measures of general cognitive ability (g) consistently and positively predict job-specific performance to a ...statistically and practically significant degree across jobs. But is the validity of g stable across different levels of job experience? The present study addresses this question using historical large-scale data across 31 diverse military occupations from the Joint-Service Job Performance Measurement/Enlistment Standards Project (N = 10,088). Across all jobs, results of our meta-analysis find near-zero interactions between Armed Forces Qualification Test score (a composite of math and verbal scores) and time in service when predicting job-specific performance. This finding supports the validity of g for predicting job-specific performance even with increasing job experience and provides no evidence for diminishing validity of g. We discuss the theoretical and practical implications of these findings, along with directions for personnel selection research and practice.
The Work of Communication: Relational Perspectives on Working and Organizing in Contemporary Capitalism revolves around a two-part question: "What have work and organization become under contemporary ...capitalism—and how should organization studies approach them?" Changes in the texture of capitalism, heralded by social and organizational theorists alike, increasingly focus attention on communication as both vital to the conduct of work and as imperative to organizational performance. Yet most accounts of communication in organization studies fail to understand an alternate sense of the "work of communication" in the constitution of organizations, work practices, and economies. This book responds to that lack by portraying communicative practices—as opposed to individuals, interests, technologies, structures, organizations, or institutions—as the focal units of analysis in studies of the social and organizational problems occasioned by contemporary capitalism. Rather than suggesting that there exists a canonically "correct" route communicative analyses must follow, The Work of Communication: Relational Perspectives on Working and Organizing in Contemporary Capitalism explores the value of transcending longstanding divides between symbolic and material factors in studies of working and organizing. The recognition of dramatic shifts in technological, economic, and political forces, along with deep interconnections among the myriad of factors shaping working and organizing, sows doubts about whether organization studies is up to the vital task of addressing the social problems capitalism now creates. Kuhn, Ashcraft, and Cooren argue that novel insights into those social problems are possible if we tell different stories about working and organizing. To aid authors of those stories, they develop a set of conceptual resources that they capture under the mantle of communicative relationality. These resources allow analysts to profit from burgeoning interest in notions such as sociomateriality, posthumanism, performativity, and affect. It goes on to illustrate the benefits that investigations of work and organization can realize from communicative relationality by presenting case studies that analyze (a) the becoming of an idea, from its inception to solidification, (b) the emergence of what is taken to be the "the product" in high-tech startup entrepreneurship, and (c) the branding of work (in this case, academic writing and commercial aviation) through affective economies. Taken together, the book portrays "the work of communication" as simultaneously about how work in the "new economy" revolves around communicative practice and about how communication serves as a mode of explanation with the potential to cultivate novel stories about working and organizing. Aimed at academics, researchers, and policy makers, this book’s goal is to make tangible the contributions of communication for thinking about contemporary social and organizational problems.
The managed heart Hochschild, Arlie Russell
2012., 20120227, 2012, 2012-03-31
eBook
In private life, we try to induce or suppress love, envy, and anger through deep acting or "emotion work," just as we manage our outer expressions of feeling through surface acting. In trying to ...bridge a gap between what we feel and what we "ought" to feel, we take guidance from "feeling rules" about what is owing to others in a given situation. Based on our private mutual understandings of feeling rules, we make a "gift exchange" of acts of emotion management. We bow to each other not simply from the waist, but from the heart. But what occurs when emotion work, feeling rules, and the gift of exchange are introduced into the public world of work? In search of the answer, Arlie Russell Hochschild closely examines two groups of public-contact workers: flight attendants and bill collectors. The flight attendant's job is to deliver a service and create further demand for it, to enhance the status of the customer and be "nicer than natural." The bill collector's job is to collect on the service, and if necessary, to deflate the status of the customer by being "nastier than natural." Between these extremes, roughly one-third of American men and one-half of American women hold jobs that call for substantial emotional labor. In many of these jobs, they are trained to accept feeling rules and techniques of emotion management that serve the company's commercial purpose. Just as we have seldom recognized or understood emotional labor, we have not appreciated its cost to those who do it for a living. Like a physical laborer who becomes estranged from what he or she makes, an emotional laborer, such as a flight attendant, can become estranged not only from her own expressions of feeling (her smile is not "her" smile), but also from what she actually feels (her managed friendliness). This estrangement, though a valuable defense against stress, is also an important occupational hazard, because it is through our feelings that we are connected with those around us. On the basis of this book, Hochschild was featured in Key Sociological Thinkers, edited by Rob Stones. This book was also the winner of the Charles Cooley Award in 1983, awarded by the American Sociological Association and received an honorable mention for the C. Wright Mills Award.
