Short Answers Questions.
Use empirical evidence to justify your argument
Each question 500 WORDS. Use the references to do it and try to take from the slide do its all about Diversity.
(For question 2,3,4 = LECTURE 17) ( Question 1= 12)
Workforce diversity and inclusivity should be paramount to business organisations. Provide justifications for this statement and explain limitations of current inclusivity and diversity management practices.
Kalleberg, A. (2001) Organizing Flexibility: The Flexible Firm in a New Century, British Journal of Industrial Relations, 39(4) 479-504
Legge, K. (2005) Human Resource Management: Rhetorics and Realities (chapter 5: Toward the Flexible Firm?)
Standing, G. (2016) The Precariat, Class and Progressive Politics: A Response, Global labour Journal, 7(2)
Explain differences and similarities between ‘equality of opportunities’ and ‘diversity management’ policies. Are they complementary or mutually exclusive? Use empirical evidence to justify your argument.
Ernst Kossek, E and pilcher, S. (2007) EEO and the management of Diversity (in) P. Boxall, J. Purcell and P. Wright (eds0 The Oxford Handbook of Human Resource Management, oxford pp251-272
Liff, S and Dickens, L (2000) “Ethics and equality: reconciling false dilemmas”, in Winstanley, D. and Woodall, D. (eds), Ethical Issues in Contemporary Human Resource Management, MacMillan, Basingstoke, pp. 85-101
Tran, V., Garcia-Prieto, P., & Schneider, S. C. (2011). The role of social identity, appraisal, and emotion in determining responses to diversity management. Human Relations, 64(2), 161-176.
Verbeek, S. (2011). Employment equity policy frames in the literature: ‘Good practice’ versus ‘bad idea’. The International Journal of Human Resource Management, 22(9), 1942-1962.
What are the advantages and disadvantages of Diversity training? Use theory and empirical evidence to justify your answer.
Avery, D. R. (2003). Reactions to diversity in recruitment advertising–are differences black and white? Journal of Applied Psychology, 88(4), 672-679.
Martins, L. L., & Parsons, C. K. (2007). Effects of gender diversity management on perceptions of organizational attractiveness: The role of individual differences in attitudes and beliefs. Journal of Applied Psychology, 92(3), 865-875.
Williamson, I. O., Slay, H. S., Shapiro, D. L., & Shivers-Blackwell, S. L. (2008). The effect of explanations on prospective applicants’ reactions to firm diversity practices. Human Resource Management, 47(2), 311-330.
Identify and explain causes of resistance to diversity in organisations. What can management and employees do to overcome them ?
Ely, R. J., & Thomas, D. A. (2001). Cultural diversity at work: The effects of diversity perspectives on work group processes and outcomes. Administrative Science Quarterly, 46(2), 229-273.
Herring, C. (2009). Does diversity pay?Race, gender, and the business case for diversity. American Sociological Review, 74(2), 208-224.
Homan, A. C., Hollenbeck, J. R., Humphrey, S. E., Van Knippenberg, D., Ilgen, D. R., & Van Kleef, G. A. (2008). Facing differences with an open mind: Openness to experience, salience of intragroup differences, and performance of diverse work groups. Academy of Management Journal, 51(6), 1204-1222.
Maurer, R. (1996). Beyond the wall of resistance: Unconventional strategies that build support for change. Austin, TX: Bard Books, Inc.
Thomas, K. M., &Plaut, V. C. (2008). The many faces of diversity resistance in the workplace. In K. M. Thomas (Ed.), Diversity resistance in organizations (pp. 1-22). Psychology Press.
Wiethoff, C. (2004). Motivation to learn and diversity training: Application of the theory of planned behavior. Human Resource Development Quarterly, 15, 263–278.
General Textbook Background Reading:
Kirton, G. and Greene, AM (2016) The Dynamics of Managing Diversity. A Critical Approach. London Routledge
The most important is the slides, AND you choose a recommended book one