Weitere Kapitel dieses Buchs durch Wischen aufrufen
Connecting ethics and diversity using diversity intelligence (DQ) will allow human resource development (HRD) scholars and professionals to improve the success of diversity initiatives within organizations. The ethics of employees ultimately determine the implementation success of organizational policies. Employees must have the ethical wherewithal to promote and support diversity efforts in the workplace. Diversity intelligent decisions are sometimes both legal and ethical decisions. DQ can help leaders make ethical decisions. One unethical or illegal decision can be one too many for an organization. HRD scholars and professionals can help leaders build DQ and facilitate the integration of ethics and diversity through their education and training programs. The importance of management buy-in and the top ten challenges facing HRD professionals in the workplace are discussed. HRD professionals must focus on the root causes of diversity problems in the workplace and stop expecting the protected class members to be strong in the face of repeated discrimination at work. Eliminating these problems for all employees may allow all employees to reach their full potential. HRD scholars and professionals must help promote the development of an ethical culture in the workplace that values diversity.
Bitte loggen Sie sich ein, um Zugang zu diesem Inhalt zu erhalten
Sie möchten Zugang zu diesem Inhalt erhalten? Dann informieren Sie sich jetzt über unsere Produkte:
Amodio, D. M. (2009). Intergroup anxiety effects on the control of racial stereotypes: A psychoneuroendocrine analysis. Journal of Experimental Social Psychology, 45(1), 60–67. CrossRef
Anderson, B. E. (1996). The ebb and flow of enforcing executive order 11246. American Economic Review, 86, 298–301.
Appelbaum, S. H., Vigneault, L., Walker, E., & Shapiro, B. T. (2009). (Good) corporate governance and the strategic integration of meso ethics. Social Responsibility Journal, 5, 525–539. CrossRef
Banks, C. H. (2006). A diffusion of innovation: Communicating to improve training and employee development. International Journal of Strategic Change Management, 1(1/2), 143–154. CrossRef
Barnes, C., & Mercer, G. (2005). Disability, work, and welfare: Challenging the social exclusion of disabled people. Work, Employment and Society, 19, 527–545. CrossRef
Bergman, B. (1996). In defense of affirmative action. New York, NY: Basic Books.
Bierema, L. L. (2009). Critiquing human resource development’s dominant masculine rationality and evaluating its impact. Human Resource Development Review, 8(1), 68–96. CrossRef
Boyer, E. P., & Webb, T. G. (1992). Ethics and diversity: A correlation enhanced through corporate communication. IEEE Transactions on Professional Communication, 35(1), 38–43. CrossRef
Brown, J. (2002). Training needs assessment: A must for developing an effective training program. Public Personnel Management, 31, 569–578. CrossRef
Buckley, M. R., Beu, D. S., Frink, D. D., Howard, J. L., Berkson, H., Mobbs, T. A., & Ferris, G. R. (2001). Ethical issues in human resources systems. Human Resource Management Review, 11(1), 11–29. CrossRef
Burke, L. A., & Hutchins, H. M. (2007). Training transfer: An integrative literature review. Human Resource Development Review, 6, 263–296. CrossRef
Byrd, M. Y. (2018). Diversity branding strategy: Concealing implicit stereotypes and biased behaviors. Advances in Developing Human Resources, 20(3), 299–312. CrossRef
Chan, F., McMahon, B. T., Cheing, G., Rosenthal, D. A., & Bezyak, J. (2005). Drivers of workplace discrimination against people with disabilities: The utility of attribution theory. Work, 25(1), 77–88.
Coate, S., & Loury, G. C. (1993). Will affirmative-action policies eliminate negative stereotypes? The American Economic Review, 83, 1220–1240.
Cocchiara, F. K., Connerley, M. L., & Bell, M. P. (2010). A gem for increasing the effectiveness of diversity training. Human Resource Management, 49, 1089–1106. CrossRef
Dennis, H., & Thomas, K. (2007). Ageism in the workplace. Generations, 31(1), 84–89.
De Meuse, K. P., Hostager, T. J., & O’Neill, K. S. (2007). A longitudinal evaluation of senior managers’ perceptions and attitudes of a workplace diversity training program. Human Resource Planning, 30(2), 38–46.
Dobbin, F., & Kelly, E. (2007). How to stop harassment: The professional construction of legal compliance in organizations. American Journal of Sociology, 112, 1203–1243. CrossRef
Dobbin, F., Kim, S., & Kalev, A. (2011). You can’t always get what you need: Organizational determinants of diversity programs. American Sociological Review, 76, 386–411. CrossRef
Dweck, C. S. (2016). Mindset: The new psychology of success. New York, NY: Penguin Random House.
Fox, S., & Stallworth, L. E. (2005). Racial/ethnic bullying: Exploring links between bullying and racism in the US workplace. Journal of Vocational Behavior, 66, 438–456. CrossRef
Gaertner, S. L., & Dovidio, J. F. (2005). Understanding and addressing contemporary racism: From aversive racism to the common ingroup identity model. Journal of Social Issues, 61, 615–639. CrossRef
Garcia, S. E. (2017, October). The woman who created #metoo long before hashtags. New York Times. https://www.nytimes.com/2017/10/20/us/me-too-movement-tarana-burke.html
Gardiner, R. A. (2017). Authentic leadership through an ethical prism. Advances in Developing Human Resources, 19, 467–477. CrossRef
Geva, A. (2006). A typology of moral problems in business: A framework for ethical management. Journal of Business Ethics, 69(2), 133–147. CrossRef
Goldstein, I. L., & Ford, K. (2002). Training in organizations: Needs assessment, development and evaluation (4th ed.). Belmont, CA: Wadsworth/Thomson Learning.
Harrison, D. A., & Klein, K. J. (2007). What’s the difference? Diversity constructs as separation, variety, or disparity in organizations. Academy of Management Review, 32, 1199–1228. CrossRef
Helgesen, S. (1990). The female advantage: Women’s ways of leadership. In Phi Theta Kappa (Ed.), Leadership development studies: A humanities approach (pp. 41–44). Jackson, MS: Phi Theta Kappa.
Howell, S. L., Carter, V. K., & Schied, F. M. (2002). Gender and women’s experience at work: A critical and feminist perspective on human resource development. Adult Education Quarterly, 52(2), 112–127. CrossRef
Hughes, C. (2016). Diversity intelligence: Integrating diversity intelligence alongside intellectual, emotional, and cultural intelligence for leadership and career development. London, UK: Palgrave Macmillan Publications. CrossRef
Hughes, C. (2018a). The role of HRD in using diversity intelligence to enhance leadership skill development and talent management strategy. Advances in Developing Human Resourses, 20, 259–262. CrossRef
Hughes, C. (2018b). Conclusion: Diversity intelligence as a core of diversity training and leadership development. Advances in Developing Human Resources, 20, 370–378. CrossRef
Hughes, C., & Brown, L. (2018). Exploring leaders’ discriminatory, passive-aggressive behavior toward protected class employees using diversity intelligence. Advances in Developing Human Resources, 20, 263–284. CrossRef
Jones, T. M. (1991). Ethical decision making by individuals in organizations: An issue-contingent model. Academy of Management Review, 16, 366–395. CrossRef
Jordan, S. L., Ferris, G. R., & Lamont, B. T. (2018). A framework for understanding the effects of past experiences on justice expectations and perceptions of human resource inclusion practices. Human Resource Management Review. Online only. https://doi.org/10.1016/j.hrmr.2018.07.003.
Kalev, A., Dobbin, F., & Kelly, E. (2006). Best practices or best guesses? Assessing the efficacy of corporate affirmative action and diversity policies. American Sociological Review, 71, 589–617. CrossRef
Katz, J. H., & Moore, K. R. (2004). Racism in the workplace: OD practitioners’ role in change. OD Practitioner, 36(1), 13–16.
Keep, J. (2007). Fitness to practice: Can well-balanced, supported HRD practitioners better deal with ethical and moral conundrums? Human Resource Development International, 10(4), 465–473. CrossRef
Kennedy, W. L., & Cummins, R. A. (2007). Ethnic identity and subjective wellbeing: Connections and possibilities. International Journal of Diversity in Organisations, Communities and Nations, 7(1), 107–116. CrossRef
Konrad, A. M., & Linnehan, F. (1995). Formalized HRM structures: Coordinating equal employment opportunity or concealing organizational practices? Academy of Management Journal, 38, 787–820. CrossRef
Konyu-Fogel, G. (2011). Exploring the effect of global mindset on leadership behavior: An empirical study of business leaders in global organizations. Saarbrucken, Germany: Lap Lambert Academic Publishing.
Konyu-Fogel, G. (2015). Career management and human resource development of a global, diverse workforce. In C. Hughes (Ed.), The impact of diversity on organization and career development (pp. 80–104). Hershey, PA: IGI Global. CrossRef
Kotter, J. P. (1996). Leading change. Boston, MA: Harvard University Press.
Kotter, J. P. (1999). Change leadership. Executive Excellence, 16(4), 16–17.
Kouzes, J. M., & Posner, B. Z. (2006). The leadership challenge (Vol. 3). Hoboken, NJ: John Wiley.
Kovel, J. (1970). White racism: A psychohistory. New York, NY: Pantheon.
Leiba-O’Sullivan, S. (1999). The distinction between stable and dynamic cross-cultural competencies: Implications for expatriate trainability. Journal of International Business Studies, 30, 709–725. CrossRef
Leonard, J. S. (1990). The impact of affirmative action regulation and equal employment opportunity law on black employment. Journal of Economic Perspectives, 4(1), 47–63. CrossRef
Love, S. (2017). Top challenges trainers face at work: 2017 study. Manassas, VA: Infinity Consulting and Training Solutions.
Madlock, P. E. (2008). The link between leadership style, communicator competence, and employee satisfaction. The Journal of Business Communication, 45(1), 61–78. CrossRef
Maniam, B., & Teetz, H. (2005). Current realities of ethical issues in corporate America: How does ethics effect the financial arena. Journal of Legal, Ethical and Regulatory Issues, 8(1/2), 83–98.
Maurer, T. J., & Rafuse, N. E. (2001). Learning, not litigating: Managing employee development and avoiding claims of age discrimination. The Academy of Management Executive, 15(4), 110–121.
McLagan, P. A. (1989). Models for HRD practice. Training & Development Journal, 43, 49–60.
Miceli, M. P., & Near, J. P. (2001). Ethical issues in the management of human resources. Human Resource Management Review, 11(2), 1–9. CrossRef
Miner-Rubino, K., Settles, I. H., & Stewart, A. J. (2009). More than numbers: Individual and contextual factors in how gender diversity affects women’s well-being. Psychology of Women Quarterly, 33, 463–474. https://doi.org/10.1111/j.1471-6402.2009.01524.x. CrossRef
Nishii, L. H., & Mayer, D. M. (2009). Do inclusive leaders help to reduce turnover in diverse groups? The moderating role of leader–member exchange in the diversity to turnover relationship. Journal of Applied Psychology, 94, 1412–1426. CrossRef
Polanyi, M. (1966). Tacit dimension. New York, NY: Doubleday.
Redding, S. G. (2007). The chess master and the 10 simultaneous opponents: But what if the game is poker? Implications for the global mindset. In M. Javidan, R. M. Steers, & M. A. Hitt (Eds.), The global mindset (Vol. 19, pp. 49–73). New York, NY: Elsevier. CrossRef
Rest, R. J. (1986). Moral development: Advances in research theory. New York, NY: Praeger.
Robert Jr., L. P., Dennis, A. R., & Ahuja, M. K. (2018, July 26). Differences are different: Examining the effects of communication media on the impacts of racial and gender diversity in decision-making teams. Information Systems Research. Published online in Articles in Advance. https://doi.org/10.1287/isre.2018.0773. CrossRef
Rogers, E. M. (1995). Diffusion of innovations (4th ed.). New York, NY: The Free Press.
Rogers, E. M. (2003). Diffusion of innovations (5th ed.). New York, NY: The Free Press.
Roh, H., & Kim, E. (2016). The business case for gender diversity: Examining the role of human resource management investments. Human Resource Management, 55(3), 519–534. CrossRef
Sekerka, L. E. (2009). Organizational ethics education and training: A review of best practices and their application. International Journal of Training and Development, 13(2), 77–95. CrossRef
Selart, M., & Johansen, S. T. (2011). Ethical decision making in organizations: The role of leadership stress. Journal of Business Ethics, 99(2), 129–143. CrossRef
Steele, C. M., & Davies, P. G. (2003). Stereotype threat and employment testing: A commentary. Human Performance, 16(3), 311–326. CrossRef
Tajfel, H., & Turner, J. C. (1979). An integrative theory of intergroup conflict. In W. G. Austin & S. Worchel (Eds.), The social psychology of intergroup relations (pp. 33–47). Monterey, CA: Brooks-Cole.
Thomas, D. C., & Lazarova, M. B. (2006). Expatriate adjustment and performance: A critical review. In G. K. Stahl & I. Bjorkman (Eds.), Handbook of research in international human resource management (pp. 247–264). Cheltenham, UK: Edward Elgar.
Thomas, R. R. (1990). From affirmative action to affirming diversity. Harvard Business Review, 68(2), 107–117.
Trevino, L. K., Brown, M., & Hartman, L. P. (2003). A qualitative investigation of perceived executive ethical leadership: Perceptions from inside and outside the executive suite. Human Relations, 56(1), 5–37. CrossRef
Treviño, L. K., & Brown, M. E. (2004). Managing to be ethical: Debunking five business ethics myths. The Academy of Management Executive, 18(2), 69–81.
Trevino, L. K., Hartman, L. P., & Brown, M. (2000). Moral person and moral manager: How executives develop a reputation for ethical leadership. California Management Review, 42(4), 128–142. CrossRef
Trevino, L. K., & Nelson, K. A. (2016). Managing business ethics: Straight talk about how to do it right (7th ed.). Hoboken, NJ: John Wiley & Sons.
Trevino, L. K., Weaver, G. R., & Reynolds, S. J. (2006). Behavioral ethics in organizations: A review. Journal of Management, 32, 951–990. CrossRef
Turner, J. C., Brown, R. J., & Tajfel, H. (1979). Social comparison and group interest in ingroup favouritism. European Journal of Social Psychology, 9(2), 187–204. CrossRef
US Department of Labor. (n.d.). Immigration. Retrieved on July 14, 2018, from https://www.dol.gov/general/topic/discrimination/immdisc
van Dijk, H., van Engen, M., & Paauwe, J. (2012). Reframing the business case for diversity: A values and virtues perspective. Journal of Business Ethics, 111(1), 73–84. CrossRef
Van Laer, K., & Janssens, M. (2011). Ethnic minority professionals’ experiences with subtle discrimination in the workplace. Human Relations, 64, 1203–1227. CrossRef
Verbos, A. K., & Miller, J. S. (2015). When harm is at stake: Ethical value orientation, managerial decisions, and relational outcomes. Journal of Business Ethics, 127(1), 149–163. CrossRef
Vroom, V. H. (2003). Educating managers for decision making and leadership. Management Decision, 41, 968–978. CrossRef
Weaver, G., & Trevino, L. K. (2001). The role of human resource ethics/compliance management: A fairness perspective. Human Resource Management Review, 11(1), 113–134. CrossRef
Wells, D., & Schminke, M. (2001). Ethical development and human resources training: An integrative framework. Human Resource Management Review, 11, 135–158. https://doi.org/10.1016/s1053-4822(00)00044-9. CrossRef
Werner, J. M., & DeSimone, R. L. (2012). Human resource development (6th ed.). Mason, OH: South-Western Cengage Learning.
- Connecting Ethics and Diversity Using Diversity Intelligence
- Chapter 4
Neuer Inhalt/© Stellmach, Neuer Inhalt/© Maturus, Pluta Logo/© Pluta, digitale Transformation/© Maksym Yemelyanov | Fotolia