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Organizational Theory for Equity and Diversity by Colleen A. Capper Pdf
Organizational Theory for Equity and Diversity covers the full range of organizational theories as applied to educational leadership practice and research, exploring not only traditional perspectives but also critically oriented epistemologies including Critical Race Theory; LatCrit, Asian, Tribal Crit, and Black Crit; Disability Studies theories; feminist theories; Queer Theory, and theories of intersectionality. Each chapter features teaching suggestions, discussion questions, and questions to help aspiring leaders critically analyze their leadership strengths and limitations in order to understand, apply, and integrate theories into practice. This valuable text provides aspiring school leaders and administrators with the theory and tools for creating equitable and diverse schools that are effective and sustainable.
Cultural Diversity in Organizations by Taylor Cox Pdf
Assembling learnings from teaching, research and consulting related to cultural diversity in organizations, this text provides an aid for teaching, organization development and scholarship. It presents an understanding of cultural diversity and its effects on organizational behaviour
Organization Theory by Mary Jo Hatch,Ann L. Cunliffe Pdf
Organization Theory offers a clear and comprehensive introduction to the study of organizations and organizing processes. It encourages an even-handed appreciation of the main perspectives defining our knowledge of organizations and challenges readers to broaden their intellectual reach. Organization Theory is presented in three parts: Part I introduces the reader to theorizing using the multi-perspective approach. Part II presents different core concepts useful for analysing and understanding organizations - as entities within an environment, as social structures, technologies, cultures and physical structures, and as the products of power and political processes. Part III explores applications of organization theory to the practical matters of organizational design and change, and introduces the latest ideas, including organizational identity theory, process and practice theories, and aesthetics. An Online Resource Centre accompanies this text and includes: For students: Multiple Choice Questions For registered adopters: Lecturer's guide PowerPoint slides Figures and tables from the book
Cultural Diversity in Organizations by Taylor Cox Pdf
--Cultural Diversity in Organizations provides the most comprehensive base of knowledge yet assembled on the topic of cultural diversity. It captures the enormous complexity of the topic by examining diversity on three levels of analysis-individual, group, and organizational and addressing diversity from multiple perspectives-theory, research, and practice. Winner of the 1994 George R. Terry Book Award given by the National Academy of Management to "the book judged to have made the most outstanding contribution to the advancement of management knowle
Handbook of Research on Educational Leadership for Equity and Diversity by Linda C. Tillman,James Joseph Scheurich Pdf
The rapid growth of diversity within U.S. schooling and the heightened attention to the lack of equity in student achievement, school completion, and postsecondary attendance has made equity and diversity two of the principle issues in education, educational leadership, and educational leadership research. The Handbook of Research on Educational Leadership for Equity and Diversity is the first research-based handbook that comprehensively addresses the broad diversity in U.S. schools by race, ethnicity, culture, language, gender, disability, sexual identity, and class. The Handbook both highly values the critically important strengths and assets that diversity brings to the United States and its schools, yet at the same time candidly critiques the destructive deficit thinking, biases, and prejudices that undermine school success for many groups of students. Well-known chapter authors explore diversity and related inequities in schools and the achievement problems these issues present to school leaders. Each chapter reviews theoretical and empirical evidence of these inequities and provides research-based recommendations for practice and for future research. Celebrating the broad diversity in U.S. schools, the Handbook of Research on Educational Leadership for Equity and Diversity critiques the inequities connected to that diversity, and provides evidence-based practices to promote student success for all children.
Performance through Diversity and Inclusion by Ruth Sessler Bernstein,Paul F. Salipante,Judith Y. Weisinger Pdf
This book provides practical guidance for managers, leaders, diversity officers, educators, and students to achieve the benefits of diversity by focusing on creating meaningful, inclusive interactions. Implementing inclusive interaction practices, along with accountability practices, enhances performance outcomes for the organization and improves equity for members of historically underrepresented and marginalized groups. The book highlights the need to challenge existing approaches that have overemphasized representational—that is, numerical—diversity. For many decades, the focus has been on this important first step of increasing the numbers of underrepresented groups. However, moving beyond representation toward a truly inclusive organizational culture that produces real performance and equity has been elusive. This book moves the focus from achieving numerical diversity to achieving frequent, high-quality, equitable, and productive interactions that enable individuals to leverage their distinctive talents and provides the steps to do so. The benefits of this approach occur at the individual, workgroup, and organizational levels. Real-life examples of good inclusive practices are provided from across the for-profit, nonprofit, and governmental sectors and in various organizational contexts. The book is ideal not only for those charged with diversity, equity, and inclusion efforts in organizations but also for organizational leaders and managers who can create and/or support the implementing of inclusive organizational practices and also for postgraduate and undergraduate students studying human resource management, organizational behavior, management, or diversity, equity, and inclusion.
Diversity, Affect and Embodiment in Organizing by Marianna Fotaki,Alison Pullen Pdf
Bringing together research from critical diversity studies and organization theory, this edited collection challenges unspoken norms and patterns of discrimination in organizational bodies. The authors problematize the management of diversity by focusing on the differentiations between racialized, aged, gendered and sexed bodies. By taking a fresh approach and placing the body at the forefront of power relations, this thought-provoking book seeks to challenge the homogenizing and oppressive dimensions of organizational governance, structure and culture that deny bodily difference. An insightful read for scholars of HRM, diversity management and organization, Diversity, Affect and Embodiment in Organizing encourages an active approach to tackling discrimination and recognizes the diversity of embodied lives.
Rethinking Organizational Diversity, Equity, and Inclusion by William J. Rothwell,Phillip L. Ealy,Jamie Campbell Pdf
Research has shown that having a diverse organization only improves and enhances businesses. Forbes and Time report that diversity is an $8 Billion a year investment. However, poorly implementing diversity programs have damaging effects on the organization and the very individuals these programs attempt to help. Poorly implemented programs can cause peers and subordinates to question decisions and lose faith in leadership. In addition, it can cause even the most confident individuals to doubt their own skillset and qualifications. Many organizations have turned to training to solve this complex issue. Yet still, other organizations have created and filled diversity and inclusion positions to tackle the issue. The effects of these poorly implemented programs are highlighted during strenuous times such as the latest COVID-19 pandemic. Marginalized people are more marginalized, and resources and support do not reach everyone. Tasks such as providing technical support, conducting large group meetings, or distributing work obligations without seeing employees on a daily basis becomes more challenging. Complex problems cannot be solved with simple solutions. Using organization development (OD) to develop a comprehensive change initiative can help. This book outlines how properly conducting an OD change initiative can effectively increase an organization’s diversity and inclusion -- it is grounded in research-based literature on diversity and OD principles. Many organizational leaders realize the key importance of diversity, equity, inclusion and multiculturalism in modern organizations. It is only through such efforts can organizations thrive in a networked world where much work is done virtually—and often across borders. But a common scenario is that leaders, recognizing the need for a diversity program, will pick someone from the organization to launch it. Perhaps the person identified for this challenge is in the HR department but has had no experience in launching diversity efforts—or even in managing large-scale, long-term, organization wide change efforts. But these are the challenges to be faced. This book quickly identifies some reasons why diversity programs fail and how to avoid those failures. The majority of the book highlights how to use OD to improve organization culture and processes to not only increase diversity and inclusion but develop overall organization talent and prevent personal preferences and biases from hindering the selection of the best talent for positions.
Transformative Social Change in Organizations and Institutions: A DEI Perspective by Wesley, Jonathan,Mack, Adrian J.,Thorpe, LaKeisha Pdf
Due to the unfortunate events of 2020, diversity, equity, and inclusion (DEI) has become trendy without the public truly understanding the systemic and structural impacts that the discipline is intended to interrupt. DEI impacts myriad institutions. DEI is not a checkbox; it is soul work, and until we interrogate the ills and wills of our souls, the individual "I" will never transform the institution. Transformative Social Change in Organizations and Institutions: A DEI Perspective focuses on the transformative social change that DEI is meant to have within organizations and institutions. Covering topics such as DEI strategy, performance vs. impact, and workplace dynamics, this reference work is ideal for government officials, faith communities, doctoral students, educational agencies, researchers, and students.
Leadership and Diversity by Jacky Lumby,Marianne Coleman Pdf
′What makes this book stand out in the crowd is the engaging approach the authors have taken to present their argument and the novel treatment they offer of diversity and diversity management...a must-read for anyone in a leadership position or interested in investigating education leadership and diversity′ - Gender and Education ′The authors should be congratulated for tackling the crucial topic of diversity within educational leadership....the book makes a major contribution to the small but emergent body of studies in this area′ - Journal of Educational Administration & History ′This book sets out a central aim of stimulating reflection on diversity and implications for leaders in education. It also aims to support the development of practice. It is a useful book for those involved in educational management and for policy makers at all levels′ - ESCalate ′The authors challenge the reader to reconsider leadership theory in light of notions of social justice and diversity, and to put into place newly articulated frameworks for action...The text is richly supported by strong empirical research and a sometimes-intricate philosophical approach in making its case for justice and fairness in education and beyond′ - Choice Magazine What do we mean by diversity? Why is it an important issue for leaders of schools, colleges and universities? As society becomes increasingly diverse, there is significant international awareness in education about how this impacts on leaders and leadership. For decades the emphasis has been placed on increasing the number of leaders with specific attributes, such as women or those from ethnic minorities, to encourage a true representation of society. This far-reaching book takes a wider view, challenging the reader to recognise the importance of diversity issues and to embed diversity as central within leadership theory and practice. Drawing on their extensive research the authors establish a clear understanding of what diversity means and use this to develop a distinct approach to conceiving leadership, preparing leaders and acting as leaders. They explain how diversity should be a holistic issue which touches every aspect of leadership and is vital to ensuring effective and appropriate leadership for education in pluralist societies. The authors explore the history of approaches to addressing inequities in access to leadership positions and the experience of leadership, from equal opportunities, to diversity and inclusion, to capabilities approaches. The book also proposes fundamental and concrete changes that leaders can undertake both in their own and their organisation′s practice, to reflect a real commitment to social justice in a diverse society.
Author : Sean A. McCandless,Susan T. Gooden Publisher : Taylor & Francis Page : 244 pages File Size : 55,8 Mb Release : 2024-03-05 Category : Political Science ISBN : 9781003855156
Teaching Social Equity in Public Administration by Sean A. McCandless,Susan T. Gooden Pdf
Public administration education programs prepare students in the provision of important public and nonprofit services, so it is essential that such programs help prepare administrators to advance social equity, one of the pillars of the discipline. This exciting new book from social equity authorities Sean McCandless and Susan T. Gooden demonstrates how public administration faculty can teach social equity across the curriculum, in practical terms. This edited collection features chapters from authors experienced in both public administration and in teaching social equity. Each chapter discusses teaching social equity in a particular class (Introduction to Public Administration, Organizational Dynamics and Theory, Human Resources, Policy Process, Research Methods, Capstones, and more) through distinct pedagogical practices that advance student learning (including case studies, community engagement projects, and simulations). The text captures an array of instructional approaches to social equity within public affairs education, particularly at the graduate level. It includes approaches from both established and newer instructors, across a diversity of universities. The book serves as an important resource to faculty who teach these courses, as well as the students who take them. Most importantly, it is a resource to academics and practitioners alike who share a commitment to fairness in the implementation of public services.
Reading Organization Theory by Albert J. Mills,Anthony Michael Simmons Pdf
Encourages the reader to develop a critical approach to organizational analysis, concerned with the application of theory to key issues and questions in the construction of alternative organizations and social formations. Lists of key concepts, examples and discussion questions are included.
Challenges to Integrating Diversity, Equity, and Inclusion Programs in Organizations by Griffen, Aaron J. Pdf
Throughout the past several years, diversity, equity, and inclusion initiatives have been a part of a growing phenomenon to address the diverse needs of organizations. However, the act of diversity training and implementation in programs has traditionally been reactive as a result of a scandal rather than proactive. As more industries see the benefits of diversity, equity, and inclusion training, we will continue to see the benefits of a sustainable, healthy working environment for all. Challenges to Integrating Diversity, Equity, and Inclusion Programs in Organizations is an essential reference source that shares the challenges and opportunities faced by diversity, equity, and inclusion officers who are leading their organizations to becoming more diverse, equitable, and inclusive working environments. Featuring research on topics such as institutional equity, organizational culture, and diverse workplace, this book is ideally designed for administrators, human resource specialists, researchers, business professionals, academicians, and students, as well as organizations looking to make the intentional shifts necessary to develop and foster a more inclusive working and learning environment.
Diversity, Equity, and Inclusion in Sport by Ellen Staurowsky,Algerian Hart Pdf
As the topic of diversity, equity, and inclusion continues to be of growing importance across all businesses, Diversity, Equity, and Inclusion in Sport provides a comprehensive examination of DEI issues across the sport industry. This text’s emphasis on application and critical thinking will guide students in developing their ability to effectively lead sport organizations of all kinds with vision and compassion. With a diverse team of contributors representing a variety of unique perspectives, this text aligns with the Commission on Sport Management Accreditation (COSMA) Common Professional Component content area of diversity issues in sport management. Organized into three parts, Diversity, Equity, and Inclusion in Sport aims to clearly illustrate how to make a true impact in sport settings. Part I delivers foundational knowledge of what diversity, equity, and inclusion mean within sport organizations, including how power and privilege play out in sport organizations to include some and exclude others. Students will develop the skills associated with appreciating and having conversations about differences and learn how understandings about difference affect policy development and decision-making. Part II further develops understanding of diversity, equity, and inclusion through comprehensive coverage of critical areas of diversity that have an impact on the sport industry, including social class and economic status, gender and gender identity, race and ethnicity, disability, political influence and affiliation, religion, and age. Part III is designed to empower sport professionals to become leaders, providing actionable advice on promoting and successfully implementing best practices. Students will learn about connecting difficult conversations to leadership, planning strategically, assessing organizational climate, and using sport as a platform for social change. Each chapter opens with a real-life scenario introducing the chapter’s topic and closes with exercises to prompt critical thinking about the issues raised. Sport Industry Leader Profiles provide interviews with leading professionals for practical, informed opinions on the issues presented. Sport Industry Diversity Initiative sidebars feature organizational approaches to DEI issues. Diversity, Equity, and Inclusion in Sport addresses the key areas and challenges surrounding DEI in the sport industry and examines the role of sport in effecting social change. With practical application skills on incorporating knowledge into decision-making, current and future professionals alike will be prepared to lead sport businesses as diverse, equitable, and inclusive environments.
The Future of Scholarship on Diversity and Inclusion in Organizations by Eden B. King,Quinetta M. Roberson,Mikki R. Hebl Pdf
The current volume, the fourth in the series, provides a broad look at the meaning and understanding of diversity and inclusion in organizations. The contributors to this book look toward the future of D&I in organizations and the scholarship of these phenomena. This future focus references not only the content of the chapters-- which we hoped would offer new ideas, emphases, theories, and predictions-- but also to the contributors, emerging scholars who are the future of the field. Indeed, the chapters in this volume offer new perspectives on diversity in organizations, problematize existing perceptions and practices, and offer potential directions for change. Together, the questions and ideas offered these chapters generate a path forward for a thoughtful and nuanced view of D&I in future organizational science. In spite and because of their critiques of the status quo, the scholars and scholarship highlighted here provide hope for positive change.