Diversity in Organisations 4 Approaches to Managing Diversity
- Slides: 9
Diversity in Organisations 4 Approaches to Managing Diversity Asli-Juliya Weheliye 2007 Project No. 2014 -1 -LT 01 -KA 202 -000562 openprof. eu
Fairness and Discrimination Approach This approach promotes fairness and equality through compliance with legal provisions. Thus the equal treatment of all members of an organisation is prioritised. The result is a tendency to negate differences and to accept that all people are equal. Project No. 2014 -1 -LT 01 -KA 202 -000562 openprof. eu
Fairness and Discrimination Approach CAUTION: With this approach organisations waste valuable potential. Through the relativisation of individual differences between employees important resources are ignored. Project No. 2014 -1 -LT 01 -KA 202 -000562 openprof. eu
Access-Legitimacy Approach "Diversity isn't just fair, it makes business sense. " Differences between employees are recognised and valued. Advocates of this approach have found that within the variety and diversity of employees a wealth of potential is hidden. These differences need to exploited. However this is not about appreciating the staff due to their diverse personalities, but concerns the commercial benefits that can be drawn from a diverse workforce. With the "Market Based View", the specific market-related demographics need to be reproduced. The employees should therefore be a reflection of the demographic situation within which the organisation operates. Project No. 2014 -1 -LT 01 -KA 202 -000562 openprof. eu
Access-Legitimacy Approach CAUTION: This approach entails the risk that by categorising employees on the grounds of certain characteristics that are perceived by the organisation as being advantageous, the employees themselves can become stereotyped and categorised. "(. . . ) access legitimacy leaders are quick to push staff with nice capabilities into differentiated pigeonholes without trying to understand what those capabilities are and how they could be integrated into the company's mainstream". This in turn cause these people to feel used, meaning they may have problems with the highlighting of certain personal characteristics. These are determined upon the basis of "market quality" and not primarily upon actual qualifications. Project No. 2014 -1 -LT 01 -KA 202 -000562 openprof. eu
Learning- Effectiveness Approach This approach combines the positive aspects of the Fairness-Discrimination and Access-Legitimacy approaches whilst attempting to embed a lasting culture of tolerance, open-mindedness and diversity within an organisation. It is a matter of learning with and from each other. Differences should be recognised and valued, but not at the expense of employees. Furthermore differences should help the organisation to change from within, in order to derive potential competitive advantages. It has been recognised that diversity can strengthen the organisation not only outwardly but also internally. Project No. 2014 -1 -LT 01 -KA 202 -000562 openprof. eu
Learning- Effectiveness Approach CAUTION: Diversity is used here as a management tool to increase productivity, profits and market share. A critical point is that in practice employees outside the senior management team are rarely involved. It is therefore primarily a top-down approach with a danger of it being restricted to only certain sections of an organisation. Project No. 2014 -1 -LT 01 -KA 202 -000562 openprof. eu
System-theoretical Gender and Managing Diversity Approach The System-oriented Gender and Managing Diversity Approach picks up where the other approaches reach the limit of their explanatory powers. This approach originates from the field of sociology and seeks to compensate for the limited internalisation strategies of the other approaches with a system-theoretical perspective. Socially constructed differences and hierarchies, that are reproduced within organisations and which lead to exclusion and mistreatment, are addressed and critically examined from a systemtheoretical perspective. Based on the findings new forms of action and communication should be developed. This approach is of particular interest due to its multidimensional analysis and the classification of society into its overlapping and autopoetic self-steering sub-systems as well as the differentiation between the outside and the inside of organisations. Project No. 2014 -1 -LT 01 -KA 202 -000562 openprof. eu
System-theoretical Gender and Managing Diversity Approach CAUTION: System-theoretical Diversity Management involves highlighting exclusion and mistreatment much more deeply and from a greater number of perspectives, which runs the risk of opening up “old wounds” within or between these systems. This can therefore lead to conflicts that may be difficult or even impossible to overcome. Project No. 2014 -1 -LT 01 -KA 202 -000562 openprof. eu
- Institution politique
- Understand employer organisations
- Public sector business
- Schools as organisations
- Cycle de vie de l'entreprise selon greiner
- Functional areas in business organisations
- Spor oms
- Explorer les organisations du monde
- Trading and non trading organisation
- Communication socionumérique des organisations