Diversity Kompetenz, soziale Verantwortung und Führungspersönlichkeit

Genkova, Petia

doi:10.1007/978-3-658-08003-7_51-1

Cited by 4 publications

(11 citation statements)

References 49 publications

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“…The research indicates that perspective change and experience exchange are stronger predictors for intercultural decision-making (e.g. Genkova and Ringeisen, 2017). The perspective change is a stronger predictor than empathy.…”

Section: Resultsmentioning

confidence: 91%

“…Although research varies greatly in different cultures it concludes in the some result: Diversity can only be successful if it is established as a top-down-process and if the members of the organisation have strong pro-diversity beliefs (Genkova and Ringeisen, 2017).…”

Section: Diversity Managementmentioning

confidence: 99%

“…For example, if an organisations search for an extroverted employee on the German labour market all candidates from Italy would gauged as being too extroverted and inappropriate. The trend also occurs by social competencies which are strongly bound to cultural aspects (Genkova and Ringeisen, 2017). From the sociology perspective, the structural integration in the labour market is an important prerequisite to develop a national allegiance for persons with an immigration background.…”

Section: Migration As Diversity Categoriesmentioning

confidence: 99%

“…This effect is stronger for persons with an immigration background. The frustration and the disappointed career expectation lead to a critical consideration of the host society (Genkova and Ringeisen, 2017).…”

Section: Migration As Diversity Categoriesmentioning

confidence: 99%

“…The results of the investigation are heterogeneous and depend strongly on the cultural specific relations (e.g. Genkova and Ringeisen, 2017).…”

Section: Migration As Diversity Categoriesmentioning

confidence: 99%

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Migration and Divesity Potentials for Organisations: the Case of Germany

Genkova¹

2018

EJOBSAT

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A successful integration of migrants in the society as well as of older employees in the organisation is getting more important based on demographic changes. The central aim of the investigation is to deal with problem fields of the Human Resource Management, which arise by demographic changes regarding migration and the ageing society. Therefore, an explorative qualitative study with human resource managers and diversity representatives of the large DAX companies was conducted. The views of leaders and employees with and without an immigration background regarding diversity potentials in organisation are compared in this study. The results indicate that diversity is important for organisation. Employees have recognised the importance of diversity. Managers have not recognised the seriousness and urgency of cultural diversity and diversity actions. Human resource managers are not able to assess the additional stress of migrants correctly and to consider them in their day-to-day management and diversity actions.

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Section: Resultsmentioning

confidence: 91%

Section: Diversity Managementmentioning

confidence: 99%

Section: Migration As Diversity Categoriesmentioning

confidence: 99%

Section: Migration As Diversity Categoriesmentioning

confidence: 99%

“…The results of the investigation are heterogeneous and depend strongly on the cultural specific relations (e.g. Genkova and Ringeisen, 2017).…”

Section: Migration As Diversity Categoriesmentioning

confidence: 99%

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Migration and Divesity Potentials for Organisations: the Case of Germany

Genkova¹

2018

EJOBSAT

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Accept and apply diversity? An exploratory study of the attitudes towards diversity of students of STEM subjects

Genkova

Schreiber

2021

SN Soc Sci

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German universities are obligated to guarantee a fair learning environment for students with diverse features. They also must prepare students for a highly diverse working environment. This means to develop awareness for diversity and to train intercultural competence. The present study takes an exploratory look at the extent to which diversity awareness is established among science, technology, engineering, and mathematics (STEM) students and which barriers for the academic success students with a migration background perceive. To counteract discrepancies between the current state and the need for diversity awareness at universities, it identifies areas with room for improvement regarding the dealing with cultural diversity. Structured interviews with 31 STEM students were carried out and analyzed using qualitative content analysis. The interviews revealed differences in the awareness of diversity between students with and without a migration background. Results showed that there are barriers for STEM students with migration backgrounds which potentially reduce their academic success. Those barriers result from a lack of acceptance of cultural diversity and insufficient social integration and were especially apparent in insufficient language skills, orientation difficulties, and a lower degree of social integration. On the other hand, there is a need for both students with and without a migration background to promote competence and raise awareness for diversity. Furthermore, the role of social support as a resource became apparent.

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