Konzept Diversity Management – Definition, Abgrenzung und Beurteilung

Rosken, Anne

doi:10.1007/978-3-658-08594-0_2

Cited by 10 publications

(4 citation statements)

References 7 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…Considered from another perspective, this means that not only concrete experiences, but also the organizational culture, as a pattern of values and norms, can have an influence on the perception of individuals and, consequently, can have an influence on the individual reality. To cope with this complex reality, people use cognitive categories to understand and comprehend their environment (Rosken, 2016). Described as prototypes (Fiske and Taylor, 1991), stereotypes (Glick et al, 1988) or schemata (Kalin and Hodgins, 1984), these systems aim for a swift classification of the unknown and action strategies that can be derived from it.…”

Section: The Triangle Of Diversity Management Discrimination and Orga...mentioning

confidence: 99%

“…Described as prototypes (Fiske and Taylor, 1991), stereotypes (Glick et al, 1988) or schemata (Kalin and Hodgins, 1984), these systems aim for a swift classification of the unknown and action strategies that can be derived from it. While schemata describe an overarching concept that assigns meanings to associations of attributes resulting from a certain stimulus (Fiske and Taylor, 1991), prototypes represent specific cognitive structures expressed in common but also significant categories (Rosken, 2016). Stereotypes describe generalized knowledge about a certain group or phenomenon and can thus be a basis for judgment (Rosken, 2016).…”

Section: The Triangle Of Diversity Management Discrimination and Orga...mentioning

confidence: 99%

“…While schemata describe an overarching concept that assigns meanings to associations of attributes resulting from a certain stimulus (Fiske and Taylor, 1991), prototypes represent specific cognitive structures expressed in common but also significant categories (Rosken, 2016). Stereotypes describe generalized knowledge about a certain group or phenomenon and can thus be a basis for judgment (Rosken, 2016).…”

Section: The Triangle Of Diversity Management Discrimination and Orga...mentioning

confidence: 99%

See 2 more Smart Citations

Perceiving Diversity – An Explorative Approach in a Complex Research Organization

Steuer-Dankert¹,

Leicht-Scholten²

2022

Diversity and Discrimination in Research Organizations

View full text Add to dashboard Cite

Diversity management is seen as a decisive factor for ensuring the development of socially responsible innovations (Beacham and Shambaugh, 2011;Sonntag, 2014;López, 2015;Uebernickel et al., 2015). However, many diversity management approaches fail due to a one-sided consideration of diversity (Thomas and Ely, 2019) and a lacking linkage between the prevailing organizational culture and the perception of diversity in the respective organization. Reflecting the importance of diverse perspectives, research institutions have a special responsibility to actively deal with diversity, as they are publicly funded institutions that drive socially relevant development and educate future generations of developers, leaders and decision-makers. Nevertheless, only a few studies have so far dealt with the influence of the special framework conditions of the science system on diversity management. Focusing on the interdependency of the organizational culture and diversity management especially in a university research environment, this chapter aims in a first step to provide a theoretical perspective on the framework conditions of a complex research organization in Germany in order to understand the system-specific factors influencing diversity management. In a second step, an exploratory cluster analysis is presented, investigating the perception of diversity and possible influencing factors moderating this perception in a scientific organization. Combining both steps, the results show specific mechanisms and structures of the university research environment that have an impact on diversity management and rigidify structural Diversity and Discrimination in Research Organizations, 365-392

show abstract

Section: The Triangle Of Diversity Management Discrimination and Orga...mentioning

confidence: 99%

Section: The Triangle Of Diversity Management Discrimination and Orga...mentioning

confidence: 99%

Section: The Triangle Of Diversity Management Discrimination and Orga...mentioning

confidence: 99%

See 1 more Smart Citation

Perceiving Diversity – An Explorative Approach in a Complex Research Organization

Steuer-Dankert¹,

Leicht-Scholten²

2022

Diversity and Discrimination in Research Organizations

View full text Add to dashboard Cite

show abstract

“…Furthermore, managers play a crucial role in the implementation of diversity management. While has the task of developing a general strategy and public position, senior and middle managers are required to exemplify this strategy by demonstrating openness and flexibility, sanctioning inappropriate behavior and selecting employees based on fair and valid criteria ( Rosken, 2016 ). They are therefore also described as multipliers ( Wildermuth and Gray, 2005 ).…”

Section: Introductionmentioning

confidence: 99%

Diversity attitudes and sensitivity of employees and leaders in the German STEM-sector

Genkova¹,

Schreiber²

2022

Front. Psychol.

View full text Add to dashboard Cite

The increasing diversity of cultural backgrounds, migration status and age is shaping modern working life. Previous research demonstrated that the attitudes and competences of team members and leaders toward diversity play a crucial role in utilizing the potential of heterogeneous teams and preventing detrimental behavior and discrimination. But even though leaders appear to be key figures in the process of diversity management, their perception of diversity as well as related challenges and chances are poorly investigated. The current paper aims to contribute to the understanding of leaders’ perspective on and role in diversity management building on a comparative analysis of two explorative qualitative studies with 16 employees and 22 leaders. The overall research questions are how employees and leaders perceive diversity of culture and age from their specific point of view, which experiences are likely to contribute to their opinion on and perception of diversity and in how far do employees and leaders differ in these aspects. Participants come from the German sector of science, technology, engineering and mathematics (STEM), which is the most internationalized and least psychologically investigated sector in Germany. The results show that employees are aware of the topic of diversity in general but have poor competences in dealing with diversity in their daily work life. This seems to be associated with a lack of experience with intercultural interaction and a lack of support from the respective organizations/leaders. We further found that individuals with a migration background do not show any signs of stereotype threat rather than expressing a feeling of being isolated from employees without a migration background. By comparing perspectives of leaders and employees, the current study contributes to the understanding of the processes underlying the experiences of inequalities of migrants and experiences of intercultural miscommunication and faultlines of people without migration background. Theoretical and practical implications are discussed.

show abstract

Gesellschaftliche Diversität und ihre Bedeutung für die Anforderungen an Arbeitnehmer_innen

Sievers

2021

Sprache – Bildung – Geschlecht

View full text Add to dashboard Cite

Konzept Diversity Management – Definition, Abgrenzung und Beurteilung

Cited by 10 publications

References 7 publications

Perceiving Diversity – An Explorative Approach in a Complex Research Organization

Perceiving Diversity – An Explorative Approach in a Complex Research Organization

Diversity attitudes and sensitivity of employees and leaders in the German STEM-sector

Gesellschaftliche Diversität und ihre Bedeutung für die Anforderungen an Arbeitnehmer_innen

Contact Info

Product

Resources

About