Personal: Diversity Management

Franken, Swetlana

doi:10.1007/978-3-658-06797-7

Cited by 43 publications

(14 citation statements)

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“…In fact, the negative perspective on differences could constitute a significant obstacle for evaluation (Franken, 2015). Diversity is an important factor in increasing an organization's problem-solving capacity, producing new ideas and alternative solutions, opening new markets, better serving different customer groups, ensuring competitive advantages for organizations on topics of corporate image and marketing, and increasing organizational productivity and effectiveness (Rijamampianina & Carmichael, 2005).…”

Section: Diversity Managementmentioning

confidence: 99%

Role of diversity management and charismatic leadership on innovation and performance in the globalized era

Adıgüzel

Çakır

2020

Int. J. Innov.

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Objective of the Study: The purpose of this study was to analyze the relationships between the variables of diversity management, charismatic leadership, innovation speed, innovation performance, and company performance.Methodology/Approach: A survey study was conducted with 427 employees (both technicians and engineers) working at companies that operated in the manufacturing industry in the scope of the research purpose. SPSS 25 and SPSS AMOS programs were used incrementally, and the acquired data were evaluated and analyzed.Originality/Relevance: In this research, white-collar workers constituted our sampling group because they play a key role in product innovation. While gathering the analysis data, the first 500 companies registered in Istanbul Chamber of Industry were determined, and manufacturing companies operating in Istanbul constituted the main part of the study.Main Results: As a result of the analysis, it is understood that diversity management and charismatic leadership have a positive influence on innovation and performance.Theoretical/Methodological Contribution: In terms of innovation and company performance, the study revealed the mediation effect of charismatic leadership linked to diversity management.Social/management contributions: In order for organizations to carry out creative and innovative activities, it is very important to effectively manage different ideas and thoughts within organizations. In fact, charismatic leadership positively affects employees, helping them to perform better. Therefore, employees must be actively involved in order to successfully carry out innovation.

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Section: Diversity Managementmentioning

confidence: 99%

Role of diversity management and charismatic leadership on innovation and performance in the globalized era

Adıgüzel

Çakır

2020

Int. J. Innov.

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“…To use the potential of diversity, the dominant diversity has to be organised and be consciously integrated in the particular organisation. Then, everyone experiences positive aspects by intercultural cooperation (Thomas, 2006;Franken, 2015).…”

Section: Diversity Attitudesmentioning

confidence: 99%

Differences of Diversity Attitudes between Employees with and without an Immigration Background: The Case of Germany

Genkova¹

2018

EJOBSAT

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The demographic shift in the age structure has the effects that many ageing employees work in organisations. Migration can slow down the ageing of population but could not stop it. More and more people with immigration background work in organisations. Therefore, the question is, whether diversity sensitive attitudes count for all diversity aspects. The central aim of the study is to deal with the problem fields of multicultural teamwork. Thereby, the focus is on the collaboration of employees with and without immigration background. The interviews with employees with and without an immigra-tion background of various company branches were conducted. The results show that employees with an immigration background have more contact and feel comfortable with persons from different cultures than employees without an immigration back-ground. The qualitative analysis indicates that there is a high need of competence devel-opment, especially intercultural and social competences in organisations. The results of the study reveal that personality traits and characteristics of employees play a role to what extent they accept diversity and are willing to work with persons from another culture. Age is not important regarding intercultural competence development.

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“…Diversity has to be organised and consciously integrated in the respective organisation, when it should be used as a chance (e.g. Thomas, 2003;Franken, 2015). Migration delays the process of ageing society, but cannot solve it permanently (German Federal Statistical Office, 2015).…”

Section: Diversity Managementmentioning

confidence: 99%

“…Leaders take an important role in diversity management. They have an influence on the satisfaction, health and performance of employees (Franken, 2015). Managers take over different roles in their function as a leader and are between role model function and performance pressure (Franken, 2015).…”

Section: Diversity Managementmentioning

confidence: 99%

“…They have an influence on the satisfaction, health and performance of employees (Franken, 2015). Managers take over different roles in their function as a leader and are between role model function and performance pressure (Franken, 2015). Especially, managers take over a central role by initiating diversity management (Wildermuth and Gray, 2005).…”

Section: Diversity Managementmentioning

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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Personal: Diversity Management

Cited by 43 publications

References 0 publications

Role of diversity management and charismatic leadership on innovation and performance in the globalized era

Role of diversity management and charismatic leadership on innovation and performance in the globalized era

Differences of Diversity Attitudes between Employees with and without an Immigration Background: The Case of Germany

Migration and Divesity Potentials for Organisations: the Case of Germany

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