Mentoring and diversity:
This paper studies the forces which determine how diversity at a firm evolves over time. We consider a dynamic model o a single firm with two levels of employees, the entry level and the upper level. In each period, the firm selects a subset of the entry-level workers for promotion to the upper leve...
Gespeichert in:
| Hauptverfasser: | , , |
|---|---|
| Format: | Buch |
| Sprache: | English |
| Veröffentlicht: |
Cambridge, Mass.
1998
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| Schriftenreihe: | National Bureau of Economic Research <Cambridge, Mass.>: NBER working paper series
6496 |
| Schlagworte: | |
| Online-Zugang: | Volltext |
| Zusammenfassung: | This paper studies the forces which determine how diversity at a firm evolves over time. We consider a dynamic model o a single firm with two levels of employees, the entry level and the upper level. In each period, the firm selects a subset of the entry-level workers for promotion to the upper level. The members of the entry-level worker pool vary in their initial ability as well as in their type,' where type could refer to gender or cultural background. Employees augment their initial ability by acquiring specific human capital in mentoring interactions with upper level employees. We assume that an entry-level worker receives more mentoring when a greater proportion of upper-level workers match the entry-level worker's type. In this model, it is optimal for the firm to consider type in addition to ability in making promotion decisions, so as to maximize the effectiveness of future mentoring. We derived conditions under which firms attain full diversity, as well as conditions under which there are multiple steady states, so that the level of diversity depends on the firm's initial conditions. With multiple steady states, temporary affirmative action policies can have a long-run impact on diversity levels. |
| Beschreibung: | 38 S. graph. Darst. |
Internformat
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| 490 | 1 | |a National Bureau of Economic Research <Cambridge, Mass.>: NBER working paper series |v 6496 | |
| 520 | |a This paper studies the forces which determine how diversity at a firm evolves over time. We consider a dynamic model o a single firm with two levels of employees, the entry level and the upper level. In each period, the firm selects a subset of the entry-level workers for promotion to the upper level. The members of the entry-level worker pool vary in their initial ability as well as in their type,' where type could refer to gender or cultural background. Employees augment their initial ability by acquiring specific human capital in mentoring interactions with upper level employees. We assume that an entry-level worker receives more mentoring when a greater proportion of upper-level workers match the entry-level worker's type. In this model, it is optimal for the firm to consider type in addition to ability in making promotion decisions, so as to maximize the effectiveness of future mentoring. We derived conditions under which firms attain full diversity, as well as conditions under which there are multiple steady states, so that the level of diversity depends on the firm's initial conditions. With multiple steady states, temporary affirmative action policies can have a long-run impact on diversity levels. | ||
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| geographic | USA |
| geographic_facet | USA |
| id | DE-604.BV011993496 |
| illustrated | Illustrated |
| indexdate | 2024-07-09T18:19:51Z |
| institution | BVB |
| language | English |
| oai_aleph_id | oai:aleph.bib-bvb.de:BVB01-008116570 |
| oclc_num | 39124967 |
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| physical | 38 S. graph. Darst. |
| publishDate | 1998 |
| publishDateSearch | 1998 |
| publishDateSort | 1998 |
| record_format | marc |
| series | National Bureau of Economic Research <Cambridge, Mass.>: NBER working paper series |
| series2 | National Bureau of Economic Research <Cambridge, Mass.>: NBER working paper series |
| spelling | Athey, Susan 1970- Verfasser (DE-588)128978961 aut Mentoring and diversity Susan Athey ; Christopher Avery ; Peter Zemsky Cambridge, Mass. 1998 38 S. graph. Darst. txt rdacontent n rdamedia nc rdacarrier National Bureau of Economic Research <Cambridge, Mass.>: NBER working paper series 6496 This paper studies the forces which determine how diversity at a firm evolves over time. We consider a dynamic model o a single firm with two levels of employees, the entry level and the upper level. In each period, the firm selects a subset of the entry-level workers for promotion to the upper level. The members of the entry-level worker pool vary in their initial ability as well as in their type,' where type could refer to gender or cultural background. Employees augment their initial ability by acquiring specific human capital in mentoring interactions with upper level employees. We assume that an entry-level worker receives more mentoring when a greater proportion of upper-level workers match the entry-level worker's type. In this model, it is optimal for the firm to consider type in addition to ability in making promotion decisions, so as to maximize the effectiveness of future mentoring. We derived conditions under which firms attain full diversity, as well as conditions under which there are multiple steady states, so that the level of diversity depends on the firm's initial conditions. With multiple steady states, temporary affirmative action policies can have a long-run impact on diversity levels. Multiculturalisme en milieu de travail - États-Unis - Modèles mathématiques ram Promotions - États-Unis - Modèles mathématiques ram Tuteurs et tutorat (travail) - États-Unis - Modèles mathématiques ram Mathematisches Modell Diversity in the workplace United States Mathematical models Mentoring in business United States Mathematical models Promotions United States Mathematical models USA Avery, Christopher Verfasser aut Zemsky, Peter Verfasser aut Erscheint auch als Online-Ausgabe National Bureau of Economic Research <Cambridge, Mass.>: NBER working paper series 6496 (DE-604)BV002801238 6496 http://papers.nber.org/papers/w6496.pdf kostenfrei Volltext |
| spellingShingle | Athey, Susan 1970- Avery, Christopher Zemsky, Peter Mentoring and diversity National Bureau of Economic Research <Cambridge, Mass.>: NBER working paper series Multiculturalisme en milieu de travail - États-Unis - Modèles mathématiques ram Promotions - États-Unis - Modèles mathématiques ram Tuteurs et tutorat (travail) - États-Unis - Modèles mathématiques ram Mathematisches Modell Diversity in the workplace United States Mathematical models Mentoring in business United States Mathematical models Promotions United States Mathematical models |
| title | Mentoring and diversity |
| title_auth | Mentoring and diversity |
| title_exact_search | Mentoring and diversity |
| title_full | Mentoring and diversity Susan Athey ; Christopher Avery ; Peter Zemsky |
| title_fullStr | Mentoring and diversity Susan Athey ; Christopher Avery ; Peter Zemsky |
| title_full_unstemmed | Mentoring and diversity Susan Athey ; Christopher Avery ; Peter Zemsky |
| title_short | Mentoring and diversity |
| title_sort | mentoring and diversity |
| topic | Multiculturalisme en milieu de travail - États-Unis - Modèles mathématiques ram Promotions - États-Unis - Modèles mathématiques ram Tuteurs et tutorat (travail) - États-Unis - Modèles mathématiques ram Mathematisches Modell Diversity in the workplace United States Mathematical models Mentoring in business United States Mathematical models Promotions United States Mathematical models |
| topic_facet | Multiculturalisme en milieu de travail - États-Unis - Modèles mathématiques Promotions - États-Unis - Modèles mathématiques Tuteurs et tutorat (travail) - États-Unis - Modèles mathématiques Mathematisches Modell Diversity in the workplace United States Mathematical models Mentoring in business United States Mathematical models Promotions United States Mathematical models USA |
| url | http://papers.nber.org/papers/w6496.pdf |
| volume_link | (DE-604)BV002801238 |
| work_keys_str_mv | AT atheysusan mentoringanddiversity AT averychristopher mentoringanddiversity AT zemskypeter mentoringanddiversity |