Diversity Management and Identity in Organisations: From Liminality to Inclusion
This book advances a conceptualisation of gender identity within Diversity Management in organisations that takes into account the linkages between individual and organisational identity, thus moving from liminality, where gender is considered merely as a binary and diversity as something to manage,...
Gespeichert in:
| 1. Verfasser: | |
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| Format: | Elektronisch E-Book |
| Sprache: | English |
| Veröffentlicht: |
Newcastle-upon-Tyne
Cambridge Scholars Publisher
2018
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| Schlagworte: | |
| Online-Zugang: | HWR01 |
| Zusammenfassung: | This book advances a conceptualisation of gender identity within Diversity Management in organisations that takes into account the linkages between individual and organisational identity, thus moving from liminality, where gender is considered merely as a binary and diversity as something to manage, to inclusion, where diversity means a commitment to supporting a processual way to approach both belongingness and uniqueness within organisation. Through the use of Critical Discourse Analysis, the book investigates a series of UK county-based public and private bodies, combining the analysis of interviews with a set of policy documents. In this way, this contribution explores what challenges Diversity Management in organisations has to cope with, and to what extent the relationship between individual and organisational identity can help us prevent any form of discrimination and foster inclusiveness in organisations |
| Beschreibung: | Description based on publisher supplied metadata and other sources |
| Beschreibung: | 1 Online-Ressource (148 Seiten) |
| ISBN: | 9781527524545 |
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| 505 | 8 | |a Intro -- Table of Contents -- List of Figures and Tables -- Acknowledgements -- Foreword -- Introduction -- Chapter One -- 1.1. Introduction -- 1.2. Diversity in organisations -- 1.3. A systematic analysis of diversity in the business and management literature -- 1.3.1. The demographic turn -- 1.3.2. The political turn -- 1.3.3. The economic turn -- 1.3.4. The critical turn -- 1.4. Advocating a gender (and) identity turn -- 1.5. Individual and organisational identity: an un-binary view -- 1.6. Organisational resistance towards a hegemonic binary system -- 1.7. From liminality to inclusion -- Chapter Two -- 2.1. Introduction -- 2.2. Defining 'discourse' -- 2.2.1. Text -- 2.3. Critical Discourse Analysis (CDA) -- 2.3.1. Being 'critical' in Critical Discourse Analysis -- 2.3.2. Discourses as practices -- 2.4. The concept of genre within organisation -- 2.5. Practices in organisation -- 2.5.1. The growing interest in bodies and artefacts in organisational studies -- 2.5.2. Organisational knowledge -- 2.6. Functional approach to discourse -- 2.6.1. Functional metaphors -- 2.7. Conclusions -- Chapter Three -- 3.1. Introduction -- 3.2. How to conduct a Critical Discourse Analysis (CDA) in organisational settings -- 3.3. Texts in the CDA tradition -- 3.4. Defining context in CDA -- 3.5. The use of word frequency queries with NVivo 11 -- 3.6. The use of cluster analysis with NVivo 11 -- 3.7. The empirical context -- 3.7.1. The LGBT+ committee -- 3.7.2. The county council: adult social care service -- 3.7.3. Fire and rescue service -- 3.7.4. The county law enforcement -- 3.7.5. The university -- 3.7.6. The multinational -- 3.7.7. The charity -- 3.8. Silencing identity/Voicing ide -- 3.8.1. Voice and silence in organisations -- Conclusion -- Appendix 1 -- Appendix 2 -- Appendix 3 -- Appendix 4 -- Appendix 5 -- Appendix 6 -- Appendix 7 -- References -- Index | |
| 520 | |a This book advances a conceptualisation of gender identity within Diversity Management in organisations that takes into account the linkages between individual and organisational identity, thus moving from liminality, where gender is considered merely as a binary and diversity as something to manage, to inclusion, where diversity means a commitment to supporting a processual way to approach both belongingness and uniqueness within organisation. Through the use of Critical Discourse Analysis, the book investigates a series of UK county-based public and private bodies, combining the analysis of interviews with a set of policy documents. In this way, this contribution explores what challenges Diversity Management in organisations has to cope with, and to what extent the relationship between individual and organisational identity can help us prevent any form of discrimination and foster inclusiveness in organisations | ||
| 650 | 4 | |a Diversity in the workplace.. | |
| 650 | 4 | |a Gender identity in the workplace | |
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| contents | Intro -- Table of Contents -- List of Figures and Tables -- Acknowledgements -- Foreword -- Introduction -- Chapter One -- 1.1. Introduction -- 1.2. Diversity in organisations -- 1.3. A systematic analysis of diversity in the business and management literature -- 1.3.1. The demographic turn -- 1.3.2. The political turn -- 1.3.3. The economic turn -- 1.3.4. The critical turn -- 1.4. Advocating a gender (and) identity turn -- 1.5. Individual and organisational identity: an un-binary view -- 1.6. Organisational resistance towards a hegemonic binary system -- 1.7. From liminality to inclusion -- Chapter Two -- 2.1. Introduction -- 2.2. Defining 'discourse' -- 2.2.1. Text -- 2.3. Critical Discourse Analysis (CDA) -- 2.3.1. Being 'critical' in Critical Discourse Analysis -- 2.3.2. Discourses as practices -- 2.4. The concept of genre within organisation -- 2.5. Practices in organisation -- 2.5.1. The growing interest in bodies and artefacts in organisational studies -- 2.5.2. Organisational knowledge -- 2.6. Functional approach to discourse -- 2.6.1. Functional metaphors -- 2.7. Conclusions -- Chapter Three -- 3.1. Introduction -- 3.2. How to conduct a Critical Discourse Analysis (CDA) in organisational settings -- 3.3. Texts in the CDA tradition -- 3.4. Defining context in CDA -- 3.5. The use of word frequency queries with NVivo 11 -- 3.6. The use of cluster analysis with NVivo 11 -- 3.7. The empirical context -- 3.7.1. The LGBT+ committee -- 3.7.2. The county council: adult social care service -- 3.7.3. Fire and rescue service -- 3.7.4. The county law enforcement -- 3.7.5. The university -- 3.7.6. The multinational -- 3.7.7. The charity -- 3.8. Silencing identity/Voicing ide -- 3.8.1. Voice and silence in organisations -- Conclusion -- Appendix 1 -- Appendix 2 -- Appendix 3 -- Appendix 4 -- Appendix 5 -- Appendix 6 -- Appendix 7 -- References -- Index |
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| dewey-full | 658.3008 |
| dewey-hundreds | 600 - Technology (Applied sciences) |
| dewey-ones | 658 - General management |
| dewey-raw | 658.3008 |
| dewey-search | 658.3008 |
| dewey-sort | 3658.3008 |
| dewey-tens | 650 - Management and auxiliary services |
| discipline | Wirtschaftswissenschaften |
| discipline_str_mv | Wirtschaftswissenschaften |
| format | Electronic eBook |
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| id | DE-604.BV047697777 |
| illustrated | Not Illustrated |
| index_date | 2024-07-03T18:58:07Z |
| indexdate | 2024-07-10T09:19:26Z |
| institution | BVB |
| isbn | 9781527524545 |
| language | English |
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| physical | 1 Online-Ressource (148 Seiten) |
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| publishDate | 2018 |
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| spelling | Bizjak, Davide Verfasser aut Diversity Management and Identity in Organisations From Liminality to Inclusion Newcastle-upon-Tyne Cambridge Scholars Publisher 2018 ©2019 1 Online-Ressource (148 Seiten) txt rdacontent c rdamedia cr rdacarrier Description based on publisher supplied metadata and other sources Intro -- Table of Contents -- List of Figures and Tables -- Acknowledgements -- Foreword -- Introduction -- Chapter One -- 1.1. Introduction -- 1.2. Diversity in organisations -- 1.3. A systematic analysis of diversity in the business and management literature -- 1.3.1. The demographic turn -- 1.3.2. The political turn -- 1.3.3. The economic turn -- 1.3.4. The critical turn -- 1.4. Advocating a gender (and) identity turn -- 1.5. Individual and organisational identity: an un-binary view -- 1.6. Organisational resistance towards a hegemonic binary system -- 1.7. From liminality to inclusion -- Chapter Two -- 2.1. Introduction -- 2.2. Defining 'discourse' -- 2.2.1. Text -- 2.3. Critical Discourse Analysis (CDA) -- 2.3.1. Being 'critical' in Critical Discourse Analysis -- 2.3.2. Discourses as practices -- 2.4. The concept of genre within organisation -- 2.5. Practices in organisation -- 2.5.1. The growing interest in bodies and artefacts in organisational studies -- 2.5.2. Organisational knowledge -- 2.6. Functional approach to discourse -- 2.6.1. Functional metaphors -- 2.7. Conclusions -- Chapter Three -- 3.1. Introduction -- 3.2. How to conduct a Critical Discourse Analysis (CDA) in organisational settings -- 3.3. Texts in the CDA tradition -- 3.4. Defining context in CDA -- 3.5. The use of word frequency queries with NVivo 11 -- 3.6. The use of cluster analysis with NVivo 11 -- 3.7. The empirical context -- 3.7.1. The LGBT+ committee -- 3.7.2. The county council: adult social care service -- 3.7.3. Fire and rescue service -- 3.7.4. The county law enforcement -- 3.7.5. The university -- 3.7.6. The multinational -- 3.7.7. The charity -- 3.8. Silencing identity/Voicing ide -- 3.8.1. Voice and silence in organisations -- Conclusion -- Appendix 1 -- Appendix 2 -- Appendix 3 -- Appendix 4 -- Appendix 5 -- Appendix 6 -- Appendix 7 -- References -- Index This book advances a conceptualisation of gender identity within Diversity Management in organisations that takes into account the linkages between individual and organisational identity, thus moving from liminality, where gender is considered merely as a binary and diversity as something to manage, to inclusion, where diversity means a commitment to supporting a processual way to approach both belongingness and uniqueness within organisation. Through the use of Critical Discourse Analysis, the book investigates a series of UK county-based public and private bodies, combining the analysis of interviews with a set of policy documents. In this way, this contribution explores what challenges Diversity Management in organisations has to cope with, and to what extent the relationship between individual and organisational identity can help us prevent any form of discrimination and foster inclusiveness in organisations Diversity in the workplace.. Gender identity in the workplace Erscheint auch als Druck-Ausgabe Bizjak, Davide Diversity Management and Identity in Organisations Newcastle-upon-Tyne : Cambridge Scholars Publisher,c2018 |
| spellingShingle | Bizjak, Davide Diversity Management and Identity in Organisations From Liminality to Inclusion Intro -- Table of Contents -- List of Figures and Tables -- Acknowledgements -- Foreword -- Introduction -- Chapter One -- 1.1. Introduction -- 1.2. Diversity in organisations -- 1.3. A systematic analysis of diversity in the business and management literature -- 1.3.1. The demographic turn -- 1.3.2. The political turn -- 1.3.3. The economic turn -- 1.3.4. The critical turn -- 1.4. Advocating a gender (and) identity turn -- 1.5. Individual and organisational identity: an un-binary view -- 1.6. Organisational resistance towards a hegemonic binary system -- 1.7. From liminality to inclusion -- Chapter Two -- 2.1. Introduction -- 2.2. Defining 'discourse' -- 2.2.1. Text -- 2.3. Critical Discourse Analysis (CDA) -- 2.3.1. Being 'critical' in Critical Discourse Analysis -- 2.3.2. Discourses as practices -- 2.4. The concept of genre within organisation -- 2.5. Practices in organisation -- 2.5.1. The growing interest in bodies and artefacts in organisational studies -- 2.5.2. Organisational knowledge -- 2.6. Functional approach to discourse -- 2.6.1. Functional metaphors -- 2.7. Conclusions -- Chapter Three -- 3.1. Introduction -- 3.2. How to conduct a Critical Discourse Analysis (CDA) in organisational settings -- 3.3. Texts in the CDA tradition -- 3.4. Defining context in CDA -- 3.5. The use of word frequency queries with NVivo 11 -- 3.6. The use of cluster analysis with NVivo 11 -- 3.7. The empirical context -- 3.7.1. The LGBT+ committee -- 3.7.2. The county council: adult social care service -- 3.7.3. Fire and rescue service -- 3.7.4. The county law enforcement -- 3.7.5. The university -- 3.7.6. The multinational -- 3.7.7. The charity -- 3.8. Silencing identity/Voicing ide -- 3.8.1. Voice and silence in organisations -- Conclusion -- Appendix 1 -- Appendix 2 -- Appendix 3 -- Appendix 4 -- Appendix 5 -- Appendix 6 -- Appendix 7 -- References -- Index Diversity in the workplace.. Gender identity in the workplace |
| title | Diversity Management and Identity in Organisations From Liminality to Inclusion |
| title_auth | Diversity Management and Identity in Organisations From Liminality to Inclusion |
| title_exact_search | Diversity Management and Identity in Organisations From Liminality to Inclusion |
| title_exact_search_txtP | Diversity Management and Identity in Organisations From Liminality to Inclusion |
| title_full | Diversity Management and Identity in Organisations From Liminality to Inclusion |
| title_fullStr | Diversity Management and Identity in Organisations From Liminality to Inclusion |
| title_full_unstemmed | Diversity Management and Identity in Organisations From Liminality to Inclusion |
| title_short | Diversity Management and Identity in Organisations |
| title_sort | diversity management and identity in organisations from liminality to inclusion |
| title_sub | From Liminality to Inclusion |
| topic | Diversity in the workplace.. Gender identity in the workplace |
| topic_facet | Diversity in the workplace.. Gender identity in the workplace |
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