The inclusive management strategy :: engineering culture change for employees with disabilities /
Every person has the potential to contribute to an organization as long as they have access to the right opportunities and connections, yet it sometimes is all too obvious that the stigma associated with a person's disability can have a negative impact on their ability to develop healthy work r...
Gespeichert in:
| Hauptverfasser: | , |
|---|---|
| Format: | Elektronisch E-Book |
| Sprache: | English |
| Veröffentlicht: |
Bingley, U.K. :
Emerald Publishing Limited,
2019.
|
| Schlagworte: | |
| Online-Zugang: | DE-862 DE-863 |
| Zusammenfassung: | Every person has the potential to contribute to an organization as long as they have access to the right opportunities and connections, yet it sometimes is all too obvious that the stigma associated with a person's disability can have a negative impact on their ability to develop healthy work relationships with peers and supervisors. This situation can only be remedied through effective change management, a systematic approach to designing, implementing, and measuring progress on unique culture-change goals. Here Camelia Fawzy and Brenda Shore draw upon more than 40 years of research and practical business experience to support leaders and managers' efforts in transforming organizations and providing inclusive work opportunities for people with disAbilities (PwDs). What Fawzy and Shore offer is The Inclusive Management Strategy (IMS), an innovative approach to evaluating culture-change needs and to designing and implementing change solutions that address unique needs in order to create authentically inclusive social work-environments for PwDs. They address stigmatized differences associated with disabilities that lead to reducing fear, resentment, and anxiety in the organizational climate, ultimately arguing that culture change can only be achieved when most of our employees are engaged in a mind-change process, a conscious effort to change stigmatizing views associated with differences that need to be accommodated. For the practical, implementable plans of action it offers, The Inclusive Management Strategy is a must-read for managers and supervisors involved with policy, decision-making, strategy, and daily accommodations for PwDs. |
| Beschreibung: | 1 online resource (xii, 154 pages) |
| Bibliographie: | Includes bibliographical references and index. |
| ISBN: | 9781787541955 1787541959 9781787541979 1787541975 |
Internformat
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| 100 | 1 | |a Fawzy, Camelia, |d 1973- |e author. |0 http://id.loc.gov/authorities/names/no2022060466 | |
| 245 | 1 | 4 | |a The inclusive management strategy : |b engineering culture change for employees with disabilities / |c Camelia Fawzy, DM (University of Maryland University College, USA), and Brenda Shore, DM (University of Phoenix, USA). |
| 264 | 1 | |a Bingley, U.K. : |b Emerald Publishing Limited, |c 2019. | |
| 264 | 4 | |c ©2019 | |
| 300 | |a 1 online resource (xii, 154 pages) | ||
| 336 | |a text |b txt |2 rdacontent | ||
| 337 | |a computer |b c |2 rdamedia | ||
| 338 | |a online resource |b cr |2 rdacarrier | ||
| 504 | |a Includes bibliographical references and index. | ||
| 505 | 0 | |a Prelims -- Introduction -- Part I: Respecting disAbilities -- Chapter 1: Defining disAbilities -- Chapter 2: Inclusion and respect -- Part II: Culture change = mind change -- Chapter 3: The Inclusive Management Strategy engineering culture change -- Part III: Fairness and threat the gatekeepers -- Chapter 4: The fairness dilemma -- Chapter 5: Equity, the gateway to engaging in change -- Chapter 6: Reduce threats by hiring strengths -- Part IV: The transformational learning structure = a mind-changing mechanism -- Chapter 7: Learning, the most empowering tool -- Chapter 8: Change leaders: addressing biases during unfreezing -- Part V: Empowering learning structures -- Chapter 9: Learning that opens doors to mind-change -- Chapter 10: Learning conversations -- Chapter 11: Who is on this TEAM? -- Chapter 12: Networks for mutual learning -- Part VI: Conclusion -- Chapter 13: Make change stick -- References -- Appendix ADA, an attorney perspective -- Index. | |
| 520 | |a Every person has the potential to contribute to an organization as long as they have access to the right opportunities and connections, yet it sometimes is all too obvious that the stigma associated with a person's disability can have a negative impact on their ability to develop healthy work relationships with peers and supervisors. This situation can only be remedied through effective change management, a systematic approach to designing, implementing, and measuring progress on unique culture-change goals. Here Camelia Fawzy and Brenda Shore draw upon more than 40 years of research and practical business experience to support leaders and managers' efforts in transforming organizations and providing inclusive work opportunities for people with disAbilities (PwDs). What Fawzy and Shore offer is The Inclusive Management Strategy (IMS), an innovative approach to evaluating culture-change needs and to designing and implementing change solutions that address unique needs in order to create authentically inclusive social work-environments for PwDs. They address stigmatized differences associated with disabilities that lead to reducing fear, resentment, and anxiety in the organizational climate, ultimately arguing that culture change can only be achieved when most of our employees are engaged in a mind-change process, a conscious effort to change stigmatizing views associated with differences that need to be accommodated. For the practical, implementable plans of action it offers, The Inclusive Management Strategy is a must-read for managers and supervisors involved with policy, decision-making, strategy, and daily accommodations for PwDs. | ||
| 650 | 0 | |a People with disabilities |x Employment. |0 http://id.loc.gov/authorities/subjects/sh85058666 | |
| 650 | 0 | |a Organizational change. |0 http://id.loc.gov/authorities/subjects/sh85095525 | |
| 650 | 6 | |a Personnes handicapées |x Travail. | |
| 650 | 6 | |a Changement organisationnel. | |
| 650 | 7 | |a Management & management techniques. |2 bicssc | |
| 650 | 7 | |a Business & Economics |x General. |2 bisacsh | |
| 650 | 7 | |a POLITICAL SCIENCE |x Public Policy |x Social Security. |2 bisacsh | |
| 650 | 7 | |a POLITICAL SCIENCE |x Public Policy |x Social Services & Welfare. |2 bisacsh | |
| 650 | 7 | |a Organizational change |2 fast | |
| 650 | 7 | |a People with disabilities |x Employment |2 fast | |
| 700 | 1 | |a Shore, Brenda, |e author. | |
| 776 | 0 | 8 | |i Hardcover version: |a Fawzy, Camelia, 1973- |t Inclusive management strategy. |d Bingley, U.K. : Emerald Publishing Limited, 2019 |z 1787541967 |z 9781787541962 |w (OCoLC)1074396032 |
| 776 | 0 | 8 | |i Paperback version: |a Fawzy, Camelia, 1973- |t The inclusive management strategy. |d Bingley, UK : Emerald Publishing Limited, [2022] |z 9781787541986 |w (OCoLC)1313608320 |
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Datensatz im Suchindex
| DE-BY-FWS_katkey | ZDB-4-EBU-on1098034712 |
|---|---|
| _version_ | 1826942444855361536 |
| adam_text | |
| any_adam_object | |
| author | Fawzy, Camelia, 1973- Shore, Brenda |
| author_GND | http://id.loc.gov/authorities/names/no2022060466 |
| author_facet | Fawzy, Camelia, 1973- Shore, Brenda |
| author_role | aut aut |
| author_sort | Fawzy, Camelia, 1973- |
| author_variant | c f cf b s bs |
| building | Verbundindex |
| bvnumber | localFWS |
| callnumber-first | H - Social Science |
| callnumber-label | HD7255 |
| callnumber-raw | HD7255 .F39 2019 |
| callnumber-search | HD7255 .F39 2019 |
| callnumber-sort | HD 47255 F39 42019 |
| callnumber-subject | HD - Industries, Land Use, Labor |
| collection | ZDB-4-EBU |
| contents | Prelims -- Introduction -- Part I: Respecting disAbilities -- Chapter 1: Defining disAbilities -- Chapter 2: Inclusion and respect -- Part II: Culture change = mind change -- Chapter 3: The Inclusive Management Strategy engineering culture change -- Part III: Fairness and threat the gatekeepers -- Chapter 4: The fairness dilemma -- Chapter 5: Equity, the gateway to engaging in change -- Chapter 6: Reduce threats by hiring strengths -- Part IV: The transformational learning structure = a mind-changing mechanism -- Chapter 7: Learning, the most empowering tool -- Chapter 8: Change leaders: addressing biases during unfreezing -- Part V: Empowering learning structures -- Chapter 9: Learning that opens doors to mind-change -- Chapter 10: Learning conversations -- Chapter 11: Who is on this TEAM? -- Chapter 12: Networks for mutual learning -- Part VI: Conclusion -- Chapter 13: Make change stick -- References -- Appendix ADA, an attorney perspective -- Index. |
| ctrlnum | (OCoLC)1098034712 |
| dewey-full | 658.0087 362.40484 |
| dewey-hundreds | 600 - Technology (Applied sciences) 300 - Social sciences |
| dewey-ones | 658 - General management 362 - Social problems and services to groups |
| dewey-raw | 658.0087 362.40484 |
| dewey-search | 658.0087 362.40484 |
| dewey-sort | 3658.0087 |
| dewey-tens | 650 - Management and auxiliary services 360 - Social problems and services; associations |
| discipline | Soziologie Wirtschaftswissenschaften |
| format | Electronic eBook |
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| id | ZDB-4-EBU-on1098034712 |
| illustrated | Not Illustrated |
| indexdate | 2025-03-18T14:28:07Z |
| institution | BVB |
| isbn | 9781787541955 1787541959 9781787541979 1787541975 |
| language | English |
| oclc_num | 1098034712 |
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| publishDate | 2019 |
| publishDateSearch | 2019 |
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| publisher | Emerald Publishing Limited, |
| record_format | marc |
| spelling | Fawzy, Camelia, 1973- author. http://id.loc.gov/authorities/names/no2022060466 The inclusive management strategy : engineering culture change for employees with disabilities / Camelia Fawzy, DM (University of Maryland University College, USA), and Brenda Shore, DM (University of Phoenix, USA). Bingley, U.K. : Emerald Publishing Limited, 2019. ©2019 1 online resource (xii, 154 pages) text txt rdacontent computer c rdamedia online resource cr rdacarrier Includes bibliographical references and index. Prelims -- Introduction -- Part I: Respecting disAbilities -- Chapter 1: Defining disAbilities -- Chapter 2: Inclusion and respect -- Part II: Culture change = mind change -- Chapter 3: The Inclusive Management Strategy engineering culture change -- Part III: Fairness and threat the gatekeepers -- Chapter 4: The fairness dilemma -- Chapter 5: Equity, the gateway to engaging in change -- Chapter 6: Reduce threats by hiring strengths -- Part IV: The transformational learning structure = a mind-changing mechanism -- Chapter 7: Learning, the most empowering tool -- Chapter 8: Change leaders: addressing biases during unfreezing -- Part V: Empowering learning structures -- Chapter 9: Learning that opens doors to mind-change -- Chapter 10: Learning conversations -- Chapter 11: Who is on this TEAM? -- Chapter 12: Networks for mutual learning -- Part VI: Conclusion -- Chapter 13: Make change stick -- References -- Appendix ADA, an attorney perspective -- Index. Every person has the potential to contribute to an organization as long as they have access to the right opportunities and connections, yet it sometimes is all too obvious that the stigma associated with a person's disability can have a negative impact on their ability to develop healthy work relationships with peers and supervisors. This situation can only be remedied through effective change management, a systematic approach to designing, implementing, and measuring progress on unique culture-change goals. Here Camelia Fawzy and Brenda Shore draw upon more than 40 years of research and practical business experience to support leaders and managers' efforts in transforming organizations and providing inclusive work opportunities for people with disAbilities (PwDs). What Fawzy and Shore offer is The Inclusive Management Strategy (IMS), an innovative approach to evaluating culture-change needs and to designing and implementing change solutions that address unique needs in order to create authentically inclusive social work-environments for PwDs. They address stigmatized differences associated with disabilities that lead to reducing fear, resentment, and anxiety in the organizational climate, ultimately arguing that culture change can only be achieved when most of our employees are engaged in a mind-change process, a conscious effort to change stigmatizing views associated with differences that need to be accommodated. For the practical, implementable plans of action it offers, The Inclusive Management Strategy is a must-read for managers and supervisors involved with policy, decision-making, strategy, and daily accommodations for PwDs. People with disabilities Employment. http://id.loc.gov/authorities/subjects/sh85058666 Organizational change. http://id.loc.gov/authorities/subjects/sh85095525 Personnes handicapées Travail. Changement organisationnel. Management & management techniques. bicssc Business & Economics General. bisacsh POLITICAL SCIENCE Public Policy Social Security. bisacsh POLITICAL SCIENCE Public Policy Social Services & Welfare. bisacsh Organizational change fast People with disabilities Employment fast Shore, Brenda, author. Hardcover version: Fawzy, Camelia, 1973- Inclusive management strategy. Bingley, U.K. : Emerald Publishing Limited, 2019 1787541967 9781787541962 (OCoLC)1074396032 Paperback version: Fawzy, Camelia, 1973- The inclusive management strategy. Bingley, UK : Emerald Publishing Limited, [2022] 9781787541986 (OCoLC)1313608320 |
| spellingShingle | Fawzy, Camelia, 1973- Shore, Brenda The inclusive management strategy : engineering culture change for employees with disabilities / Prelims -- Introduction -- Part I: Respecting disAbilities -- Chapter 1: Defining disAbilities -- Chapter 2: Inclusion and respect -- Part II: Culture change = mind change -- Chapter 3: The Inclusive Management Strategy engineering culture change -- Part III: Fairness and threat the gatekeepers -- Chapter 4: The fairness dilemma -- Chapter 5: Equity, the gateway to engaging in change -- Chapter 6: Reduce threats by hiring strengths -- Part IV: The transformational learning structure = a mind-changing mechanism -- Chapter 7: Learning, the most empowering tool -- Chapter 8: Change leaders: addressing biases during unfreezing -- Part V: Empowering learning structures -- Chapter 9: Learning that opens doors to mind-change -- Chapter 10: Learning conversations -- Chapter 11: Who is on this TEAM? -- Chapter 12: Networks for mutual learning -- Part VI: Conclusion -- Chapter 13: Make change stick -- References -- Appendix ADA, an attorney perspective -- Index. People with disabilities Employment. http://id.loc.gov/authorities/subjects/sh85058666 Organizational change. http://id.loc.gov/authorities/subjects/sh85095525 Personnes handicapées Travail. Changement organisationnel. Management & management techniques. bicssc Business & Economics General. bisacsh POLITICAL SCIENCE Public Policy Social Security. bisacsh POLITICAL SCIENCE Public Policy Social Services & Welfare. bisacsh Organizational change fast People with disabilities Employment fast |
| subject_GND | http://id.loc.gov/authorities/subjects/sh85058666 http://id.loc.gov/authorities/subjects/sh85095525 |
| title | The inclusive management strategy : engineering culture change for employees with disabilities / |
| title_auth | The inclusive management strategy : engineering culture change for employees with disabilities / |
| title_exact_search | The inclusive management strategy : engineering culture change for employees with disabilities / |
| title_full | The inclusive management strategy : engineering culture change for employees with disabilities / Camelia Fawzy, DM (University of Maryland University College, USA), and Brenda Shore, DM (University of Phoenix, USA). |
| title_fullStr | The inclusive management strategy : engineering culture change for employees with disabilities / Camelia Fawzy, DM (University of Maryland University College, USA), and Brenda Shore, DM (University of Phoenix, USA). |
| title_full_unstemmed | The inclusive management strategy : engineering culture change for employees with disabilities / Camelia Fawzy, DM (University of Maryland University College, USA), and Brenda Shore, DM (University of Phoenix, USA). |
| title_short | The inclusive management strategy : |
| title_sort | inclusive management strategy engineering culture change for employees with disabilities |
| title_sub | engineering culture change for employees with disabilities / |
| topic | People with disabilities Employment. http://id.loc.gov/authorities/subjects/sh85058666 Organizational change. http://id.loc.gov/authorities/subjects/sh85095525 Personnes handicapées Travail. Changement organisationnel. Management & management techniques. bicssc Business & Economics General. bisacsh POLITICAL SCIENCE Public Policy Social Security. bisacsh POLITICAL SCIENCE Public Policy Social Services & Welfare. bisacsh Organizational change fast People with disabilities Employment fast |
| topic_facet | People with disabilities Employment. Organizational change. Personnes handicapées Travail. Changement organisationnel. Management & management techniques. Business & Economics General. POLITICAL SCIENCE Public Policy Social Security. POLITICAL SCIENCE Public Policy Social Services & Welfare. Organizational change People with disabilities Employment |
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