Anne Marie Greene - Böcker

This title was first published in 2001. This edition presents the view that strategies which aim for team building without recognizing the importance of diversity are likely to have limited success. This volume makes use of the an ethnographic account of an occupational industry based around lock manufacturing in England, plus a number of ethnographically informed industrial relations accounts from the developing world. The book presents some examples from the lock industry ethnographies, exploring the experience of work on the assembly line in a lock factory from both the perspective of an ethnographic observer and then from the perspective of two assembly line workers themselves. It also presents a developing world example. The ethnographic observer's view is complemented and challenged by the accounts of the people rersearched. The accounts provided give a small glimpse of the many themes that arise in the workplace.

A comprehensive and critical review of the global scholarly literature on diversity, this book presents findings from original UK-based research involving in-depth organizational case studies, interviews, observation and documentary data from over fifty organizations.Analyzing the findings from the perspective of key stakeholder groups - diversity practitioners, line-managers, trade union equality officers, workplace trade union representatives and employees, it addresses a range of questions, including: How is the diversity concept developing in the UK?Has the UK deconstructed and reconstructed the diversity concept to fit with the legal, social and economic context of UK organizations? How are organizations in the public and private sectors responding in practical terms to the diversity concept? What is the legacy of the traditional equal opportunity concept?What are the experiences of different organizational stakeholders of diversity management? Whose interests does diversity management serve?Looking at many of the weaknesses associated with more traditional equal opportunity policy approaches, this book is excellent reading for all students of international business, entrepreneurship and small businesses.

Clean Break Theatre Company is a women-only theatre company that grew out of a prisoner-led drama workshop that took place between 1977–1979 in HMP Askham Grange. In addition to its considerable impact on criminalised women and public understandings of the socio-political impact of their experiences, Clean Break has had a significant but under-acknowledged impact on contemporary British theatre. We examine three areas of Clean Break's theatre making history and organisational practices: its origin stories; its education and engagement work; and how the company's performance practices have, across five decades, 'then' and 'now', adapted to directly intervene in carceral society. By highlighting Clean Break's distinct activist theatre making processes and practices, the book makes explicit the genealogical connections of the company's past work and its impacts on contemporary feminist theatre practices.

Clean Break Theatre Company is a women-only theatre company that grew out of a prisoner-led drama workshop that took place between 1977–1979 in HMP Askham Grange. In addition to its considerable impact on criminalised women and public understandings of the socio-political impact of their experiences, Clean Break has had a significant but under-acknowledged impact on contemporary British theatre. We examine three areas of Clean Break's theatre making history and organisational practices: its origin stories; its education and engagement work; and how the company's performance practices have, across five decades, 'then' and 'now', adapted to directly intervene in carceral society. By highlighting Clean Break's distinct activist theatre making processes and practices, the book makes explicit the genealogical connections of the company's past work and its impacts on contemporary feminist theatre practices.

The Dynamics of Managing Diversity and Inclusion was one of the first books to respond to growing academic coverage of the topic of diversity management at degree level. This fifth edition has been fully updated to reflect new working practices, labour market data, organisational policies, and developments in equality and diversity law, as well as including new case studies and analysis of current and emerging areas of debate in the United Kingdom and across Europe.Diversity management is a term that covers not only policy and practice on race, disability, and sex discrimination, but also broader issues including other identity and cultural differences. The Dynamics of Managing Diversity and Inclusion, fifth edition, provides future HR professionals and business/organisational managers of the future with the legal information and research findings needed to enable them to participate in the development and implementation of meaningful diversity and inclusion policies in their organisations. This new edition offers:Inclusion of topical issues such as female and minority representation on executive boards, religious diversity, gender identity, Black Lives Matter and #MeToo movements.Multiple analytical perspectives, such as socio-legal and feminist approaches, to provide rich insights into the subject matter.Practical case studies and exercises to illustrate the real-life issues in a local, international, and organisational context.The book deals with the subject of diversity management in a rigorous and structured manner, beginning each chapter with aims and objectives, providing key learning points and review and discussion questions at regular junctures, and ending with concluding thoughts and observations, making this book the perfect support resource for those teaching or studying in the field of equality, diversity, and inclusion.

The Dynamics of Managing Diversity and Inclusion was one of the first books to respond to growing academic coverage of the topic of diversity management at degree level. This fifth edition has been fully updated to reflect new working practices, labour market data, organisational policies, and developments in equality and diversity law, as well as including new case studies and analysis of current and emerging areas of debate in the United Kingdom and across Europe.Diversity management is a term that covers not only policy and practice on race, disability, and sex discrimination, but also broader issues including other identity and cultural differences. The Dynamics of Managing Diversity and Inclusion, fifth edition, provides future HR professionals and business/organisational managers of the future with the legal information and research findings needed to enable them to participate in the development and implementation of meaningful diversity and inclusion policies in their organisations. This new edition offers:Inclusion of topical issues such as female and minority representation on executive boards, religious diversity, gender identity, Black Lives Matter and #MeToo movements.Multiple analytical perspectives, such as socio-legal and feminist approaches, to provide rich insights into the subject matter.Practical case studies and exercises to illustrate the real-life issues in a local, international, and organisational context.The book deals with the subject of diversity management in a rigorous and structured manner, beginning each chapter with aims and objectives, providing key learning points and review and discussion questions at regular junctures, and ending with concluding thoughts and observations, making this book the perfect support resource for those teaching or studying in the field of equality, diversity, and inclusion.

This title was first published in 2001. This edition presents the view that strategies which aim for team building without recognizing the importance of diversity are likely to have limited success. This volume makes use of the an ethnographic account of an occupational industry based around lock manufacturing in England, plus a number of ethnographically informed industrial relations accounts from the developing world. The book presents some examples from the lock industry ethnographies, exploring the experience of work on the assembly line in a lock factory from both the perspective of an ethnographic observer and then from the perspective of two assembly line workers themselves. It also presents a developing world example. The ethnographic observer's view is complemented and challenged by the accounts of the people rersearched. The accounts provided give a small glimpse of the many themes that arise in the workplace.

A comprehensive and critical review of the global scholarly literature on diversity, this book presents findings from original UK-based research involving in-depth organizational case studies, interviews, observation and documentary data from over fifty organizations.Analyzing the findings from the perspective of key stakeholder groups - diversity practitioners, line-managers, trade union equality officers, workplace trade union representatives and employees, it addresses a range of questions, including: How is the diversity concept developing in the UK?Has the UK deconstructed and reconstructed the diversity concept to fit with the legal, social and economic context of UK organizations? How are organizations in the public and private sectors responding in practical terms to the diversity concept? What is the legacy of the traditional equal opportunity concept?What are the experiences of different organizational stakeholders of diversity management? Whose interests does diversity management serve?Looking at many of the weaknesses associated with more traditional equal opportunity policy approaches, this book is excellent reading for all students of international business, entrepreneurship and small businesses.