Claretha Hughes – författare
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This book analyzes the emerging concept of diversity intelligence, which values the differences in employees without attempting to make everyone alike. Organization leaders need diversity intelligence to better interact with the changing demographics in America and the global economy, by embracing differences as strengths rather than weaknesses. Without a clear understanding of diversity, leaders are not fully equipped to realize organizational goals through all employees.
The author highlights the importance of integrating diversity intelligence into leadership and career development plans alongside intellectual intelligence, emotional intelligence, and cultural intelligence. In order to fully motivate diverse individuals, leaders must first be able to recognize differences between themselves and others without it being an obstacle to performance. This book is a window into how leaders can reflect on their actions and behaviors to effectively implement new strategies, and is an essential read for HR researchers, professionals, consultants, and managers of global operating companies.
1 571 kr
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1 896 kr
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1 377 kr
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2 216 kr
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933 kr
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310 kr
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293 kr
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3 034 kr
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2 414 kr
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2 091 kr
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Organization leaders typically look at each job position, characterized as identical based on pay and job description, in the same way. They hire employees to do that particular job and often do not consider other capabilities that the employees may possess. This book examines how to optimize workforce performance by understanding the diversity of skills and competencies of employees.
Diversity is generally explored in terms of gender, race, nationality, disability, and other physical characteristics that differentiate one legally protected group of people from another. In the workplace, however, diversity can take on a different meaning, describing not only physical differences but also work performance characteristics unique to each individual employee. Inter-personnel diversity seeks to explore those diverse characteristics and begin to understand each employee’s strengths and weaknesses so that they can be developed to benefit the employee and the organization. This much-needed text will inform scholars and scholar-practitioners in HRD and workforce development how to use these differences to enhance the individual and the organization.
1 459 kr
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1 794 kr
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This book develops and amplifies the emerging concept of diversity intelligence, which is the capability of leaders to recognize the value of workplace diversity and to use this information to guide thinking and behavior. Organization leaders need diversity intelligence to better interact with the changing demographics in the US and the global economy, by embracing differences as strengths rather than weaknesses. Without a clear understanding of diversity, leaders are not fully equipped to realize organizational goals through all employees.
The author highlights the importance of reimagining diversity and changing perspectives while integrating it into leadership and career development plans alongside intellectual intelligence, emotional intelligence, and cultural intelligence. In order to fully motivate diverse employees, leaders must first be able to recognize differences between themselves and others without it being an obstacle to performance. This edition addresses new topics related to allyship and anti-racism, and discusses how these concepts can sometimes hinder diversity efforts.This book fits in the literature in areas of leadership and business value and aims to satisfy the need for solutions to why diversity training and management efforts continue to fall short of stated goals within organizations. It is a window into how leaders can reflect on their actions and behaviors to effectively implement new diversity strategies, and is an essential read for HR researchers, professionals, consultants, and managers of global operating companies.
644 kr
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1 794 kr
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1 693 kr
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2 100 kr
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Amidst the COVID-19 pandemic, a surge in virtual remote work prompted a significant workforce shift from the office building to the home environment. Once workplaces reopened, a considerable portion of employees expressed a preference for sustained virtual remote arrangements. This development prompts an inquiry into whether employees opting for virtual remote work enjoy comparable career advancement opportunities as their in-office counterparts. This book explores the intersection of career development and virtual remote work and its dual impact on employees’ careers and organizational success.
The authors examine the positive and negative impacts of virtual remote work on career development. While virtual remote work may pose challenges in relationship-building and communication, it concurrently offers enhanced flexibility, autonomy, and self-direction. The authors also investigate gender-related hurdles in the realm of virtual work and the pivotal role of leaders in navigating the career development of virtual remote team members. With discussions of best practices and strategies for effective virtual remote career development, this book will appeal to HRD and HRM scholars and scholar-practitioners seeking to understand how organizations can adeptly navigate the rapidly changing virtual remote world of work.