LEADER 00000cam 2200529Ii 4500 001 ocn234315914 003 OCoLC 005 20170927053453.9 006 m o d 007 cr cnu---unuuu 008 080721s2007 cau ob 000 0 eng d 019 213482545|a290607553|a476161193|a568535402|a646743354 |a692787132|a722663076|a728037641|a765140209|a961546653 |a961590298|a961608441|a962562531|a962585998|a962590580 |a965983519|a974200850|a974437562|a988464849|a992065610 020 9780833044396|q(electronic bk.) 020 0833044397|q(electronic bk.) 035 (OCoLC)234315914|z(OCoLC)213482545|z(OCoLC)290607553 |z(OCoLC)476161193|z(OCoLC)568535402|z(OCoLC)646743354 |z(OCoLC)692787132|z(OCoLC)722663076|z(OCoLC)728037641 |z(OCoLC)765140209|z(OCoLC)961546653|z(OCoLC)961590298 |z(OCoLC)961608441|z(OCoLC)962562531|z(OCoLC)962585998 |z(OCoLC)962590580|z(OCoLC)965983519|z(OCoLC)974200850 |z(OCoLC)974437562|z(OCoLC)988464849|z(OCoLC)992065610 037 22573/cttpz5h|bJSTOR 040 N$T|beng|epn|erda|cN$T|dYDXCP|dOCLCQ|dTUU|dOCLCQ|dCOO |dOCLCO|dCCO|dE7B|dCOD|dUBY|dOUN|dFVL|dOCLCQ|dJSTOR|dOCLCF |dOCLCQ|dNLGGC|dOCLCO|dEBLCP|dMHW|dDEBSZ|dGPM|dB24X7 |dOCLCQ|dAZK|dLOA|dJBG|dAGLDB|dCOCUF|dCUS|dMOR|dPIFAG |dPIFBR|dZCU|dMERUC|dOCLCQ 043 n-us--- 049 CKEA 050 4 HF5549.5.M5|bM363 2007eb 082 04 658.3008|222 088 OP-206-RC 245 00 Managing diversity in corporate America :|ban exploratory analysis /|cJefferson P. Marquis [and others]. 264 1 Santa Monica, CA :|bRAND,|c2007. 300 1 online resource (ix, 34 pages). 336 text|btxt|2rdacontent 337 computer|bc|2rdamedia 338 online resource|bcr|2rdacarrier 347 data file|2rda 490 1 Occasional paper ;|vOP-206-RC 504 Includes bibliographical references (pages 33-34). 505 0 Introduction -- The diversity management literature -- Does the diversity literature hold up in practice? -- Are best practices enough? -- Conclusion -- Appendix: A. Fortune's criteria for the "best companies for minorities" -- B. Diversity manager interview protocol. 520 Managing diversity has become a primary concern of top U.S. corporations. In this paper, the authors develop a fact-based approach to modeling diversity management. They use the model to determine whether diversity-friendly corporations really do stand out from other companies by analyzing the strategies pursued by 14 large U.S. companies recognized for their diversity or human resource (HR) achievements. Finally, to understand whether best practices alone make a company diversity-friendly, they compare a number of characteristics of best diversity companies, best HR companies, and other companies, using quantitative and qualitative methods. They find that firms recognized for diversity are distinguished by a core set of motives and practices that resemble those presented in the best-practices literature, but that best practices per se may not enable a company to achieve a high level of diversity. Contextual factors, such as industry affiliation and company size, may be as significant as strategic factors in influencing the extent of a company's diversity. 588 0 Print version record. 650 0 Diversity in the workplace|zUnited States|xManagement. 650 7 BUSINESS & ECONOMICS|xWorkplace Culture.|2bisacsh 650 7 BUSINESS & ECONOMICS|xHuman Resources & Personnel Management.|2bisacsh 650 7 Diversity in the workplace|xManagement.|2fast |0(OCoLC)fst00895720 651 7 United States.|2fast|0(OCoLC)fst01204155 700 1 Marquis, Jefferson P. 776 08 |iPrint version:|tManaging diversity in corporate America. |dSanta Monica, CA : RAND, 2007|z9780833043054|z0833043056 |w(DLC) 2007048227|w(OCoLC)182573605 830 0 Occasional paper (Rand Corporation) ;|vOP-206. 914 ocn234315914 994 92|bCKE
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