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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 
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020    9780833044396|q(electronic bk.) 
020    0833044397|q(electronic bk.) 
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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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