Diversity Management and Corporate Change: Implications for Co-Determination
Research output: Contributions to collected editions/works › Chapter › peer-review
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Diversity Management and Corporate Change: Implications for Co-Determination. / Braun, Susanne.
Management of Permanent Change. 1. Auflage. ed. New York : Springer New York LLC, 2015. p. 65-87.Research output: Contributions to collected editions/works › Chapter › peer-review
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TY - CHAP
T1 - Diversity Management and Corporate Change: Implications for Co-Determination
AU - Braun, Susanne
PY - 2015/1/1
Y1 - 2015/1/1
N2 - Workforce diversity has become an essential issue in business. The modification of the personnel structure in companies requires effective diversity management as an integral part of the company. Recognizing and valuing heterogeneity with a view to improving organizational performance is the result of change processes aligning management, employees and co-determination as the representative of employee interests and as an active multiplier for diversity management. There are still specific solutions which have to be found for the operational coordination of equal opportunities and equal treatment on a legal basis. To ensure diversity balance, a relevant question that still remains to be answered is if and to what extent the fair and effective allocation of scarce resources as well as the securing of labor rights can be provided for a diverse workforce given the implementation of core workforces versus non-core workforces and the disturbance of allocative justice inside a company by the increasing number of multiple collective bargaining agreements. In practice emerging conflicting interests require suitable approaches which imply a shifted perspective of co-determination in order to strengthen its role in the company and the change process.
AB - Workforce diversity has become an essential issue in business. The modification of the personnel structure in companies requires effective diversity management as an integral part of the company. Recognizing and valuing heterogeneity with a view to improving organizational performance is the result of change processes aligning management, employees and co-determination as the representative of employee interests and as an active multiplier for diversity management. There are still specific solutions which have to be found for the operational coordination of equal opportunities and equal treatment on a legal basis. To ensure diversity balance, a relevant question that still remains to be answered is if and to what extent the fair and effective allocation of scarce resources as well as the securing of labor rights can be provided for a diverse workforce given the implementation of core workforces versus non-core workforces and the disturbance of allocative justice inside a company by the increasing number of multiple collective bargaining agreements. In practice emerging conflicting interests require suitable approaches which imply a shifted perspective of co-determination in order to strengthen its role in the company and the change process.
KW - Law
KW - Mitbestimmung
KW - Business Strategy
KW - Leadership
KW - Organizational Studies
KW - Economic Sociology
KW - Collective Bargaining
KW - Supervisory Board
KW - Diversity Management
KW - Collective Agreement
KW - Work Council
UR - http://www.scopus.com/inward/record.url?scp=84945362997&partnerID=8YFLogxK
U2 - 10.1007/978-3-658-05014-6_4
DO - 10.1007/978-3-658-05014-6_4
M3 - Chapter
SN - 978-3-658-05013-9
SP - 65
EP - 87
BT - Management of Permanent Change
PB - Springer New York LLC
CY - New York
ER -