Diversity Management and Corporate Change: Implications for Co-Determination

Research output: Contributions to collected editions/worksChapterpeer-review

Standard

Diversity Management and Corporate Change: Implications for Co-Determination. / Braun, Susanne.
Management of Permanent Change. 1. Auflage. ed. New York: Springer New York, 2015. p. 65-87.

Research output: Contributions to collected editions/worksChapterpeer-review

Harvard

Braun, S 2015, Diversity Management and Corporate Change: Implications for Co-Determination. in Management of Permanent Change. 1. Auflage edn, Springer New York, New York, pp. 65-87. https://doi.org/10.1007/978-3-658-05014-6_4

APA

Braun, S. (2015). Diversity Management and Corporate Change: Implications for Co-Determination. In Management of Permanent Change (1. Auflage ed., pp. 65-87). Springer New York. https://doi.org/10.1007/978-3-658-05014-6_4

Vancouver

Braun S. Diversity Management and Corporate Change: Implications for Co-Determination. In Management of Permanent Change. 1. Auflage ed. New York: Springer New York. 2015. p. 65-87 doi: 10.1007/978-3-658-05014-6_4

Bibtex

@inbook{8d7b2e1c7e8e47c2b43e2cf71be4f1f8,
title = "Diversity Management and Corporate Change: Implications for Co-Determination",
abstract = "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.",
keywords = "Law, Mitbestimmung, Business Strategy, Leadership, Organizational Studies, Economic Sociology, Collective Bargaining, Supervisory Board, Diversity Management, Collective Agreement, Work Council",
author = "Susanne Braun",
year = "2015",
month = jan,
day = "1",
doi = "10.1007/978-3-658-05014-6_4",
language = "English",
isbn = "978-3-658-05013-9",
pages = "65--87",
booktitle = "Management of Permanent Change",
publisher = "Springer New York",
address = "United States",
edition = "1. Auflage",

}

RIS

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

CY - New York

ER -

Recently viewed

Publications

  1. Peter's positions: a diffractive analysis of authority in a year one classroom
  2. Performance Saga: Interview 06
  3. Time-varying persistence in real oil prices and its determinant
  4. On the Relation of Boredom and Sadistic Aggression
  5. Guest editorial
  6. Second International Workshop on Linked Data-driven Resilience Research 2023
  7. Citizen relationship management
  8. Diverse values and a common utopia
  9. Independence without control
  10. Injection of CO2 for the inhibition of scaling in ATES systems
  11. Telecoupling as a framework to support a more nuanced understanding of causality in land system science
  12. Crack propagation in as-extruded and heat-treated mg-dy-nd-zn-zr alloy explained by the effect of lpso structures and their micro-and nanohardness
  13. Correction to
  14. Vibration Converter with Passive Energy Management for Battery‐Less Wireless Sensor Nodes in Predictive Maintenance
  15. Effects of season and man-made changes on baseflow and flow recession
  16. Learner pragmatics at the discourse level: Staying “on topic” in a telecollaborative eTandem task
  17. Comparison of an Electrochemical and Luminescence-Based Oxygen Measuring System for Use in the Biodegradability Testing According to Closed Bottle Test (OECD 301D)
  18. Non-invariance? An Overstated Problem With Misconceived Causes
  19. Organizational Practices for the Aging Workforce
  20. Changing learning environments at university?
  21. Working hour arrangements and working hours
  22. Integrating methods for ecosystem service assessment
  23. Application of Friction Riveting technique for the assembly of electronic components on printed circuit boards (PCB)
  24. Differentiating Different Types of Cognitive Load
  25. Experimental and numerical analysis of refill friction stir spot welding of thin AA7075-T6 sheets
  26. Winning Ugly