Suchergebnisse

Presents a research design on why and how states should manage cultural diversity with the emphasis that different combinations of neutrality and recognition work better depending on the circumstances. The concept of difference, reason for toleration, the concept of harm and the ends of toleration are discussed. Research design from case selection to material is briefly brought up. L. Pitkaniemi

During the 1990's the diversity idea entered the Swedish socio-political debate under the name 'mångfald'. The concept originated in the United States and discusses how organizations can be more efficient if they combat discrimination and acknowledge differences. This development attracted the attention of mass-media and led to the publication of books, articles and reports that advocated or commented the concept. It had also had effects on policymaking and various types of consultancy work. The present thesis focuses on studying the dissemination of the diversity concept. This is a way of describing how change takes place through the introduction of new ideas and practices and how various forces and obstacles influence this process. In this dissertation it is the ethnic dimension of the diversity concept that is under the spotlight because this is the aspect which has been given most attention in Sweden. Another limiting factor is that the main object of interest it is diversity as a question involving working life and organisation. This thesis consists of three parts. The first part focuses on how the concept was developed in the USA and discusses the prerequisites in Europe for the dissemination of the diversity idea. The conclusion is that although some economic and structural developmental trends are basically the same in Europe and the United States, there are some obstacles due to contextual differences. In the second part the introduction and the dissemination of the diversity concept in Sweden in the 1990's is studied. The main conclusions of this study are that the idea is 're-invented' in a number of different ways as it is diffused in the Swedish context. The idea, that can be labelled as an essentially contested concept, is modified by different actors in several ways. The contextual differences between the USA and Sweden are another reason that the idea becomes modified and watered down during the dissemination process. The third part investigates how the diversity concept is disseminated and implemented in the municipal organization the City of Malmö. Several obstacles to the dissemination process are revealed, for example the complex nature of the organization and the different views on the benefits of a diversity management strategy. These studies of the dissemination of the diversity idea in Sweden points to the fact that the impact of the idea is rather shallow despite the attention that it has attracted in different arenas.

Environmental organizations play an important role in mainstream debates on nature and in shaping our environments. At a time when environmental NGOs are turning to questions of gender-equality and ethnic diversity, we analyze their possibilities to do so. We argue that attempts at ethnic and cultural diversity in environmental organizations cannot be understood without insight into the conceptualizations of nature and the environment that underpin thinking within the organization. Serious attempts at diversity entail confronting some of the core values on nature-cultures driving the organization as well as understanding the dimensions of power such as class, gender, and race that structure its practices. We study what nature means for one such organization, the Swedish Society for Nature Conservation, and the ways in which thinking about nature dictates organizational practice and sets the boundaries of their work with diversity in their projects on outdoor recreation. We base our analysis on official documents and interviews, analyze how ''diversity'' and ''gender-equality'' are represented in the material and reflect on the interconnections as well as the different trajectories taken by the two issues. Our study shows that the organization's understanding of nature is a central and yet undiscussed determinant of their work with diversity that closes down as much as it opens up the space for greater inclusion of minorities. We argue that for environmental organizations wanting to diversity membership, a discussion of what nature means for people and their relationships to each other and nature is vital to any such efforts.

Jedna od definicija menadžmenta kaže da je to aktivnost usmjerena na postizanje određenih, unaprijed zacrtanih ciljeva pomoću aktivnosti drugih ljudi, a upravljanje je ljudskim resursima jedna od osnovnim funkcija svakog menadžera. S druge strane, mobing na radnom mjestu predstavlja značajan izvor stresa, a sukobi unutar organizacije uzrokuju gubitak vremena te ometaju i odvlače zaposlenike od produktivnog korištenja njihovog vremena. Istraživanja koja su se bavila svakodnevnom praksom menadžera pokazala su da menadžeri troše 42 % svoga vremena pokušavajući postići "pomirenje" kada se dogodi sukob. Kako tu naravno nije riječ samo o trošenju vremena menadžera na rješavanje sukoba, već treba dodati i gubitak vremena zaposlenika koji su u sukobu, jasno je da je riječ o značajnim financijskim iznosima. Dodatno, ono što je vidljivo iz istraživanja o izloženosti o mobingu na radnom mjestu i izvan Hrvatske jest dominacija izloženosti okomitom mobingu, u prvom redu "bossingu", gdje se radi o strateškom mobingu te neprijateljskom odnosu nadređene osobe prema zaposleniku na nižem položaju. Ako se ovome pridoda podatak da je nedostatak menadžerskih vještina glavni čimbenik koji doprinosi mobingu i to upravo prema mišljenju menadžera, vidljivo je da je riječ o izuzetno složenom problemu, koji ozbiljno ugrožava uspješno upravljanje. Cilj je ovog rada ukazati na važnost prepoznavanja mobinga na radnom mjestu kao značajnog čimbenika koji pored ostalih štetnih posljedica negativno utječe i na samo upravljanje organizacijom. Dodatno, cilj je rada povećanje opće svijesti o ovom sve raširenijem problemu čije posljedice svakako ne bi trebale biti zanemarene. Provedena sekundarna istraživanja pomoću metode apstrakcije, deskripcije, komparacije i klasifikacije pokazala su postojanje veze između postojanja mobinga na radnom mjestu i uspješnosti upravljanja organizacijom u smjeru da postojanje mobinga na radnom mjestu smanjuje uspješnost upravljanja organizacijom. Ova saznanja bi svakako trebala biti ugrađena u svakodnevnu praksu upravljanja, na način da se prilikom kreiranja politika i procedura, a naročito onih koje se tiču upravljanja ljudskim resursima, svakako implementira i dovoljan broj elemenata koji će omogućiti pravovremeno prepoznavanje postojanja mobinga na radnom mjestu, kao i procedure za uspješno rješavanje takvih slučajeva. ; One definition of management says it is the activity aimed at achieving specific, pre-set goals by using activities of other people, and human resource management is one of the basic functions of each manager. On the other hand, workplace mobbing is a significant source of stress, and conflicts within the organization are causing a waste of time and also disrupt and distract employees from productive use of their time. Studies that deal with daily managers' practice revealed that managers spend 42% of their time trying to achieve "reconciliation" when conflict occurs. Since the issue is not just about spending managers' time to resolve the conflict, but also about wasting time of employees who are in conflict, it is clear that there are significant financial amounts involved. In addition, the dominance of vertical exposure to mobbing, primarily bossing which is a strategic mobbing and hostility by superiors towards the employee in a lower position, is evident from the studies dealing with exposure to workplace mobbing in and outside of Croatia. If we take into account the fact that the lack of management skills has been proved to be a major factor contributing to the workplace mobbing according to managers themselves, it is evident that this is a very complex problem that significantly threatens successful management. The aim of this paper is to point out the importance of recognizing the workplace mobbing as a significant factor that, in addition to other harmful consequences, negatively affects the management of the organization as well. In addition, the aim of this paper is to increase general awareness of this increasingly widespread problem, the consequences of which should certainly not be ignored. Secondary research conducted using methods of abstraction, description, comparison and classification has shown a correlation between the existence of mobbing in the workplace and successful organizational management of the organization indicating that the existence of mobbing in the workplace reduces the success of organizational management. These findings would certainly have to be incorporated into the everyday management practice in a way that when creating policies and procedures, particularly those related to human resource management, one should certainly implement a sufficient number of elements that will allow timely recognition of workplace mobbing, as well as procedures for the successful resolution of such cases.

The aim of this dissertation is to examine inter-ethnic relations between organizationally active people with different ethnic backgrounds. I focus on relations that are based on a mutual interdependence between parties, mutual respect, common procedural rules, real opportunities that expressly approve or reject a proposal in a decision or deliberation situation free from compulsion, where people, who have different ethnic backgrounds, strive after insight and understanding in their relations. In this dissertation I present three empirical cases about cooperation, consultation and participation as forms of inter-ethnic relations from the organizational fields in the society. These cases are examples of what I characterize as "organizing inter-ethnicity", or organizing people with different ethnic backgrounds around common concerns. Organizing inter-ethnicity is in turn a part of organizing and integrating diversity in society. Drawing on the results of three case studies, I distinguish between opportunities and barriers. My case studies clearly illustrate that the tensions that influence the patterns of and variation in opportunities and barriers have sources that reach well beyond ethnicity. Tensions between old and new organizations, between working immigrant organizations and refugee organizations, between organizations from same group or between organizations that have conflicts from their members' countries of origin provide some examples of the difficulties that generate barriers to broad interest constellations between organizations.

Equal pay for equal work and equal opportunities for promotion, the theme of this study, serves to highlight the conditions for equality in one of the most important areas in most adult lives; work. Why study gender? One answer is that the ability to achieve equality in the social hierarchy, given equal qualifications, is a moral intuition that appears to be a necessary condition for steering a progressive society. Adapted from the source document.

In this research anthology, inequality in Swedish working life in a Sweden marked by increased inequality, is studied. Racialised inequality, racism and discrimination in individual workplaces are focused, but inequalities based on class and gender are also studied. The concept of inequality regime is used by several of the authors to analyse work organizations. The workplaces studied are found in different sectors, not least in healthcare. The book also includes contributions that provide comparative international perspectives and studies of the development of inequality over time. The anthology contains 12 chapters based on empirical studies of working life, one chapter that analyses working life inequality from a political theory perspective, an introduction and a closing chapter that frames and draws conclusions from the different studies, as well as an afterword. The authors are 22 researchers from different social science disciplines.