MANAGING DIVERSITY IN ORGANIZATIONS: IS THERE A LINK BETWEEN DIVERSITY THEORIES AND ORGANIZATIONAL PRACTICES?
Keywords:
diversity management, management practices, diversity awareness trainingAbstract
Diversity management is a nowadays a trendy topic in organization studies. Considerable research is done on the antecedents and causes of organizational diversity. However, the amount of research done on diversity is not expected to trigger a fashion in managerial practices (Abrahamson, 1996). It is rather other socio-psychological factors (e.g., demographic changes, globalization) that do that. Although theoretical developments do not drive managerial practices, there is strong evidence in the literature that the two are closely related. The present paper explores the connection between different approaches used in diversity management and the theoretical developments in the field of organizational diversity. It uses print-media indicators to establish if the theoretical developments in diversity research co-evolve with the trends in diversity management. The results show a close co-evolution of discrimination and fairness as well as value in diversity paradigms with the research on diversity in organizations.
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References
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Scott, W. R. (2003). Organizations: Rational, natural and open systems, 5th Ed.. Prentice Hall, Upper Saddle River, NJ.
Tajfel, H. (1981). Human groups and social categories: Studies in social psychology. Cambridge University Press, Cambridge, England.
Thomas, D. A. & Ely, J. R. (1996). Making differences matter: A new paradigm for managing diversity. Chapter reprinted in P. L. Cur?eu (Ed) Complexity within organizations, Pearson Education Ltd., Dorchester, GB, 2005 pp.167-183.
Turner, J. (1987). Rediscovering the social group. A social categorization theory. Blackwell, Oxford.
Tsui, A. S., Egan, T. D. & O'Reilly, C. A. (1992). Being different: Relational demography and organizational attachment. Administrative Science Quarterly, 37, 549-579.
Tziner, A. & Eden, D. (1985). The effects of crew composition on crew performance: Does the whole equal the sum of its parts? Journal of Applied Psychology, 70, 85-93.
Van Knippenberg, D., De Dreu, C. K. W., & Homan, A. C. (2004). Work group diversity and group performance: An integrative model and research agenda. Journal of Applied Psychology, 89, 6, 1008-1022.
Watson, W. E., Kumar, K. & Michaelsen, L. K. (1993). Cultural diversity's impact on interaction processes and performance: Comparing homogeneous and diverse task groups. Academy of Management Journal, 36, 590-602.
Wentling, R. M. & Palma-Rivas, N. (1999). Components of effective diversity training programmes. International Journal of Training and Development, 3, 3, 215-226.
Wiersma, M. F. & Bantel, K. A. (1992). Top management demography and corporate strategic change. Academy of Management Journal, 35, 1, 91-121.
Williams, K. Y. & OReilly, C. A. (1998). Demography and diversity in organizations: A review of 40 years of research. Research in Organizational Behavior, 20, 77-140.
Allport, G. (1954). The nature of prejudice. Reading, MA: Addison-Wesley.
Ancona, D. G. & Caldwell, D. F. (1992). Demography and design: Predictors of new product team performance. Organization Science, 3, 321-341.
Berscheid, E. & Walster, H. (1978). Interpersonal attraction. Addison-Wesley, Reading.
Byrne, D. E. (1971). The attraction paradigm. Academic Press, New York.
Campion, M. A., Medsker, G. J. & Higgs, A. C. (1993). Relations between work group characteristics and effectiveness: Implications for designing effective work groups. Personnel Psychology, 46, 2, 823-850.
Coil, J. H. & Rice, C. M. (1993). Managing the workforce diversity in the nineties: The impact of the Civil Rights Act of 1991. Employee Relations, 18, 4, 547-565.
CPE (2006). Cum muncesc, cum promovează și ce cred femeile, și bărbații despre locul lor de muncă, www document downloaded on 10 May 2006, from: http://www.cpe.ro/romana/index.php.
Curșeu, P. L. & Borș?, S. (2004). Femeia manager între reprezentare și realitate socială, ASCR Press, Cluj-Napoca, RO.
Curșeu, P. L., Stoop, R. & Schalk, M. J. D. (in press). Prejudice toward immigrant workers among Dutch employees: Integrated threat theory revisited, paper in press at European Journal of Social Psychology.
Curșeu, P. L. (2006). Group composition: Theoretical and methodological considerations. In P. L. Curșeu (Ed) Group composition and effectiveness (pp.1-33). ASCR Press, Cluj-Napoca, RO.
De Dreu, C. K. W. & West, M. A. (2001). Minority dissent and team innovation: The importance of participation in decision-making. Journal of Applied Psychology, 86, 1191-1201.
Greenwald, G. A., Banaji, M. R., Rudman, L. A., Farnham, S. D., Nosek, B. A., Mellott, D. S. (2002). A unified theory of implicit attitudes, stereotypes, self-esteem, and self-concept. Psychological Review, 109, 1, 3-25.
Hamilton, D. L. & Sherman, J. W. (1994). Stereotypes. In R. S. Wyer, Jr. & T. K. Srull (Eds.), Handbook of social cognition (2nd ed,vol 2, pp. 1-68). Hilsdale, NJ: Elrbaum.
Harrison, D. A., & Klein, K.J (in press). What's the difference? Diversity constructs as separation, variety, or disparity in organizations. Paper to be published in Academy of Management Review.
Hilton, J. & Hippel, W. (1996). Stereotypes. Annual Review of Psychology, 47, 237-271.
Horwitz, S. K. (2005). The compositional impact of team diversity on performance: Theoretical considerations. Human Resource Development Review, 4, 2, 219-245.
Ibarra, H. (1992). Homophily and differential returns: Sex differences in network structure and access in advertising firms. Administrative Science Quarterly, 37, 422-447.
Jackson, S. E. (1992). Team composition in organizational settings: Issues in managing an increasingly diverse work force. In S. Worchel, W. Wood & J. A. Simpson (Eds), Group Process and Productivity, (pp. 138-173) Sage Publications, London.
Jackson, S. E., May, K. E. & Whitney, K. (1995). Understanding the dynamics of diversity in decision-making teams. In R. A. Guzzo, E. Salas, & Associates (Eds), Team effectiveness and decision-making in organizations, (pp. 204-261) Jossey Bass, San Francisco.
Jackson, S. E., Joshi, A. & Erhardt, N. L. (2003).Recent research on team and organizational diversity: SWOT analysis and implications. Journal of Management, 29, 6, 801-830.
Jehn, K. A., Northcraft, G. B. & Neale, M. A. (1999). Why differences make a difference: A field study of diversity, conflict, and performance in work groups. Administrative Science Quarterly, 44, 741-763.
Judd, C. M. & Park, B. (1993). Definition and assessment of accuracy in social stereotypes. Psychological Review, 100, 1, 109-128.
Koonce, R. (2001). Redefining diversity. Training & Development, 55, 12, 22-33.
Malhorta, A., Majchrzak, A., Carman, R. & Lott, V. (2001). Radical innovation without collocation: A case study at Boeing-Rocketdyne. MIS Quarterly, 25, 2, 229-249.
Mannix, E. & Neale, M. A. (2005). What differences make a difference? The promise and reality of diverse teams in organizations. Psychological Science in the Public Interest, 6, 2, 31-55.
Maxwell, G. A.; Blair, S. & McDougall, M. (2001). Edging toward managing diversity in practice. Employee Relations, 23, 4/5, 468-482.
McLaren, L. M. (2003). Anti-immigrant prejudice in Europe: Contact, threat perception, and preferences for the exclusion of migrants. Social Forces, 81, 3, 909-936.
McGarthy, C. (1999). Categorization in Social Psychology. Sage Publications Inc., London.
Milliken, F. J., & Martins, L. L. (1996). Searching for common threads: Understanding the multiple effects of diversity in organizational groups. Academy of Management Review, 21, 2, 402-433.
O'Reilly, C., Caldwell, D. & Barnett, W. (1989). Work group demography, social integration and turnover. Administrative Science Quarterly, 34, 21-37.
Portes, A. (1997). Immigration theory for a new century: Some problems and opportunities. International Migration Review, 31, 4, 799-825.
Robertson, L., Kulik, C. T. & Pepper, M. B. (2001). Designing effective diversity training: influence of group composition and trainee experience. Journal of Organizational Behavior, 22, 871-885.
Robinson, G. & Dechant, K. (1996). Building a business case for diversity. Chapter reprinted in P. L. Curșeu (Ed) Complexity within organizations, Pearson Education Ltd., Dorchester, GB, 2005, pp. 206-218.
Ross, B. H. & Makin, V. S. (1999). Prototype versus exemplar models. In R.J. Sternberg (Ed.) The nature of cognition (pp. 205-241). Cambridge, MA: MIT Books.
Rossett, A. & Bickman, T. (1994). Diversity training: Hope, faith and cynicism. Training, 31, 40-46.
Sanchez, J. I. & Medkik, N. (2004). The effects of diversity awareness training on differential treatment. Group and Organization Management, 29, 4, 517-536.
Sacco, J. M. & Schmitt N. (2005) A dynamic multilevel model of demographic diversity and misfit effects. Journal of Applied Psychology, 89, 1-29.
Schruijer, S. G. L. & Mostert, I. (1997). Creativity and sex composition: An experimental illustration. The European Journal of Work and Organizational Psychology, 6, 2, 175-182.
Scott, W. R. (2003). Organizations: Rational, natural and open systems, 5th Ed.. Prentice Hall, Upper Saddle River, NJ.
Tajfel, H. (1981). Human groups and social categories: Studies in social psychology. Cambridge University Press, Cambridge, England.
Thomas, D. A. & Ely, J. R. (1996). Making differences matter: A new paradigm for managing diversity. Chapter reprinted in P. L. Cur?eu (Ed) Complexity within organizations, Pearson Education Ltd., Dorchester, GB, 2005 pp.167-183.
Turner, J. (1987). Rediscovering the social group. A social categorization theory. Blackwell, Oxford.
Tsui, A. S., Egan, T. D. & O'Reilly, C. A. (1992). Being different: Relational demography and organizational attachment. Administrative Science Quarterly, 37, 549-579.
Tziner, A. & Eden, D. (1985). The effects of crew composition on crew performance: Does the whole equal the sum of its parts? Journal of Applied Psychology, 70, 85-93.
Van Knippenberg, D., De Dreu, C. K. W., & Homan, A. C. (2004). Work group diversity and group performance: An integrative model and research agenda. Journal of Applied Psychology, 89, 6, 1008-1022.
Watson, W. E., Kumar, K. & Michaelsen, L. K. (1993). Cultural diversity's impact on interaction processes and performance: Comparing homogeneous and diverse task groups. Academy of Management Journal, 36, 590-602.
Wentling, R. M. & Palma-Rivas, N. (1999). Components of effective diversity training programmes. International Journal of Training and Development, 3, 3, 215-226.
Wiersma, M. F. & Bantel, K. A. (1992). Top management demography and corporate strategic change. Academy of Management Journal, 35, 1, 91-121.
Williams, K. Y. & OReilly, C. A. (1998). Demography and diversity in organizations: A review of 40 years of research. Research in Organizational Behavior, 20, 77-140.
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Published
2019-10-27
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Curșeu, P. L. (2019). MANAGING DIVERSITY IN ORGANIZATIONS: IS THERE A LINK BETWEEN DIVERSITY THEORIES AND ORGANIZATIONAL PRACTICES?. Psihologia Resurselor Umane, 4(2), 59–69. Retrieved from https://www.hrp-journal.com/index.php/pru/article/view/274
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