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  • Produktbild: Ensuring Minority Success in Corporate Management
  • Produktbild: Ensuring Minority Success in Corporate Management
  • Produktbild: Ensuring Minority Success in Corporate Management

Ensuring Minority Success in Corporate Management

Aus der Reihe Springer Studies in Work and Industry

Fr. 72.90

inkl. gesetzl. MwSt., Versandkostenfrei

Beschreibung

Produktdetails

Einband

Taschenbuch

Erscheinungsdatum

12.12.2012

Herausgeber

Donna E. Thompson + weitere

Verlag

Springer Us

Seitenzahl

414

Maße (L/B/H)

25.4/17.8/2.3 cm

Gewicht

779 g

Auflage

Softcover reprint of the original 1st ed. 1988

Sprache

Englisch

ISBN

978-1-4684-5519-9

Beschreibung

Produktdetails

Einband

Taschenbuch

Erscheinungsdatum

12.12.2012

Herausgeber

Verlag

Springer Us

Seitenzahl

414

Maße (L/B/H)

25.4/17.8/2.3 cm

Gewicht

779 g

Auflage

Softcover reprint of the original 1st ed. 1988

Sprache

Englisch

ISBN

978-1-4684-5519-9

Herstelleradresse

Springer-Verlag KG
Sachsenplatz 4-6
1201 Wien
AT

Email: GPSR Kontakt

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  • Produktbild: Ensuring Minority Success in Corporate Management
  • Produktbild: Ensuring Minority Success in Corporate Management
  • Produktbild: Ensuring Minority Success in Corporate Management
  • I. Introduction.- 1 Minority Success in Corporate Management.- I. Making It in the Minority Community.- II. Understanding Who Is a Minority.- A. Blacks.- B. Hispanics.- C. Asian-Americans.- III. Issues for Minority Women.- IV. The Legal Requirements of Equal Opportunity and Affirmative Action.- V. Two Stories about Minority Advancement in Management Careers.- VI. References.- II. Just How Far Have We Come?.- 2 Sources of Minority Underrepresentation in Corporate Employment.- I. Educational Attainment.- A. Survivorship Rates.- B. Continuation Ratios.- C. Field of Specialization.- II. Occupational Patterns.- III. Enhancing Minority Opportunity for Corporate Careers.- IV. References.- 3 Employment Prospects for Minority Women.- I. The Female Labor Force: Demographic Characteristics.- II. Occupational Distribution and Composition of the Female Labor Force in 1980.- III. Women’s Earnings in 1980.- IV. Conclusion.- V. References.- 4 Minority and Nonminority MBA Progress in Business.- I. Results.- A. Study I.- B. Study II.- C. Study III.- II. Conclusion.- III. References.- 5 Racism and Sexism in Corporate America: Still Not Color- or Gender-Blind in the 1980s.- I. Racism and Sexism Defined.- II. The Development of Racist and Sexist Attitudes and Behaviors.- III. Racist Stereotypes about Minority Employees.- IV. Sexist Stereotypes.- V. Race Discrimination in Corporate America: A Historical View.- VI. Race Discrimination in Present-Day Corporate America, 1984–1985.- VII. Gender Discrimination: A Historical Perspective.- VIII. Gender Discrimination in 1984–1985.- IX. Conclusion.- A. Training.- B. Equal Opportunity Emphasis.- X. References.- 6 The Changing Agenda: New Era, New Perspectives.- I. Tokenism.- II. Racial Turbulence.- III. Backlash.- IV. The Open Future.- V. References.- III. Defining The Critical Issues: Problems And Concerns.- 7 Corporate Perspectives on the Advancement of Minority Managers.- I. Results: The Corporate Perspective on Problems Hindering Minority Success.- A. Organizational Policies and Practices.- B. Relationships of Minority Managers with Others.- C. Preparation of Minority Managers.- II. Conclusion.- III. References.- 8 A Summary of Small-Group Discussions on the Advancement of Minority Managers: Perspectives of Academics and Experienced Managers.- I. Problems and Issues as Defined by Small Groups.- II. Factors That Hinder the Success of Minority Managers.- 9 Perspectives of Current and Recent MBA Students on Advancement in Management Careers.- I. Family Background.- II. Education.- A. Primary and Secondary School.- B. College.- III. Work Experience and Career Aspirations.- A. Work Experience.- B. Career Aspirations.- IV. What Will Help Most, What Will Hinder Most, and What Would They Wish for If They Could?.- V. The View of Oneself as a Minority Person in the Post-Civil-Rights Era.- VI. Other Issues.- VII. Conclusion.- IV. Finding Solutions: Coming To Grips With The Issues.- 10 Making It in the Corporation: Retrospectives of Successful Minority Managers.- I. Personal Issues: Attitudes and Values.- II. Personal Issues: Preparation for Success.- III. Professional Issues.- The Fast Track or the Right Track?.- I. Money.- II. Time Frame.- III. Risk.- Getting and Using Power.- Learning to Communicate.- The Value of the Right Coach.- Using Opportunities.- Learning to Fit In.- Learning Corporate Culture.- Making a Way.- Accentuating the Positive.- Preparing for Responsibility.- 11 Corporate Programs for Ensuring Minority Advancement.- Shifting Structures.- An Affirmative Action Advisory Committee.- Executive Accountability.- Black Cultural Orientation: Management Mobility and Productivity.- I. The Challenge.- II. Shared Views.- A. A Sense of the Lack of Entitlement and Empowerment.- B. Intensity of Emotion—Controlled Rage.- C. Heavy Identification with the Oppressed, the Underclass, and the Subordinate.- D. Preoccupation with Race and Racism.- III. Implications for Corporate America.- A. The Employer Level.- B. The Individual Employee.- IV. Conclusion.- Managing Diversity in a Competitive Market.- I. Managing a Diverse Work Force.- II. The Need for Awareness.- A. Race Issues in the Workplace.- B. Gender Issues in the Workplace.- III. Workshop Evaluation.- IV. Conclusion.- A Commitment to Employees and the Society: The Faculty Loan Program.- I. Commitment to Employees.- II. Community Support.- III. Conclusion.- Comprehensive Training.- I. Merck Affirmative Action Philosophy.- II. Development of the Program.- A. Phase I.- B. Phase II.- C. Phase III.- III. Have the Training Programs Worked?.- An Overview of Equal Opportunity Programs.- I. A Unique Legacy.- II. Where We Stand Today.- III. Behind the Success of Our Efforts: Top Management’s Role.- IV. Accountability and Resources.- V. Communication with Employees.- VI. Other Initiatives.- A. Our Relationship with Our Community.- B. Working toward the Work Force of the Future.- 12 An Overview of Corporate Policies and Practices.- I. How Companies Are Doing.- II. What Companies Are Doing To Develop Their Managers.- III. Programs of Special Importance for Minority Managers.- IV. Corporate Perspectives on Future Issues.- A. Organizational Policies or Practices.- B. Nonminority Managers.- C. Minority Managers.- D. Resource Constraints.- E. Graduate Schools of Management.- F. Minority Women.- V. Summary and Implications.- VI. References.- V. Plans For Action: Where Do We Go From Here?.- 13 The Corporate Challenge.- 14 Ensuring Minority Achievement in Corporations: The Importance of Structural Theory and Structural Change.- I. The Structural Theory.- II. The Situation Today.- A. The Dinosaurs and the Snails.- B. Verbal Fatigue.- C. The Implementation Gap.- D. Structural Barriers Remain.- E. “Segmentalism” As a Structure Preventing Change.- F. Rays of Hope: The Integrative Corporation.- III. Conclusion.- IV. References.- 15 Action Steps for Corporations and Graduate Schools of Business.- I. Corporate Action Steps.- A. CEO’s Commitment.- B. Coaching and Mentoring.- C. Career Planning.- D. Keeping Track of What Happens.- E. Role of the Human Resources Department.- F. Focus on Individuals, Not on Groups.- II. Recommendations for Graduate Schools of Business.- A. Student Recruitment and Admissions.- B. Curricular Innovations.- C. Extracurricular Programs.- D. Postgraduation Follow-Up.- III. Conclusion.- 16 Toward the Benefits of Multicultural Management.- I. Where Do We Go from Here?.- II. Why Adopt a Multicultural Management Perspective?.- III. What Factors Contribute to Successful Multicultural Management?.- A. Organizational Issues.- B. Managerial Skills.- C. Issues for Minorities and Nonminority Women.- IV. What Directions Should Future Research Pursue?.- V. Summary and Conclusions.- VI. References.