Beyond Diversity Management. How some therapies risk to worsen organizational diseases

Author/s Maria Cristina Bombelli, Alessandra Lazazzara
Publishing Year 2014 Issue 2014/134
Language Italian Pages 20 P. 169-188 File size 135 KB
DOI 10.3280/SL2014-134011
DOI is like a bar code for intellectual property: to have more infomation click here

Below, you can see the article first page

If you want to buy this article in PDF format, you can do it, following the instructions to buy download credits

Article preview

FrancoAngeli is member of Publishers International Linking Association, Inc (PILA), a not-for-profit association which run the CrossRef service enabling links to and from online scholarly content.

The maturity stage characterizing the development of the construct of diversity management, along with the growing popularity of its application in organizations, led to critical thoughts regarding the concept of diversity and diversity management practices. The paper aims at debating on these practices, as well as on the notion of diversity itself, through a critical review of the literature on diversity management and by deepening some controversial aspects of diversity management that invalidate its effectiveness, e.g.: dynamics of inclusion or accentuation of stigma, connection between diversity management and human resource management practices, competitive advantage brought by diversity management, link between diversity management and organizational communication, and measurement of the effectiveness of diversity management practices. Moreover, a new theoretical framework is proposed, where the concept of "diversity" is replaced by the more inclusive concept of "plurality".

Keywords: Diversity management, human resource management, stigma, measurement of practices, organizational communication, plural approach

  1. Ashforth B.E., Mael F. (1989). Social Identity Theory and the Organization. The Academy of Management Review, 14(1): 20-39. DOI: 10.5465/AMR.1989.4278999
  2. Barta T., Kleiner M., Neumann T. (2012). Is there a payoff from top-team diversity? Mskinsey Quarterly, testo disponibile al sito, 13 gennaio 2014.
  3. Bezrukova K., Jehn K., Zanutto E., Thatcher S.M.B. (2009). Do workgroup faultlines help or hurt? A moderated model of faultlines, team identification, and group performance. Organization Science, 20(1): 35-50. DOI: 10.1287/orsc.1080.0379
  4. Bombelli M.C. (2000). Soffitto di vetro e dintorni. Il management al femminile.Milano: Etas.
  5. Bombelli M.C. (2009). Alice in Business Land. Milano: Guerini e Associati.
  6. Bombelli M.C. (2010). Management Plurale. Milano: Etas.
  7. Bombelli M.C. (2013). Generazioni in azienda. Milano: Guerini e Associati.
  8. Cassel C. (1996). A Fatal Attraction? Strategic HRM and the Business Case
  9. for Women’s Progression at Work. Personnel Review, 25(5): 51-66. DOI: 10.1108/00483489610130931
  10. Dass P., Parker B. (1999). Strategies for managing human resource diversity: From resistance to learning. Academy of Management Executive, 13(2): 68-80. DOI: 10.5465/AME.1999.1899550
  11. Goffman E. (1963). Stigma: Notes on the Management of Spoiled Identity. Engelwood
  12. Cliffs, NJ: Prentice-Hall. Greene A., Kirton G. (2011). The value of investigating stakeholder involvement in Diversity Management. In: Groschl S., a cura di, Diversity in the workplace: multi-disciplinary and international perspectives. Farnham: Gower.
  13. Hebl M.R., King E.B. (2013). The Social and Psychological Experience of Stigma. In: Roberson Q.M., a cura di, The Oxford Handbook of Diversity and Work. Oxford: Oxford Press.
  14. Herring C. (2009). Does diversity pay? Race, gender, and the business case for diversity. American Sociological Review, 74: 208-224. DOI: 10.1177/00031224090740020
  15. Holvino E., Kamp A. (2009). Diversity Management: Are we moving in the right direction? Reflections from both sides of the North Atlantic. Scandinavian Journal of Management, 25: 395-403. DOI: 10.1016/j.scaman.2009.09.005
  16. 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. DOI: 10.1016/S0149-2063(03)00080-1
  17. Kandola R. (1995). Managing Diversity: New Broom or Old Hat?. In: Cooper C.L., Robertson I.T., a cura di, International Review of Industrial and Organizational Psychology (vol. 10). Chichester: Wiley.
  18. Kirby E.L., Harter L.M. (2003). Speaking the language of the bottom-line: The metaphor of ‘managing diversity’. Journal of Business Communication, 40(1): 28-49. DOI: 10.1177/002194360304000103
  19. Kossek E.E., Lobel S.A., Brown A.J. (2005). Human Resource Strategies to Manage Workforce Diversity. In: Konrad A.M., Prasad P., Pringle J.M., a cura di, Handbook of Workplace Diversity. CA: Sage.
  20. Lau D.C., Murnighan J.K. (1998). Demographic Diversity and Faultlines: The Compositional Dynamics of Organizational Groups. The Academy of Management Review, 23(2): 325-340. DOI: 10.5465/AMR.1998.533229
  21. Lau D.C., Murnighan J.K. (2005). Interactions within groups and subgroups: The dynamic effects of demographic faultlines. Academy of Management Journal, 48(4): 645-659. DOI: 10.5465/AMJ.2005.17843943
  22. Lazazzara A., Bombelli M.C. (2011). HRM Practices for an Ageing Italian Workforce: The Role of Training. Journal of European Industrial Training, 35: 808-825. DOI: 10.1108/03090591111168339
  23. Lazazzara A., Karpinska K., Henkens K. (2013). What factors influence training opportunities for older workers? Three factorial surveys exploring the attitudes
  24. of HR professionals, The International Journal of Human Resource Management, 24(11): 2154-2172. DOI: 10.1080/09585192.2012.725077
  25. Liff S., Wajcman J. (1996). “Sameness” and “Difference” revisited: Which Way Forward for Equal Opportunities Initiatives? Journal of Management Studies, 33(1): 79-94. DOI: 10.1111/j.1467-6486.1996.tb00799.x
  26. Litvin D.R. (1997). The Discourse of Diversity: form Biology to Management. Organization, 4(2): 187-210. DOI: 10.1177/135050849742003
  27. Lorbiecki A., Jack G. (2000). Critical Turns in the evolution of Diversity Management. British Journal of Management, 11: S17-S31. DOI: 10.1111/1467-8551.11.s1.3
  28. Maxwell G.A., Blair S., McDougall M. (2001). Edging Towards Managing
  29. Diversity in Practice. Employee Relations, 23(5): 468-482. DOI: 10.1108/01425450110405161McGrathJ.E.,BerdahlJ.L.,ArrowH.(1995).Traits,expectations,culture,andclout:Thedynamicsofdiversityinworkgroups.In:JacksonS.,RudermanM.,acuradi,Diversityinworkteams:Researchparadigmsforachangingworkplace.Washington,DC,US:AmericanPsychologicalAssociation.DOI:10.1037/10189-001
  30. McLeod P.L., Lobel S.A., Cox T.H. (1996). Ethnic Diversity and Creativity
  31. in Small Group. Small Group Research, 27(2): 248-264. DOI: 10.1177/1046496496272003
  32. Olsen J.E., Martins L.L. (2012). Understanding organizational Diversity Management programs: A theoretical framework and directions for future research. Journal of Organizational Behaviour, 33: 1168-1187. DOI: 10.1002/job
  33. Pearsall M.J., Ellis A.P.J., Evans J. (2008). Unlocking the effects of gender faultlines on team creativity: Is activation the key? Journal of Applied Psychology, 93: 225-234. DOI: 10.1037/0021-9010.93.1.225
  34. Prasad P., Mills A.J. (1997). From Showcase to Shadow: Understanding the Dilemmas of Managing Workplace Diversity. In: Prasad P., Mills A.J., Elmes M.
  35. and Prasad A., a cura di, Managing the Organizational Melting Pot: Dilemmas of Workplace Diversity. London: Sage.
  36. Randel A.E. (2002). Identity salience: A moderator of the relationship between group gender composition and work group conflict. Journal of Organizational Behavior, 23(6): 74-766. DOI: 10.1002/job.163
  37. Schein V.E., Mueller R. (1992). Sex role stereotyping and requisite management characteristics: A cross cultural look. Journal of Organizational Behavior, 13: 439-447. DOI: 10.1002/job.4030130502
  38. Shen J., Chanda A., D’Netto B., Monga M. (2009). Managing diversity through human resource management: an international perspective and conceptual framework. The International Journal of Human Resource Management, 20(2): 235-251. DOI: 10.1080/09585190802670516
  39. Tajfel H., Turner J.C. (1986). The social identity theory of intergroup behavior.
  40. In: Worchel S., Austin W.G., a cura di, Psychology of intergroup relations. Chicago: Nelson-Hall.
  41. Thomas D.A. (2004). Diversity as strategy. Harvard Business Review, 68(2): 107-117, testo disponibile al sito, 13 gennaio 2014.
  42. Thomas R. Jr. (1990). From affirmative action to affirmative diversity. Harvard Business Review, 82(9): 98-108, testo disponibile al sito, 13 gennaio 2014.
  43. Weick K.E. (2001). Making sense of the organization. Oxford: Blackwell Publishing Ltd.
  44. Wilson E.M., Iles P.A. (1999). Managing Diversity – An Employment and Service Delivery Challenge. The International Journal of Public Sector Management, 12(1): 27-49. DOI: 10.1108/09513559910262661
  45. Zanoni P., Janssens M. (2003). Deconstructing difference: The rhetoric of human resource managers’ diversity discourses. Organization Studies, 25(1): 55-74. DOI: 10.1177/0170840604038180

  • Le influenze culturali e istituzionali nel diversity management. Un confronto tra Italia, Francia, Svezia, Germania e Regno Unito Alessandra Lazazzara, in STUDI ORGANIZZATIVI 2/2016 pp.74
    DOI: 10.3280/SO2015-002003

Maria Cristina Bombelli, Alessandra Lazazzara, Superare il Diversity Management. Come alcune terapie rischiano di peggiorare le malattie organizzative in "SOCIOLOGIA DEL LAVORO " 134/2014, pp 169-188, DOI: 10.3280/SL2014-134011