Developing culturally diverse organizations: A participative and empowerment-based method

Women in Management Review

Volumn 22, Issue 4, 2007, Pages 253-273

  Sippola, Aulikki ^a  

^a UNIVERSITY OF VAASA   (Finland)

Author keywords

Empowerment; Finland; Multicultural management; Training

Indexed keywords

EID: 34250363524     PISSN: 09649425     EISSN: None     Source Type: Journal    
DOI: 10.1108/09649420710754228     Document Type: Article

References (67)

1. Anttonen, P. (1998), “Monikulttuurisuus ja suomalainen identiteetti” (Multiculturalism and Finnish Identity), in Pitkänen, P. (Ed.), Näkökulmia monikulttuuriseen Suomeen, Edita, Helsinki, pp. 52-67.
2. Bagshaw, M. (2004), “Is diversity divisive? A positive training approach”, Industrial & Commercial Training, Vol. 36 No. 4, pp. 153-7.
3. Bendick, M., Egan, M. and Lofhjelm, S. (1998), The Documentation and Evaluation of Anti-Discrimination Training in the States, International Labour Organization, Geneva.
4. Bendick, M., Egan, M. and Lofhjelm, S. (2001), “Workforce diversity training: from anti-discrimination compliance to organizational development”, Human Resource Planning, Vol. 24 No. 2, pp. 10-25.
5. Brochbank, W. (1999), “If were really strategically proactive: present and future directions in HR's contribution to competitive advantage”, Human Resource Management, Vol. 38 No. 4, pp. 337-52.
6. Cassell, C. (2001), “Managing diversity”, in Redman, T. and Wilkinson, A. (Eds), Contemporary Human Resource Management, Pearson Education, Harlow, pp. 404-31.
7. Cornelius, N. and Bassett-Jones, N. (2002), “Final comments”, in Cornelius, N. (Ed.), Building Workplace Equality: Ethics, Diversity and Inclusion, Thomson, Cornwall, pp. 325-33.
8. Cornelius, N., Gooch, L. and Todd, S. (2001), “Managing difference fairly: an integrated ‘partnership’ approach”, in Noon, M. and Ogbonna, E. (Eds), Equality, Diversity and Disadvantage in Employment, Palgrave, Basingstoke.
9. Cox, T. (1993), Cultural Diversity in Organizations. Theory, Research and Practice, Berrett-Koehler Publishers, San Francisco, CA.
10. Cox, T. (2002), “Taking diversity to the next level”, Executive Excellence, Vol. 19 No. 4, p. 19.
11. Cropanzano, R., Chrobot-Mason, D., Rupp, D.E. and Prehar, C.A. (2004), “Accountability for corporate injustice”, Human Resource Management Review, Vol. 14 No. 1, pp. 107-33.
12. Cunnigham, I. and James, P. (2001), “Managing diversity and disability legislation: catalysts for eradicating discrimination in the workplace?”, in Noon, M. and Ogbonna, E. (Eds), Equality, Diversity and Disadvantage in Employment, Palgrave, Basingstoke, pp. 103-17.
13. Dass, P. and Parker, B. (1996), “Diversity: a strategic issue”, in Kossek, E.E. and Lobel, S.A. (Eds), Managing Diversity. Human Resource Strategies for Transforming the Workplace, Blackwell Publishers, Cambridge, pp. 365-92.
14. Dass, P. and Parker, B. (1999), “Strategies for managing human resource diversity: from resistance to learning”, Academy of Management Executive, Vol. 13 No. 2, pp. 68-80.
15. DeNisi, A.S. and Griffin, R.W. (2001), Human Resource Management, Houghton Mifflin, Boston, MA.
16. Denzin, N.K. and Lincoln, Y.S. (1994), “Introduction: entering the field of qualitative research”, in Denzin, N.K. and Lincoln, Y.S. (Eds), Handbook of Qualitative Research, Sage, Thousand Oaks, CA, pp. 1-17.
17. Deresky, H. (2000), International Management. Managing across Borders and Cultures, 3rd ed., Prentice-Hall, Englewood Cliffs, NJ.
18. Diamante, T. and Giglio, L. (1994), “Managing a diverse workforce. Training as a cultural intervention strategy”, Leadership and Organization Development Journal, Vol. 15 No. 2, pp. 13-17.
19. Easley, C.A. (2001), “Developing valuing and managing diversity in the new millennium”, Organization Development Journal, Vol. 19 No. 4, pp. 38-50.
20. Ely, R.J. and Thomas, D.A. (2001), “Cultural diversity at work: the effects of diversity perspectives on work group processes and outcomes”, Administrative Science Quarterly, Vol. 46 No. 2, pp. 229-73.
21. Ford, K. and Fisher, S. (1996), “The role of training in a changing workplace and workforce: new perspectives and approaches”, in Kossek, E.E. and Lobel, S.A. (Eds), Managing Diversity. Human Resource Strategies for Transforming the Workplace, Blackwell Publishers, Cambridge, pp. 164-93.
22. Forsander, A. (2002), “Glocalizing capital and labour – old structures, new challenge”, in Forsander, A. (Ed.), Immigration and Economy in the Globalization Process: The Case of Finland, Sitra Report Series 20, Vantaa, Tummavuoren Kirjapaino Oy, Vantaa, pp. 81-118.
23. Gagnon, S. and Cornelius, N. (2002), “From equal opportunities to managing diversity to capabilities: a new theory of workplace equality?”, in Cornelius, N. (Ed.), Building Workplace Equality: Ethics, Diversity and Inclusion, Thomson, Cornwall, pp. 13-58.
24. Hannula, M. (1997), Self-Understanding as a Process. Understood through the Concepts of Self- Understanding as a Narrative Form, the Third Dimension of Power, Coming to Terms with the Past, Conceptual Change and Case Studies of Finnishness, Turun yliopiston julkaisuja sarja B: 222, University of Turku, Turku.
25. Jackson, S.E. and Joshi, A. (2001), “Research on domestic and international diversity in organizations: a merger that works?”, in Anderson, N., Ones, D.S., Sinangil, H.K. and Viswesvaran, C. (Eds), Handbook of Work and Organizational Psychology, Sage, Thousand Oaks, CA, pp. 206-31.
26. Jackson, S.E., Joshi, A. and Erhardt, N.L. (2003), “Recent research on team and organizational diversity: SWOT analysis and implications”, Journal of Management, Vol. 29 No. 6, pp. 801-30.
27. Jayne, M.E.A. and Dipboye, R.L. (2004), “Leveraging diversity to improve business performance: research findings and recommendations for organizations”, Human Resource Management, Vol. 43 No. 4, pp. 409-24.
28. Kandola, R. and Fullerton, J. (1998), Managing the Mosaic: Diversity in Action, 2nd ed., Institute of Personnel Development, London.
29. Kirton, G. and Greene, A. (2005), The Dynamics of Managing Diversity. A Critical Approach, Elsevier Butterworth-Heinemann, Oxford.
30. Kossek, E.E. and Lobel, S.A. (1996), “Transforming human resource systems to manage diversity – an introduction and orienting framework”, in Kossek, E.E. and Lobel, S.A. (Eds), Managing Diversity. Human Resource Strategies for Transforming the Workplace, Blackwell Publishers Ltd, Cambridge, MA, pp. 1-21.
31. Kossek, E., Lobel, S.A. and Brown, J. (2006), “Human resource strategies to manage work force diversity: examining ‘the business case’”, in Konrad, A.M., Prasad, P. and Pringle, J.K. (Eds), Handbook of Workplace Diversity, Sage, London, pp. 53-74.
32. Lewis, R.D. (1992), Mekö erilaisia? Suomalainen kansainvälisissä liikeneuvotteluissa (Finland – Cultural Lone Wolf), Otava, Helsinki.
33. Linnehan, F. and Konrad, A. (1999), “Diluting diversity – implications for intergroup inequality in organizations”, Journal of Management Inquiry, Vol. 8 No. 4, pp. 399-414.
34. Litvin, D. (2002), “The business case for diversity and the ‘iron cage’”, in Czarniawska, B. and Höpfl, H. (Eds), Casting the Other. The Production and Maintenance of Inequalities in Work Organizations, Routledge, London, pp. 160-84.
35. Lorbiecki, A. (2001), “Changing views on diversity management”, Management Learning, Vol. 32 No. 3, pp. 345-61.
36. Makkonen, M. (2003), Syrjinnän vastainen käsikirja (A Handbook against Discrimination), IOM International Organization for Migration. Regional Office for the Baltic and Nordic States. Vammalan Kirjapaino, Vammala.
37. Maxwell, G., Blair, S. and McDougall, M. (2001), “Edging towards managing diversity in practise”, Employee Relations, Vol. 23 No. 5, pp. 468-82.
38. Merriam, S. (1998), Qualitative Research and Case Study Applications in Education, Jossey-Bass Publishers, San Francisco, CA.
39. Mikluha, A. (1996), Työkulttuurit. Avain menestykseen kansainvälisessä liiketoiminnassa (Working Cultures. The Key to Success in International Business), TT – Kustannustieto, Helsinki.
40. Miles, M.B. and Huberman, M.A. (1994), Qualitative Data Analysis: An Expanded Sourcebook, Sage, Thousand Oaks, CA.
41. Moore, S. (1999), “Understanding and managing diversity among groups at work: key issues for organisational Training & Development”, Journal of European Industrial Training, Vol. 23 Nos 4/5, pp. 208-17.
42. Morgan, D.L. (1997), Focus Groups as Qualitative Research, Sage, Thousand Oaks, CA.
43. Nemetz, P.L. and Christensen, S.L. (1996), “The challenge of cultural diversity: harnessing a diversity of views to understand multiculturalism”, Academy of Management Review, Vol. 21 No. 2, pp. 434-62.
44. Nkomo, S. and Kossek, E.E. (2000), “Managing diversity: human resource issues”, in Kossek, E.E. and Block, R.N. (Eds), Managing Human Resources in the 21st Century: From Core Concepts to Strategic Choice, Southwestern/ITT Publishing, Cincinnati, OH, pp. 9.1-9.22.
45. Noon, M. and Ogbonna, E. (2001), “Introduction: the key analytical themes”, in Noon, M. and Ogbonna, E. (Eds), Equality, Diversity and Disadvantage in Employment, Palgrave, Basingstoke, pp. 1-14.
46. Omanovic, V. (2002), “Perspectives on diversity research”, in Leijon, S., Lillhannus, R. and Widell, G. (Eds), Reflecting Diversity. Viewpoints from Scandinavia, BAS, Kungälv, pp. 21-39.
47. Prasad, P. and Prasad, A. (2002), “Casting the native subject. Ethnographic practice and the (re)production of difference”, in Czarniawska, B. and Höpfl, H. (Eds), Casting the Other. The Production and Maintenance of Inequalities in Work Organizations, Routledge, London, pp. 185-204.
48. Richards, W. (2001), “Evaluating equal opportunities initiatives: the case for a ‘transformative’ agenda”, in Noon, M. and Ogbonna, E. (Eds), Equality, Diversity and Disadvantage in Employment, Palgrave, Hampshire, pp. 15-31.
49. Silverman, D. (2001), Interpreting Qualitative Data. Methods for Analyzing Talk, Text and Interaction, 2nd ed., Sage, London.
50. Simmons, J. (1995), “Building an inclusive organization”, Empowerment in Organizations, Vol. 3 No. 3, pp. 11-18.
51. Simmons, J. (2004), “Managing in the post-managerialist era. Towards socially responsible corporate governance”, Management Decision, Vol. 42 Nos 3/4, pp. 601-11.
52. Sippola, A. (2005), “Diversity management paradigms and HRM: implications of cultural diversity on strategic and operational HRM”, Proceedings of the Multidisciplinary Approaches to Learning Conference, Helsinki, Finland, 1-2 December.
53. Stake, R.E. (1994), “Case studies”, in Denzin, N.K. and Lincoln, Y.S. (Eds), Handbook of Qualitative Research, Sage, Thousand Oaks, CA, pp. 236-47.
54. Tayeb, M.H. (1996), The Management of a Multicultural Workforce, Wiley, Chichester.
55. Thomas, R.R. Jr (1995), “A diversity framework”, in Chemers, M.M., Oskamp, S. and Costanzo, M.A. (Eds), Diversity in Organizations. New Perspectives for a Changing Workplace, Sage, Thousand Oaks, CA, pp. 245-63.
56. Thomas, D.A. and Ely, R.J. (1996), “Making differences matter: a new paradigm for managing diversity”, Harvard Business Review, Vol. 74 No. 5, pp. 79-90.
57. Thornhill, A., Lewis, P., Millmore, M. and Saunders, M. (2000), Managing Change. A Human Resource Strategy Approach, FT Prentice Hall, Harlow.
58. Tiainen, P. (2003), Osaamisen ja täystyöllisyyden Suomi, Työvoima 2020 loppuraportti. (Labour 2020), Työpoliittinen tutkimus 245, Työministeriö (Finnish Ministry of Labour).
59. Torvi, K. and Kiljunen, P. (2005), Onnellisuuden vaikea yhtälö. EVAn kansallinen arvo ja asennetutkimus 2005, (Seeking Happiness: Are Finns Happy and Why? EVA's/Finnish Business and Policy Forum 2005 National Value and Attitude Survey 2005), Yliopistopaino, Taloustieto.
60. Ulrich, D. (1997), Human Resource Champions: The New Agenda for Adding Value and Delivering Results, Harvard Business School, Boston, MA.
61. Von Bergen, C.W., Soper, B. and Foster, T. (2002), “Unintended negative effects of diversity management”, Public Personnel Management, Vol. 31 No. 2, pp. 239-51.
62. Wentling, R.M. and Palma-Rivas, N. (1998), “Current status and future trends of diversity initiatives in the workplace: diversity experts' perspective”, Human Resource Development Quarterly, Vol. 9 No. 3, pp. 235-53.
63. Wiethoff, C. (2004), “Motivation to learn and diversity training: application of the theory of planned behaviour”, Human Resource Development Quarterly, Vol. 15 No. 3, pp. 263-78.
64. Wilson, T. (1996), Diversity at Work. The Business Case for Equity, Wiley, Toronto.
65. Wrench, J. (1997), Compendium of Good Practice for the Prevention of Racism at the Workplace, Office for Official Publications of the European Communities, Luxembourg.
66. Wrench, J. (2001), “Anti-discrimination training at the workplace in Europe: the application of an international typology”, in Essemyr, M. (Ed.), Diversity in Work Organisations, Arbetslivsinstitutet, Stockholm.
67. Yin, R. (1994), Case Study Research. Design and Methods, 2nd ed., Sage, Thousand Oaks, CA.