標(biāo)題: Titlebook: Ensuring Minority Success in Corporate Management; Donna E. Thompson,Nancy DiTomaso Book 1988 Plenum Press, New York 1988 Affirmative Acti [打印本頁(yè)] 作者: 代表 時(shí)間: 2025-3-21 19:11
書目名稱Ensuring Minority Success in Corporate Management影響因子(影響力)
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書目名稱Ensuring Minority Success in Corporate Management讀者反饋學(xué)科排名
作者: rods366 時(shí)間: 2025-3-21 22:02 作者: 努力趕上 時(shí)間: 2025-3-22 04:26 作者: 原始 時(shí)間: 2025-3-22 05:51 作者: 安慰 時(shí)間: 2025-3-22 09:11 作者: 強(qiáng)化 時(shí)間: 2025-3-22 15:48 作者: 強(qiáng)化 時(shí)間: 2025-3-22 20:13 作者: 整體 時(shí)間: 2025-3-22 22:58 作者: Increment 時(shí)間: 2025-3-23 03:15
Making It in the Corporationhem most in their career success, what hurt the most, and what would have helped had it been available? Each contributor chose to answer these questions more or less directly and in his or her own way. In this introduction, we provide an overview of the concerns and issues expressed in the autobiogr作者: 聯(lián)合 時(shí)間: 2025-3-23 05:43 作者: 格子架 時(shí)間: 2025-3-23 10:58
Book 1988gnificantly to our understanding of this problem, and, most importantly, provides useful guidelines on what to do about it. Interest in the diversity of corporate management comes at a time of unprecendented challenge to United States success in the world economy. American business must now compete 作者: GOUGE 時(shí)間: 2025-3-23 15:03 作者: cognizant 時(shí)間: 2025-3-23 18:04 作者: 機(jī)械 時(shí)間: 2025-3-23 23:33 作者: 把手 時(shí)間: 2025-3-24 06:05
https://doi.org/10.1007/978-3-319-98824-5 is a vision of the human side of the story of men and women operating in foreign social space with unfamiliar protocol, with habits, manners, values, and styles of thinking that until recently were very new to them.作者: 蛛絲 時(shí)間: 2025-3-24 09:36 作者: BAIL 時(shí)間: 2025-3-24 12:45 作者: 暫時(shí)過來(lái) 時(shí)間: 2025-3-24 15:06 作者: 刺耳的聲音 時(shí)間: 2025-3-24 19:07 作者: Camouflage 時(shí)間: 2025-3-25 02:53 作者: magenta 時(shí)間: 2025-3-25 06:15
https://doi.org/10.1057/9780230505131from personality or learned propensity and toward the position or structural location as a determinant of work behavior and occupational achievement. Therefore, action steps to change ., not individuals, are the natural extension of the theory.作者: 狂熱文化 時(shí)間: 2025-3-25 10:35 作者: 拱形面包 時(shí)間: 2025-3-25 11:40
Corporate Perspectives on the Advancement of Minority Managersations. Obviously, corporations do not themselves speak or think, but we surveyed the top managements of major corporations and asked them to speak for the corporation in their responses. A report of our findings is the purpose of this chapter.作者: 小臼 時(shí)間: 2025-3-25 19:07 作者: dry-eye 時(shí)間: 2025-3-25 20:46
Ensuring Minority Achievement in Corporationsfrom personality or learned propensity and toward the position or structural location as a determinant of work behavior and occupational achievement. Therefore, action steps to change ., not individuals, are the natural extension of the theory.作者: Hemiplegia 時(shí)間: 2025-3-26 03:49 作者: biosphere 時(shí)間: 2025-3-26 05:22 作者: neoplasm 時(shí)間: 2025-3-26 08:52
The Second Economy in Marxist Statest in high occupational positions but also suggests strategies that business organizations should follow to promote equity. Further, I note what minority individuals must themselves do in order to be situated favorably with respect to corporate careers.作者: enlist 時(shí)間: 2025-3-26 13:16
Minority Success in Corporate Management preceding the 1980s; others point out that it is because changes in the economic structure of the country have made this generation the first to face lower economic attainment than their parents. And, some say it is due to a deterioration in moral character. No matter what the reasons, though, the 作者: Enervate 時(shí)間: 2025-3-26 18:23 作者: convulsion 時(shí)間: 2025-3-26 20:59
Employment Prospects for Minority Womenomen and minorities in the United States labor force. The legality of previously enacted affirmative action legislation has recently been questioned on constitutional grounds, whereas research continues to confirm that women and members of minority populations are underrepresented in higher paying j作者: AIL 時(shí)間: 2025-3-27 01:48 作者: ALT 時(shí)間: 2025-3-27 06:12 作者: 母豬 時(shí)間: 2025-3-27 11:58 作者: hemorrhage 時(shí)間: 2025-3-27 17:40
A Summary of Small-Group Discussions on the Advancement of Minority Managerssmall discussion groups met to assimilate the presentations and provide a forum for defining critical issues regarding minority advancement in management careers (See preface for further description of the conference). The composition of each group included representation of academics and experience作者: fructose 時(shí)間: 2025-3-27 19:11 作者: 連系 時(shí)間: 2025-3-27 22:14 作者: 橢圓 時(shí)間: 2025-3-28 05:15 作者: DECRY 時(shí)間: 2025-3-28 07:18
An Overview of Corporate Policies and Practicest their own businesses (e.g., Hymowitz, 1984). In his discussion of these low-advancement prospects, Carnevale (1985) suggested that a two-track career system exists for blacks with a relatively small group of “haves” and a larger group of “have-nots.”作者: heckle 時(shí)間: 2025-3-28 12:19
The Corporate Challenget, for example, to express opinions about production and manufacturing. That’s because I spent many years working with machinery and with the people who design, operate, and maintain it. It is with a rather different attitude, however, that I comment on increasing minorities in top management positi作者: inveigh 時(shí)間: 2025-3-28 14:46
Ensuring Minority Achievement in Corporations) in the management and upper professional ranks of corporations (Kanter 1977a). This theory shifted the focus of attention away from individual characteristics of the members of the group and toward aspects of organizational position. It shifted the “credit” or the “blame” for job achievement away 作者: 樂章 時(shí)間: 2025-3-28 21:02 作者: 裹住 時(shí)間: 2025-3-29 00:05 作者: LAITY 時(shí)間: 2025-3-29 03:23
978-1-4684-5519-9Plenum Press, New York 1988作者: 危險(xiǎn) 時(shí)間: 2025-3-29 10:47 作者: chuckle 時(shí)間: 2025-3-29 11:54
https://doi.org/10.1057/9781137512895t their own businesses (e.g., Hymowitz, 1984). In his discussion of these low-advancement prospects, Carnevale (1985) suggested that a two-track career system exists for blacks with a relatively small group of “haves” and a larger group of “have-nots.”作者: 壓倒性勝利 時(shí)間: 2025-3-29 18:24
An Overview of Corporate Policies and Practicest their own businesses (e.g., Hymowitz, 1984). In his discussion of these low-advancement prospects, Carnevale (1985) suggested that a two-track career system exists for blacks with a relatively small group of “haves” and a larger group of “have-nots.”作者: interpose 時(shí)間: 2025-3-29 19:58
https://doi.org/10.1007/978-1-137-06864-4 preceding the 1980s; others point out that it is because changes in the economic structure of the country have made this generation the first to face lower economic attainment than their parents. And, some say it is due to a deterioration in moral character. No matter what the reasons, though, the 作者: 青石板 時(shí)間: 2025-3-30 03:52
The Second Economy in Marxist Statesty individuals in large corporations. The account I will provide emphasizes the limitations on what corporations can do to increase minority employment in high occupational positions but also suggests strategies that business organizations should follow to promote equity. Further, I note what minori作者: 使人煩燥 時(shí)間: 2025-3-30 04:44
https://doi.org/10.1007/978-94-010-2063-3omen and minorities in the United States labor force. The legality of previously enacted affirmative action legislation has recently been questioned on constitutional grounds, whereas research continues to confirm that women and members of minority populations are underrepresented in higher paying j作者: 把手 時(shí)間: 2025-3-30 08:12 作者: 大洪水 時(shí)間: 2025-3-30 15:49 作者: 舉止粗野的人 時(shí)間: 2025-3-30 16:58 作者: 脾氣暴躁的人 時(shí)間: 2025-3-30 20:43 作者: critique 時(shí)間: 2025-3-31 02:23
