標題: Titlebook: Inequality and Organizational Practice; Volume I: Work and W Stefanos Nachmias,Valerie Caven Book 2019 The Editor(s) (if applicable) and Th [打印本頁] 作者: PED 時間: 2025-3-21 19:41
書目名稱Inequality and Organizational Practice影響因子(影響力)
書目名稱Inequality and Organizational Practice影響因子(影響力)學科排名
書目名稱Inequality and Organizational Practice網絡公開度
書目名稱Inequality and Organizational Practice網絡公開度學科排名
書目名稱Inequality and Organizational Practice被引頻次
書目名稱Inequality and Organizational Practice被引頻次學科排名
書目名稱Inequality and Organizational Practice年度引用
書目名稱Inequality and Organizational Practice年度引用學科排名
書目名稱Inequality and Organizational Practice讀者反饋
書目名稱Inequality and Organizational Practice讀者反饋學科排名
作者: 微枝末節(jié) 時間: 2025-3-21 23:26 作者: 王得到 時間: 2025-3-22 02:27 作者: Vasoconstrictor 時間: 2025-3-22 07:51 作者: 替代品 時間: 2025-3-22 11:40 作者: Classify 時間: 2025-3-22 15:55 作者: Spongy-Bone 時間: 2025-3-22 19:57 作者: 人工制品 時間: 2025-3-22 21:18 作者: CHURL 時間: 2025-3-23 04:53 作者: engender 時間: 2025-3-23 05:50 作者: 全面 時間: 2025-3-23 10:30 作者: 字的誤用 時間: 2025-3-23 13:55
Tackling Race Inequalities in Career Progression in UK Organisations,their career progression—significantly higher than the 11% of white British saying discrimination is a problem. BAME employees are also more likely to say they feel they need to change aspects of their behaviour at work to fit in. Overall, seeing that other people like you have progressed in the org作者: Innocence 時間: 2025-3-23 20:56 作者: 有常識 時間: 2025-3-24 01:31 作者: Ibd810 時間: 2025-3-24 04:48 作者: Etymology 時間: 2025-3-24 09:34 作者: 中子 時間: 2025-3-24 12:33 作者: 共和國 時間: 2025-3-24 18:40
Jill MillerC- straint Solving and Language Processing, held in Roskilde, Denmark, September 1–3, 2004. Constraint Programming and Constraint Solving, in particular Constraint Logic Programming, appear to be a very promising platform, perhaps the most promising present platform, for bringing forward the state o作者: 全部逛商店 時間: 2025-3-24 20:16 作者: 狂熱文化 時間: 2025-3-25 02:22 作者: Entirety 時間: 2025-3-25 07:24
The Legal Framework on Diversity and Equality, equality and diversity legal framework policies go beyond the employment and prohibit any form of discrimination in the workplace. The chapter provides a critical analysis of the current legal framework as we attempt to assess how organisations have adopted the legal obligations in an attempt to es作者: Mawkish 時間: 2025-3-25 11:20
Expert Leadership and Hidden Inequalities in Community Projects,a project that requires expert input. The case study presented here is concerned with a ground-breaking approach to integrate heritage, culture and social benefit through the medium of archaeology and heritage. The findings indicated that the ‘expert’ as a leader of the project created hidden inequa作者: Insubordinate 時間: 2025-3-25 14:37
Mentoring and the Older Worker in Contemporary Organisations: The Australian Case,the workforce ages, organisations will need to develop strategies to encourage commitment and engagement of their older workers. Mentoring is a proven learning and development intervention that can be utilised to achieve this strategic objective. Mentoring is an interpersonal relationship between a 作者: HUSH 時間: 2025-3-25 16:19
Non-binary Gender Identities in Legislation, Employment Practices and HRM Research,in diversity management, legislation and research. Within this population are individuals who identify as ‘non-binary’ or ‘genderqueer’. These terms are used interchangeably to refer to individuals who challenge the binary gender expression of male or female as a fixed attribute and see gender ident作者: 仇恨 時間: 2025-3-25 23:35 作者: cinder 時間: 2025-3-26 02:05
Transgender and Gender Non-conforming People in the Workplace: Direct and Invisible Discrimination,n and violence that tend to become marginalising in work environments, which then become—or are perceived as—unsafe and unwelcoming (Davis 2009). Although direct and overt inequality is still present, many issues arise from indirect or invisible discrimination that can greatly affect people’s well-b作者: 消息靈通 時間: 2025-3-26 08:06
Avoiding Hidden Inequalities in Challenging Times: Can Talent Management Help?,nt management, and presents the significant role that diversity management, organisational culture, organisational justice and performance management play in retaining and managing talent in organisations by describing a number of hidden inequalities that exist in organisational life. In addition, i作者: Latency 時間: 2025-3-26 12:18 作者: Alveolar-Bone 時間: 2025-3-26 15:03 作者: 節(jié)省 時間: 2025-3-26 19:23 作者: Kidnap 時間: 2025-3-26 23:42 作者: archetype 時間: 2025-3-27 02:43 作者: STALE 時間: 2025-3-27 09:19 作者: 激怒某人 時間: 2025-3-27 10:25
https://doi.org/10.1007/978-3-030-11644-6Diversity; Human Resources; Disability; Stigma; Workplace; Management; hidden inequality; diversity作者: acrophobia 時間: 2025-3-27 16:54 作者: 情感 時間: 2025-3-27 18:49
Palgrave Explorations in Workplace Stigmahttp://image.papertrans.cn/i/image/464407.jpg作者: Anthology 時間: 2025-3-28 00:39
Book 2019 in order to tackle both visible and invisible inequalities amongst employees. Evidence suggests that more positive employment relationships can be brought about by tackling diversity issues, yet there are still ‘grey areas’ existing in the current legislative framework. Volume I explores the way th作者: Talkative 時間: 2025-3-28 05:59 作者: 夾克怕包裹 時間: 2025-3-28 09:08
Managing Asperger Syndrome in the Workplace: Considerations for Line Managers,nage, and provides some suggestions for organisations to acquire and transfer the knowledge and understanding about autism that managers and human resource specialists need. It seeks to raise awareness around Asperger Syndrome and provide support to organisations on how they should inform policy making at individual and organisational level.作者: 皺痕 時間: 2025-3-28 12:52
Inequality and Organisational Practice: Work and Welfare,orkplace. This volume shows that more needs to be done to promote work and welfare and most importantly remove hidden inequalities from the workplace. The chapter provides a review of the volume’s structure, objectives and context with the scope to enable the reader to briefly assess the main issues covered in the first volume.作者: 態(tài)學 時間: 2025-3-28 17:04
The Legal Framework on Diversity and Equality,tablish fair working practices. Analysis shows that there is a need to advance further our knowledge on the role of hard and soft laws and assess whether the current legal framework might create sources of ‘hidden’ inequality in the workplace.作者: 一起平行 時間: 2025-3-28 20:29 作者: 鑲嵌細工 時間: 2025-3-29 02:03
Expert Leadership and Hidden Inequalities in Community Projects,oups and multiple stakeholders to be observed and evaluated. This allowed for the political, strategic, organisational, operational and individual perspectives to be addressed making it a suited evaluative approach to this type of multiple stakeholder project.作者: spondylosis 時間: 2025-3-29 03:05
Avoiding Hidden Inequalities in Challenging Times: Can Talent Management Help?, learnt, it presents four case studies that describe situations where hidden and overt inequalities can lead to discrimination, and where the recruitment and retention of talent management have been challenged.作者: Cytokines 時間: 2025-3-29 08:49 作者: 彎曲道理 時間: 2025-3-29 13:43
