Managing Diversity in Human Resources
Article Sidebar
Main Article Content
Abstract
In organizational structures, a vital asset is human resources. At present, society is changing rapidly due to technology advancement and globalization, leading to diversity in organizational personnel with movement around the world. Such human resources include knowledgeable and competent employees with cultural diversity and differentiations. Consequently, personnel should be developed and managed to perform to their fullest potential. Organizations should be aware of each person’s competences, as this can lead to the creation of innovation and increase value added for a business. The suitable management of human resources diversity can lead to growth and increased competitiveness in an effective way.
Article Details
References
เจษฎา นกน้อย. (2552). การจัดการความหลากหลายในองค์กร : ตัวแบบทางด้านทรัพยากรมนุษย์เพื่อความเท่าเทียมกันของผู้มีอัตลักษณ์หลากหลายทางเพศ. (วิทยานิพนธ์ปริญญาดุษฎีบัณฑิต). สถาบันบัณฑิตพัฒนบริหารศาสตร์, คณะรัฐประศาสนศาสตร์.
พิชิต เทพวรรณ์. (2555). เครื่องมือการจัดการทรัพยากรมนุษย์สมัยใหม่. กรุงเทพฯ: สำนักพิมพ์ซีเอ็ดยูเคชั่น, หน้า 176.
วิเชียร วิทยอุดม. (2554). การจัดการสมัยใหม่. กรุงเทพฯ: ธนธัชการพิมพ์, 2554, หน้า 4.
วิเชียร วิทยอุดม. (2554). องค์การและการจัดการ. กรุงเทพฯ: ธนธัชการพิมพ์จำกัด.
โสพิศ หมัดป้องตัว. (2558). Workshop on Diversity Management and Human Capital Strateg. กรุงเทพฯ: สำนักนโยบายและยุทธศาสตร์ สำนักงานปลัดกระทรวงแรงงาน.
Banks, C. H. (2006). Career Planning: Towards a More Inclusive Model for Women and Diverse Individuals. Online Submission.
Barak, M. E. M. (2013). Managing diversity: Toward a globally inclusive workplace. Sage Publications.
Boselie, P., Dietz, G., & Boon, C. (2005). Commonalities and contradictions in HRM and performance research. Human Resource Management Journal, 15(3), 67-94.
Brainerd, E. (2000). Women in transition: Changes in gender wage differentials in
Eastern Europe and the former Soviet Union. Industrial & Labor Relations
Review, 54(1), 138-162.
Brewster, C., Gollan, P. J., & Wright, P. M. (2013). Guest Editors' Note: Human Resource Management and the Line. Human Resource Management, 52 (6), 829-838. doi:10.1002/hrm.21594
Blum, T. C., Fields, D. L., & Goodman, J. S. (1994). Organization-level determinants of women in management. Academy of Management journal, 37(2), 241-268.
Brannen, M. Y., Garcia, D., & Thomas, D. C. (2009, February). Biculturals as natural bridges for intercultural communication and collaboration. In Proceedings of the 2009 international workshop on Intercultural collaboration (pp. 207-210). ACM. Stanford University, Palo Alto, CA.
Carrell, Michael R., and others. (2000). Human resource management: global strategies for managing a diverse workforce. Orlando, TX: The Dryden Press.
Cox, T. (1991). The multicultural organization. Executive, 5(2), 34-47. doi:10.5465/ame.1991. 4274675
Daft, Richard L. (2008). New ERA of Management. 2 nd ed. Mason, Ohio, U.S.A.: South Western Publishing.
Engle, A. D., Sr., N., Dowling, P. J., & Festing, M. (2008). State of origin: Research in global performance management, a proposed research domain and emerging implications. EJIM European J. of International Management, 2 (2), 153-169. doi:10.1504/ejim.2008. 017759
Fratričová, J., & Rudy, J. (2015). Get Strategic Human Resource Management Really Strategic: Strategic HRM in Practice. International Journal of Management Cases, 17(4), 149-155.
Friedman, R. A., & Davidson, M. N. (2001). Managing diversity and second-order conflict. International Journal of Conflict Management , 12(2), 132-153.
Fuchs, D., Tamkins, M. M., Heilman, M. E., & Wallen, A. S. (2004). Penalties for Success: Reactions to Women Who Succeed at Male Gender-Typed Tasks. Journal of Applied Psychology, 89(3), p. 416-427.
Graber, C. B. (2006). The new UNESCO Convention on Cultural Diversity: a counterbalance to the WTO?. Journal of international economic law, 9(3), 553-574.
Galbraith, J. (1992), Positioning human resource as a value-adding function: The case of rockwell international. Hum. Resour. Manage., 31 , 287–300. doi: 10.1002/hrm.3930310402
Gareth, Jones R., and George, Jennifer M. (2009) Contemporary Management. 6 th ed. New York: Mc Graw-Hill Irwin.
Gray, S. D. (1994), Measuring, assessing, and evaluating: The business impact of diversity. Empl. Rel. Today, 21, 431–437. doi: 10.1002/ert.3910210407
Harris, M. M. (1994). Rater Motivation in the Performance Appraisal Context: A Theoretical Framework. Journal of Management, 20 (4), 735-756. doi:10.1177/014920639402000403
Hubbard, E. E. (2004). The diversity scorecard: Evaluating the impact of diversity on
organizational performance . Routledge.
Hughes, C. (2015). Valuing Diversity through a Career Development Paradigm Shift:
A Framework for Change. Academy of Business Research Journal, 240-67.
Horwitz, F. M., Bowmaker-Falconer, A., & Searll, P. (1996). Human resource development and managing diversity in South Africa. International Journal of Manpower, 17(4/5), 134-151.
Janice R. W. Joplin, & Catherine S. Daus. (1997). Challenges of Leading a Diverse Workforce. The Academy of Management Executive (1993-2005), 11(3), 32–47. Retrieved from http://www.jstor.org/stable/4165409
Kidder, D. L., Lankau, M. J., Chrobot-Mason, D., Mollica, K. A., & Friedman, R. A. (2004). Backlash toward diversity initiatives: Examining the impact of diversity program justification, personal and group outcomes. International Journal of Conflict Management, 15(1), 77-102.
Kirton, G., & Healy, G. (2009). Using competency‐based assessment centres to select judges–implications for equality and diversity. Human Resource Management Journal, 19(3), p. 302-318.
Lado, A.A., and Wilson, M.C. (1994). Human Resource Systems and Sustained Competitive Advantage: A Competency-Based Perspective. Academy of Management Review, 19, 4,699–727.
Loden, M., & Rosener, J. B. (1991). Workforce America!: Managing employee diversity as a vital resource. Homewood, IL: Business One Irwin.
Ivancevich, J. M., & Gilbert, J. A. (2000). Diversity Management. Public Personnel Management, 29(1), p. 75-92.
Mathis, Robert L., and Jackson, John H. (2002). Personnel: Contemporary Perspectives and Applications. 5th ed. St. Paul, Minn: West Publishing.
McLoughlin, D., & Carr, S. C. (1997). Equity sensitivity and double demotivation. The Journal of social psychology, 137(5), 668-670.
Meyerson, D. E., & Fletcher, J. K. (2000). A Modest Manifesto for Shattering the Glass Ceiling. Harvard Business Review, 78 (1), p. 126-136.
Morrison, A. M. (1992). The new leaders: Guidelines on leadership diversity in America. San Francisco, CA: Jossey-Bass.
Powell, G. N., & Butterfield, D. A. (1994). Investigating the "Glass Ceiling" Phenomenon: An Empirical Study of Actual Promotions to Top Management. The Academy of Management Journal , 37(1), 68–86. Retrieved from http://www.jstor.org/stable/256770
Prasad, P., & Mills, A. (1997). Understanding the dilemmas of managing workplace diversity. Managing the organizational melting pot: Dilemmas of workplace diversity, 1.
Richard, O. C., & Kirby, S. L. (1999). Organizational justice and the justification of work force diversity programs. Journal of. Business & Psychology, 14(1), p. 109-118.
Rosado, Caleb. (2008). “What do we mean by ‘Managing Diversity?’.” Workforce Diversity 3 Spring, p. 1-16.
Rockwell, L. E. (1990). Frames of reference and modalities used byoccupational therapists in the treatment of patients with eatingdisorders. Occupational Therapy in Mental Health, 10, 47-59.
Schuler, R. S., Dowling, P. J., & Cieri, H. D. (1993). An integrative framework of strategic international human resource management. International journal of human resource management , 4(4), p. 717-764.
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), p. 235-251.
Shen, J., & Edwards, V. (2006). International HRM in Chinese MNEs. London and New York: Routledge.
Theodorakopoulos, N., & Budhwar, P. (2015). Guest Editors' Introduction: Diversity and Inclusion in Different Work Settings: Emerging Patterns, Challenges, and Research Agenda. Human Resource Management, 54 (2), 177-197. doi:10.1002/hrm.21715
Urbancová, H., Čermáková, H., & Navrátilová, M. (2015). Human Resource Diversity Management in Selected Czech Agricultural Companies. Agris On-Line Papers In Economics & Informatics, 7(3), p. 79-87.
