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ID:
165741
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| Summary/Abstract |
In recent decades (the ‗post-heroic‘ condition) - threats of widespread selective conscientious objection have become a political tool to advance opposing political agendas in Israel. This article examines attitudes amongst the Israeli public concerning the legitimacy of demands that different groups of soldiers be exempted from military operations to which they are ideologically opposed (such as serving in the occupied territories or, conversely, participating in evacuation of settlements). The results point to a multi-cultural model embracing diversity management not as a neo-liberal ideal but rather as a strategy for co-option, containment and inclusion, with a view to preserving the “people's army” model.
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| 2 |
ID:
117935
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| Publication |
2013.
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| Summary/Abstract |
The Australian workforce is becoming increasingly diverse and it is important to understand the role of individuals' acculturation attitudes in the workplace. The appreciation of the relationship between acculturation attitudes and affective workgroup commitment is critical for mangers to facilitate the performance of employees with diverse backgrounds. To gain a better understanding of this relationship, we assessed the acculturation attitudes of professional Chinese immigrants and the relationship between these attitudes and affective workgroup commitment in the Australian workplace. Our survey of a sample of 220 professional Chinese immigrants in the Australian workplace revealed that, even though many of them favor integration, the majority adopt separation and marginalization, which were found to be related with low affective workgroup commitment. This study underscored the importance of acculturation attitudes to cultivate positive job-related outcomes, and provided useful information for organizations to manage immigrant employees via effective acculturation programs.
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| 3 |
ID:
177003
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| Summary/Abstract |
The U.S. Military institutionalized diversity management to ensure equality of treatment and opportunity for members while eliminating discrimination in all its forms. But progress toward diversity goals has been inconsistent. For example, the U.S. Military’s implementation of the repeal of the Don’t Ask, Don’t Tell law was less successful in integrating transgender soldiers. Meanwhile, recent sexual harassment scandals show that progress is similarly fleeting in gender relations. In this article, we argue that while the aims of diversity management are important, they need an accompanying vision of what the future looks like after achieving those aims. The postdiversity vision includes more than the elimination of discriminatory behaviors; it describes what the defense establishment looks like and how it functions when diversity management is no longer required. Expressing this vision allows for more reliable and durable measures of performance and effectiveness of inclusion efforts.
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| 4 |
ID:
140071
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