Type of bind: Hardcover
Dewey Decimal Number: 658.3008
EAN num: 9780803972889
ISBN number: 0803972881
Label: Sage Publications, Inc
Manufacturer: Sage Publications, Inc
Quantity: 1
Page Count: 200
Printing Date: February 24, 1997
Publishing house: Sage Publications, Inc
Sale Popularity Level: 4067080
Studio: Sage Publications, Inc
Editor's Notes and Comments:
Product Description:
'This is a fascinating and mind-stretching discussion. Very original analysis of the ethics-diversity relationship and process model . . . . The authorÆs examples of the changes in one organization over a 10-year period are striking . . . . Makes a distinct contribution . . . . Allows the reader to go beyond the current models and keep the focus on organizational culture and management practices.' --Patricia Arredondo, Founder and Director, Empowerment Workshops, Ltd., Boston, Massachusetts Will increased diversity in the workplace lead to greater deviation from corporate ethical standards? Can the codes of ethics in U.S. corporations effectively govern employee ethical standards? Few, if any, of the current books on ethics in the American workplace consider the ethical concerns in an environment characterized by diversity. Ethical Dimensions of Diversity takes an in-depth look at the relationship between the many kinds of diversityùincluding cultural, racial, ethnic, and a variety of othersùand the ways they affect decision making within organizations. Author Willie E. Hopkins provides a theoretical overview, and also identifies points of potential conflict and subsequent effects on individual/organizational ethical paradigms, as well as suggesting possible ways of reconciling these conflicts. Ethical Dimensions of Diversity gives students and professionals the analytical skills and sensitivity necessary for dealing with the difficult combination of ethics and diversity, while also providing the practical application that business ethicists, and human resource professionals need.
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Rated by buyers -
Hopkins' discusion of the ethical dimensions of diversity is both timely and relevant and his process model of the ethics-diversity relationship provides a framework from which ethicists, OD practicioners and organizations who are addressing a changing work environment and workforce can begin a dialogue. He rightly recognizes and frames in intellectual terms, the dilemma with which this reviewer agrees. Today's organizations, as organizations have always been, are comfortable with the way in which power is distributed and maintained in that distribution. What Hopkins verbalizes, I believe helpfully, is the fear that I have heard expressed (or suppressed) in my discussions with managers, that is, that diversity will result in the chaotic introduction of mores and values that may not be consistent with those held in place by the status quo and, likely, most reflective of dominant views.
The importance of opening a dialogue to identify, examine and evaluate the presence and application of ethical standards in organizations and the possible entrance of new mores and values represented by diversity is high.
His process model of the ethics-diversity relationship offers a framework for initiating this dialogue. His references to other sources, such as his re-presentation of congruency and national culture clusters is a helpful resource for those uneducated about the distinctions. He also provides ten case studies by five scholars which could serve to generate healthy discusion among managers and those interested in the intersection of ethics and diversity.
The appreciation this reviewer has for Hopkins' introduction of the topic of the impact of diversity on the organizational culture is, however, overshadowed by her concern about his understanding of and presentation of many of the issues outside of the philosophical treatise on mores, ethics and culture. Hopkins' own prejudices and biases as well as his ignorance regarding distinctions between and among identity groups--such as ethnic cultural groups, sexual orientation identity groups, gender groups and legally-defined racial groups--and of classes protected by non-discrimination law were continously exposed in his discourse.
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