WEKO3
アイテム
米国における雇用の機会平等とステイクホルダー
https://doi.org/10.34356/00000597
https://doi.org/10.34356/000005971fd3e813-2288-4164-94e5-df7c32248795
| 名前 / ファイル | ライセンス | アクション |
|---|---|---|
米国における雇用の機会平等とステイクホルダー (660.9 kB)
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| Item type | 紀要論文 / Departmental Bulletin Paper(1) | |||||||
|---|---|---|---|---|---|---|---|---|
| 公開日 | 2012-03-22 | |||||||
| タイトル | ||||||||
| タイトル | 米国における雇用の機会平等とステイクホルダー | |||||||
| 言語 | ||||||||
| 言語 | jpn | |||||||
| キーワード | ||||||||
| 主題Scheme | Other | |||||||
| 主題 | 機会平等 | |||||||
| キーワード | ||||||||
| 主題Scheme | Other | |||||||
| 主題 | ステイクホルダー | |||||||
| キーワード | ||||||||
| 主題Scheme | Other | |||||||
| 主題 | 米国例外主義 | |||||||
| キーワード | ||||||||
| 主題Scheme | Other | |||||||
| 主題 | 公民権法 | |||||||
| キーワード | ||||||||
| 主題Scheme | Other | |||||||
| 主題 | タイトル・セブン | |||||||
| キーワード | ||||||||
| 主題Scheme | Other | |||||||
| 主題 | アファーマティブ・アクション | |||||||
| 資源タイプ | ||||||||
| 資源タイプ識別子 | http://purl.org/coar/resource_type/c_6501 | |||||||
| 資源タイプ | departmental bulletin paper | |||||||
| ID登録 | ||||||||
| ID登録 | 10.34356/00000597 | |||||||
| ID登録タイプ | JaLC | |||||||
| 別タイトル | ||||||||
| その他のタイトル | Stakeholders for Equal Opportunity of the Corporation in U.S. | |||||||
| 著者 |
野畑, 眞理子
× 野畑, 眞理子
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| 著者別名 | ||||||||
| 識別子Scheme | WEKO | |||||||
| 識別子 | 9949 | |||||||
| 姓名 | NOHATA, Mariko | |||||||
| 抄録 | ||||||||
| 内容記述タイプ | Abstract | |||||||
| 内容記述 | This paper discusses about the stakeholders and their actions, who gave impacts onto the elimination of employment discrimination of the U.S. since 1960s. Movements to achieve Equal Employment Opportunity(EEO) became very active after the 60s, and America’s exceptionalism that is characterized by the tradition of laissez-faire, the separation of powers among the three pillars of government, distribution of authority between Federal and states governments, and common law, has yielded special features in the way to achieve equal opportunity of the corporation. The 60s is the period when serious efforts began to abolish discrimination against black people and women. The principal stakeholders who gave impacts on EEO were government, civil rights movements, leading personnel executives and experts, and their organizations. The 70s is the period when regulations to end discrimination were reinforced, various programs were developed for EEO accordingly, and many companies adopted them. The principal stakeholders were government, leading employers and personnel experts, and their networks among companies. Since the 80s a paradigm has shifted from EEO and Affirmative Action to managing diversity. New diversity programs were invented and deployed widely. They were, however, something that reconstructed equal opportunity programs and not anything that was different from compliance. The principal stakeholders were judicatory and leading chief executive officers and human resource experts. And the stakeholders who had influences on work-life programs are government, mass media, business journals and books, HR journals and books, leading employers and HR experts, and consultants. The dynamism of various stakeholders has promoted equal opportunity in the workplace, and a chart of stakeholders classified is presented. | |||||||
| 出版者 | ||||||||
| 出版者 | 都留文科大学大学院 | |||||||
| 書誌情報 |
都留文科大学大学院紀要 en : 都留文科大学大学院紀要 号 16, p. 1-28, 発行日 2012-03-19 |
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| ISSN | ||||||||
| 収録物識別子タイプ | ISSN | |||||||
| 収録物識別子 | 1880-1439 | |||||||
| NCID | ||||||||
| 収録物識別子タイプ | NCID | |||||||
| 収録物識別子 | AA11162950 | |||||||
| 著者版フラグ | ||||||||
| 出版タイプ | VoR | |||||||
| 出版タイプResource | http://purl.org/coar/version/c_970fb48d4fbd8a85 | |||||||
