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米国企業におけるダイバーシティ・イニシアティブ-アファーマティブ・アクションからマネジング・ダイバーシティへ-
https://doi.org/10.34356/00000604
https://doi.org/10.34356/00000604d8f3a8c7-639d-4cfc-ae37-9efcbde79223
名前 / ファイル | ライセンス | アクション |
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米国企業におけるダイバーシティ・イニシアティブ-アファーマティブ・アクションからマネジング・ダイバーシティへ- (655.0 kB)
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Item type | 紀要論文 / Departmental Bulletin Paper(1) | |||||
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公開日 | 2013-03-27 | |||||
タイトル | ||||||
タイトル | 米国企業におけるダイバーシティ・イニシアティブ-アファーマティブ・アクションからマネジング・ダイバーシティへ- | |||||
言語 | ||||||
言語 | jpn | |||||
キーワード | ||||||
主題Scheme | Other | |||||
主題 | アファーマティブ・アクション | |||||
キーワード | ||||||
主題Scheme | Other | |||||
主題 | ダイバーシティ理解Understanding Diversity | |||||
キーワード | ||||||
主題Scheme | Other | |||||
主題 | ダイバーシティ尊重Valuing Diversity | |||||
キーワード | ||||||
主題Scheme | Other | |||||
主題 | マネジング・ダイバーシティ | |||||
キーワード | ||||||
主題Scheme | Other | |||||
主題 | 組織の変革 | |||||
キーワード | ||||||
主題Scheme | Other | |||||
主題 | インクルージョン | |||||
キーワード | ||||||
主題Scheme | Other | |||||
主題 | カラー&ジェンダー・ブラインド主義 | |||||
キーワード | ||||||
主題Scheme | Other | |||||
主題 | 集団と個人 | |||||
キーワード | ||||||
主題Scheme | Other | |||||
主題 | 経営層のコミットメント | |||||
キーワード | ||||||
主題Scheme | Other | |||||
主題 | “same words, different language,” | |||||
キーワード | ||||||
主題Scheme | Other | |||||
主題 | gender intelligence | |||||
キーワード | ||||||
主題Scheme | Other | |||||
主題 | gender-balanced leadership | |||||
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 | 10.34356/00000604 | |||||
ID登録タイプ | JaLC | |||||
別タイトル | ||||||
その他のタイトル | The Diversity Initiative in Corporate America: From Affirmative Action to Managing Diversity | |||||
著者 |
野畑, 眞理子
× 野畑, 眞理子 |
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著者別名 | ||||||
姓名 | NOHATA, Mariko | |||||
抄録 | ||||||
内容記述タイプ | Abstract | |||||
内容記述 | This paper discusses the philosophy and practice of managing diversity have been acquired through implementation of affirmative action and valuing diversity in historical diversity initiatives of corporate America. Affirmative action is now controversial and often criticized for reverse discrimination. Corporate America, by contrast, welcomes managing diversity for competitive advantage as a business strategy. They say one of major factors which drove companies to the new philosophy and practice of managing diversity was the forecast of workforce predicted by Workforce 2000 (Johnston and Packer, 1987), but those could already be seen in the struggles of companies and their employees around affirmative action and valuing diversity before the report. Japanese companies began to conduct managing diversity initiative. It is, however, inevitably required to study the achievement of affirmative action and valuing diversity practices in order to obtain effective managing diversity which is imperative in Japanese companies where especially rank of gender equality is extremely low in the world. | |||||
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 17, p. 1-18, 発行日 2013-03-19 |
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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 |