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The Application of the Personalization Model in Diversity Management

[Zeitschriftenartikel]

Ensari, Nurcan Karamolla; Miller, Norman

Zitationshinweis

Bitte beziehen Sie sich beim Zitieren dieses Dokumentes immer auf folgenden Persistent Identifier (PID):http://nbn-resolving.de/urn:nbn:de:0168-ssoar-228082

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Abstract In an attempt to extend the existing approaches to diversity management, and present a theoretically based intervention strategy that offers ways to reduce prejudice at the workplace, this article reviews the Personalization Model (Brewer & Miller, 1984; Ensari & Miller, 2002; Miller, 2002) and its components (self-other comparison, self-disclosure, and empathy). We argue that, when applied in an organizational context, personalization can improve intergroup relations in organizations, and thereby increase effectiveness and productivity. The present article also discusses how personalization effects can be extended to the out-group as a whole, and proposes alternative ways to implement it in organizations. We further present ideas for future research that can potentially explore the beneficial effects of intergroup personalized contact at the workplace.
Freie Schlagwörter diversity; intergroup relations; personalization;
Sprache Dokument Englisch
Publikationsjahr 2006
Seitenangabe S. 589-607
Zeitschriftentitel Group Processes & Intergroup Relations, 9 (2006) 4
DOI http://dx.doi.org/10.1177/1368430206067679
Status Postprint; begutachtet (peer reviewed)
Lizenz PEER Licence Agreement (applicable only to documents from PEER project)
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