8/12/2023 0 Comments Micro mezzo and macro levelsMicro/mezzo dimensions are defined and described ‘Social identity theory’. So therefore, in many situations, it is unnecessary to manipulate affirmative action as the shareholders and stakeholders have the economic interest to avoid discrimination (Mor Barak, 2011). That is the reason why the forces which are leading to discrimination, they are also able to act to preserve the discrimination. In an international organization, all this factors in the macro dimension are certainly effecting on the ‘ Global economy ’ in order to achieve the optimum target. Negative impacts are exampled as like as individual to institutional, intentional to unintentional, overt to covert etc. Due to personal characteristics, differential treatment has definitely negative impacts in the working environment. ‘ Public policy ’ in the discrimination is regarding affirmative and negative aspects of outcome for an organization which is internationally diversified. There are debates for and against positive action such as everyone has something to contribute on the other, hand that may undermine real achievements (Mor Barak, 2011). ‘ Legislation ’ has got both negative and positive action, such as prohibiting discrimination and offers the advantages to the disadvantaged group. For example, low birthrates, increase longevity low ratio retires of the developed country can create an adjustment with the high birthrates, reducing mortality and unemployment of a developing country to obtain a powerful workforce for a business organization (Mor Barak, 2011). That is a type of criteria to pull, push and put together towards the targeted outcome in a more diverse work place. ‘ International demographic trends ’ is a process of combining the low and high sides to achieve a goal in a diverse work force. The table below shows the micro and micro/mezzo dimensions, which has been directly taken from the book of Mor Barak, 2001.Ībbildung in dieser Leseprobe nicht enthalten ![]() Each particular field is widely and strongly able to influence in practical applications of the diversity management for an organization (Mor Barak, 2011). In the same time it refers to culture and communication, interpersonal cross-cultural relations in the work place (Mor Barak, 2011). On the other hand, micro/mezzo dimensions refer to individual and group aspects of diversity, theoretical explanations intergroup relations. The conceptual framework and organization which has depicted the definition of macro dimensions is basically consolidation of demographic trends, legislation, public policy and the global economy. ![]() Definitions and discussion of Macro & Micro/Mezzo dimensions
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