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Philosophy Assignment 代写:工作的多样性

Philosophy Assignment 代写:工作的多样性

正如它所说的,“我们不总是知道如何抓住它,我们不意识到这个术语可以发送回的多个维度”(点S,编辑在2007)。事实上,这一概念的出现,在公司,以及它的恢复是最近的考虑,即使在建设阶段。在其最广泛的定义,它发送回一个社会实体的成员之间的个体差异的存在(托马斯,1991,科尼特引用的,点S,2007)。

但这个定义仍然是模糊的,相对模糊的,因为它是必要的定义有关的差异的类型,位置变化。在其最广泛的版本,分集发送回一切典型的特征,最为明显(民族、性别、残疾、年龄)的最小可辨(人格、会员的政治、价值,信仰、行为、性取向、职业、社会出身、等)

演员选择的标准可以在一个非常重要的方式波动,根据情况。Prasad说«流体的身份»考虑的重要性给予一些或特异性根据组织环境的变化,也是文化和民族(Prasad,2006、科尼特名言)。因此,要抓住理所当然的重要性,做一个特殊性,有必要在社会历史上取代它的国家,并在工商部门或公司结构的标准。这是一个更具体的方式说明了面试的网络经理休利特帕卡德解释了我们的总体框架”计划的多样性”是在一级企业的目标和目标人群定义(适当的HP)但拒绝在不同的水平,在国家层面开始根据法律要求(残疾人的配额,在法国公司的配额,少数民族在美国或加拿大,等)。然后在每一个单位的水平:

“根据行业(软件、打印机等),有不同的问题。根据他们的地理存在,他们的数量和他们的目标,他们会定义什么想念他们。在打印机的业务中缺少的东西将不一定是在PC或软件的业务将错过什么“。毕竟,定义的特征可以完全不同,每个公司,每个国家,每个部门之间,所以,什么目标的多样性变得完全不透明有。

然而,在一个更严格,但更经典的视野,目标特征可以限制自己的性别,年龄,民族组和残疾。由于方法上的机会的原因,我们将选择集中在这些特殊性,这些标准是最经常保留的公司,也更容易有形。

Philosophy Assignment 代写:工作的多样性

As asserts it S. Point, ” we do not always know how to seize it and we are not conscious of the multiple dimensions to which the term can send back ” (Point S., edited in 2007). Indeed, the emergence of this notion in the company, as well as the considerations that it recovers is recent, even in phase of construction. In its most wide definition, it sends back to the presence of individual differences between the members of one social entity (Thomas, 1991 quoted by Cornet, Point S., on 2007).

But this definition remains indistinct and relatively vague and, since it is necessary to define the type of concerned differences, the positions vary. In its most extensive version, the diversity sends back to everything typify of characteristics, of the most visible (ethnic group, sex, handicap, age) in the least perceptible (personality, membership politics, values, faiths, behavior, Sexual orientation, career, social origin, etc.)

The criteria selected by the actors can fluctuate in a very important way according to the situations. Prasad speaks about «fluid identities» to consider the variation of the importance granted to some or such specificities according to the organizational contexts, but also cultural and national (Prasad, 2006, quoted by Cornet). So, to seize the granted importance done to a particularity, it is necessary to replace it in the social history of the country, and in the business sector or the company which structures the standard. This is illustrated in a more concrete way by an interview on internet of one manager of Hewlett Packard who explains us that general framework of the ” plan diversity ” is defined at the level corporate with objectives and target populations (proper to HP) but declined in various levels, to begin at the level of the country according to legal requirements (handicapped persons’ quotas in French companies, the quotas of ethnical minorities in the United States or in Canada, etc.). Then at the level of every units:

” According to sectors (software, printers, etc.), there are different problems. According to their geographical presences, to their populations and to their objectives, they will define what misses them. What is missing in the business of printers will not be necessarily what will be missing in the business of PC or the software “. After all, the defined characteristics can vary completely, between each company, each country, and each sector; so that what targets the diversity becomes completely opaque there.

However in a more restrictive but more classic vision, the target characteristics can limit themselves to the sex, to the age, to the ethnic group and to the handicap. For reasons of methodological opportunities, we shall choose to concentrate on these particularities; these criteria being most frequently retained by companies and also being more easily tangible.

 

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