Kurzus nemzetközi vendég- és részidős hallgatóknak

Kar

Pedagógiai és Pszichológiai Kar

Szervezet

PPK Pszichológiai Intézet

Kód

PSZM21-MO-VEZ-103

Cím

Challenges in Ever-Changing World: Diversity in Organizations

Tervezett félév

Mindkét

ECTS

4

Nyelv

en

Oktatás célja

COURSE DESCRIPTION (GENERAL DESCRIPTION) Course title: Diversity in organizations Course code: PSZM21-MO-VEZ-103 és PSZM21-MO-INTK-105:1 Aim of the course Aim of the course The course will present overview of diversity issues in organizations. Students will learn first about common obstacles of inclusion as well as mechanism that creates unequal opportunities for many employes of different minority backgrounds and privilege others. Not only the concepts that describe the social psychological mechanism that result in prejudice and discrimination – for example the glass ceiling, the glass ceiling, the glass escalator, the glass cliff, the backlash the token status, masculinity contest culture will be discussed but approaches and methods of diversity management and good practices as well. Learning outcome, competences knowledge: Acquaintance with the most important theoretical approaches and concepts of workplace divertiy Familiarty with the basic criteria of programs and trainings aiming at promoting diversity attitude: Commitment towards fairness and inclusivity Respecting human rights and human dignity skills: Abilty to evaluate policies and interventions in regards of their inclusivity Ability to reflect at own stereotypes and prejudices Autonómia/ felelősség Content of the course Topic of the course Why diversity is important for the organisations? (theories, approaches) Focus on ethnicity, race, gender, disability, age Work as a masculinity contest, privilege and fairness Vertical and horizontal segregetaion in organisations Social identities and identifications, identity threat Stereotypes, prejudices, and discrimination Tokens and the illusion of meritocracy Strategies: color and gender „blindness” vs „awareness” Identification with the leader and belonging Making the most of diversity in teams Building diversity competencies Diversity management Inclusive leadership Creating an inclusive climate Learning activities, learning methods Interactive presentations Group work: case study Essay: literature review Evaluation of outcomes Learning requirements, mode of evaluation and criteria of evaluation: Requirements Mode of evaluation:: Group work: 50 % Essay: 50 % Criteria of evaluation:: Adequate knowledge of the literature and the topics discussed in class Application of the theoretical knowledge for the case study The references are in accordance with the APA’s requirements Reading list Compulsory reading list Hays-Thomas, R. (2016). Managing workplace diversity and inclusion: A psychological perspective. Taylor & Francis. (chapters) Barak, M. E. M. (2016). Managing diversity: Toward a globally inclusive workplace. Sage Publications.(chapters) Danaher, K., & Branscombe, N. R. (2010). Maintaining the system with tokenism: Bolstering individual mobility beliefs and identification with a discriminatory organization. British Journal of Social Psychology, 49(2), 343-362. Brown, E. R., & Diekman, A. B. (2013). Differential effects of female and male candidates on system justification: Can cracks in the glass ceiling foster complacency?. European Journal of Social Psychology, 43(4), 299-306. Berdahl, J. L., Cooper, M., Glick, P., Livingston, R. W., & Williams, J. C. (2018). Work as a masculinity contest. Journal of Social Issues, 74(3), 422-448. Wilson‐Kovacs, D., Ryan, M. K., Haslam, S. A., & Rabinovich, A. (2008). ‘Just because you can get a wheelchair in the building doesn't necessarily mean that you can still participate’: barriers to the career advancement of disabled professionals. Disability & Society, 23(7), 705-717. van Laar, C., Ellemers, N., & Raghoe, G. (2015). Extending the Queen Bee Effect: How Hindustani Workers Cope with Disadvantage by Distancing the Self from the Group. Journal of Social Issues, 71(3), 476–496. Morgenroth, T., Ryan, M. K., Rink, F., & Begeny, C. (2020). The (in) compatibility of identities: Understanding gender differences in work–life conflict through the fit with leaders. British Journal of Social Psychology. Steffens, N. K., Peters, K., Haslam, S. A., & Platow, M. J. (2018). One of us… and us… and us: Evidence that leaders’ multiple identity prototypicality (LMIP) is related to their perceived effectiveness. Comprehensive Results in Social Psychology, 3(2), 175-199. Morgenroth, T., Ryan, M. K., & Sønderlund, A. L. (2020). Think Manager–Think Parent? Investigating the fatherhood advantage and the motherhood penalty using the Think Manager–Think Male paradigm. Journal of Applied Social Psychology. Feenstra, S., Begeny, C. T., Ryan, M. K., Rink, F. A., Stoker, J. I., & Jordan, J. (2020). Contextualizing the Impostor “Syndrome”. Frontiers in Psychology, 11, 3206. Goodwin, R. D., Dodson, S. J., Chen, J. M., & Diekmann, K. A. (2020). Gender, Sense of Power, and Desire to Lead: Why Women Don’t “Lean In” to Apply to Leadership Groups That Are Majority-Male. Psychology of Women Quarterly, 44(4), 468-487. Dormanen, R., Sanders, C. S., Maffly-Kipp, J., Smith, J. L., & Vess, M. (2020). Assimilation Undercuts Authenticity: A Consequence of Women’s Masculine Self-Presentation in Masculine Contexts. Psychology of Women Quarterly, 44(4), 488-502. MICEP Course Material: Diversity management Jayne, M. E., & Dipboye, R. L. (2004). Leveraging diversity to improve business performance: Research findings and recommendations for organizations. Human Resource Management: Published in Cooperation with the School of Business Administration, The University of Michigan and in alliance with the Society of Human Resources Management, 43(4), 409-424. Singh, B., Winkel, D. E., & Selvarajan, T. T. (2013). Managing diversity at work: Does psychological safety hold the key to racial differences in employee performance?. Journal of Occupational and Organizational Psychology, 86(2), 242-263. Emerson, K. T., & Murphy, M. C. (2014). Identity threat at work: How social identity threat and situational cues contribute to racial and ethnic disparities in the workplace. Cultural Diversity and Ethnic Minority Psychology, 20(4), 508. Diverse, inclusive workplace for the Roma and for others http://cps.ceu.edu/article/2020-01-16/diverse-inclusive-workplace-roma-and-others Thanem, T. (2008). Embodying disability in diversity management research. Equal Opportunities International, 27(7), 581-595. Recommended reading list de Aquino C.T.E. & Robertson R.W. (2018). Diversity and Inclusion in the Global Workplace. Aligining Intitiatives with Strategic Business Goals. Palgrave Macmillan Villesèche, F., Muhr, S. L., & Holck, L. (2018). Diversity and identity in the workplace: Connections and perspectives. Palgrave Macmillan Werth, Shalene, and Charlotte Brownlow.(2018) Work and Identity. Palgrave Macmillan

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