Difference between revisions of "Deep-level diversity"
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==Definitions== | ==Definitions== | ||
According to [[Organizational Behavior by Robbins and Judge (17th edition)]], | According to [[Organizational Behavior by Robbins and Judge (17th edition)]], | ||
| − | + | :[[Deep-level diversity]]. The concept that organizations are becoming more heterogeneous in terms of gender, age, race, ethnicity, sexual orientation, and other characteristics. | |
| + | According to [[Management by Robbins and Coulter (14th edition)]], | ||
| + | :[[Deep-level diversity]]. Differences in values, personality, and work preferences. | ||
==Related concepts== | ==Related concepts== | ||
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*[[Social Rationale Quarter]]. | *[[Social Rationale Quarter]]. | ||
| − | [[Category: Septem Artes Administrativi]][[Category: Articles]] | + | [[Category:Management]][[Category: Septem Artes Administrativi]][[Category: Articles]] |
Latest revision as of 16:42, 1 June 2020
Deep-level diversity is the concept that organizations are becoming more heterogeneous in terms of gender, age, race, ethnicity, sexual orientation, and other characteristics.
Definitions
According to Organizational Behavior by Robbins and Judge (17th edition),
- Deep-level diversity. The concept that organizations are becoming more heterogeneous in terms of gender, age, race, ethnicity, sexual orientation, and other characteristics.
According to Management by Robbins and Coulter (14th edition),
- Deep-level diversity. Differences in values, personality, and work preferences.
