Diversity in Organizations. Conditioning of the visible and the invisible
A society that has been making progress towards more openness than in the past, with a speech supported by new values, brought to the light the social demands from groups that have historically been in the background, suffering –in not few occasions– high levels of discrim...
Guardado en:
| Autores principales: | , |
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| Formato: | Artículo revista |
| Lenguaje: | Español |
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Ediciones UNL
2020
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| Acceso en línea: | https://bibliotecavirtual.unl.edu.ar/publicaciones/index.php/CE/article/view/9272 |
| Aporte de: |
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I26-R133-article-9272 |
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ojs |
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Universidad Nacional del Litoral |
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I-26 |
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R-133 |
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Biblioteca Virtual - Publicaciones (UNL) |
| language |
Español |
| format |
Artículo revista |
| topic |
Administration Organizations Social Responsability Inclusion Diversity Administración Organizaciones Responsabilidad Social Inclusión Diversidad |
| spellingShingle |
Administration Organizations Social Responsability Inclusion Diversity Administración Organizaciones Responsabilidad Social Inclusión Diversidad Vinsennau, Daniel José Simonetta, Carlos David Diversity in Organizations. Conditioning of the visible and the invisible |
| topic_facet |
Administration Organizations Social Responsability Inclusion Diversity Administración Organizaciones Responsabilidad Social Inclusión Diversidad |
| author |
Vinsennau, Daniel José Simonetta, Carlos David |
| author_facet |
Vinsennau, Daniel José Simonetta, Carlos David |
| author_sort |
Vinsennau, Daniel José |
| title |
Diversity in Organizations. Conditioning of the visible and the invisible |
| title_short |
Diversity in Organizations. Conditioning of the visible and the invisible |
| title_full |
Diversity in Organizations. Conditioning of the visible and the invisible |
| title_fullStr |
Diversity in Organizations. Conditioning of the visible and the invisible |
| title_full_unstemmed |
Diversity in Organizations. Conditioning of the visible and the invisible |
| title_sort |
diversity in organizations. conditioning of the visible and the invisible |
| description |
A society that has been making progress towards more openness than in the past, with a speech supported by new values, brought to the light the social demands from groups that have historically been in the background, suffering –in not few occasions– high levels of discrimination. This made clear the existence of certain groups of diverse people with specific needsaccording to each one of their particular realities and gave rise to the idea of diversity, understood, in principle, as the total sum of the potential in every group of people because of the uniqueness of each of them, which is a recognition and an appreciation of the differences. Within the framework of a methodology that combines quantitative and qualitative phenomenological approaches, this paper aims to examine the visible and invisible constraints that affect the notion of diversity in the ideological consideration of the actors involved in the daily routine of the organizational complexity pertaining to the environment of the Unicen-Tandil. The results draw to the conclusion that the issue presents a field of study that is to be explored, in which the visible and the non-visible diversities create different types of conditioning. The propensity to lead diverse groups and recruit diverse people depends on the category of the diversity in question,and for some categories there are some indications of prejudice. |
| publisher |
Ediciones UNL |
| publishDate |
2020 |
| url |
https://bibliotecavirtual.unl.edu.ar/publicaciones/index.php/CE/article/view/9272 |
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AT vinsennaudanieljose diversityinorganizationsconditioningofthevisibleandtheinvisible AT simonettacarlosdavid diversityinorganizationsconditioningofthevisibleandtheinvisible AT vinsennaudanieljose diversidadenlasorganizacionescondicionamientosdelovisibleyloinvisible AT simonettacarlosdavid diversidadenlasorganizacionescondicionamientosdelovisibleyloinvisible |
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2023-07-05T23:04:53Z |
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I26-R133-article-92722021-07-13T11:56:23Z Diversity in Organizations. Conditioning of the visible and the invisible Diversidad en las organizaciones. Condicionamientos de lo visible y lo invisible Vinsennau, Daniel José Simonetta, Carlos David Administration Organizations Social Responsability Inclusion Diversity Administración Organizaciones Responsabilidad Social Inclusión Diversidad A society that has been making progress towards more openness than in the past, with a speech supported by new values, brought to the light the social demands from groups that have historically been in the background, suffering –in not few occasions– high levels of discrimination. This made clear the existence of certain groups of diverse people with specific needsaccording to each one of their particular realities and gave rise to the idea of diversity, understood, in principle, as the total sum of the potential in every group of people because of the uniqueness of each of them, which is a recognition and an appreciation of the differences. Within the framework of a methodology that combines quantitative and qualitative phenomenological approaches, this paper aims to examine the visible and invisible constraints that affect the notion of diversity in the ideological consideration of the actors involved in the daily routine of the organizational complexity pertaining to the environment of the Unicen-Tandil. The results draw to the conclusion that the issue presents a field of study that is to be explored, in which the visible and the non-visible diversities create different types of conditioning. The propensity to lead diverse groups and recruit diverse people depends on the category of the diversity in question,and for some categories there are some indications of prejudice. Una sociedad que ha ido progresando hacia modos más abiertos que en el pasado, y con un discurso apoyado en nuevos valores, ha permitido visibilizar demandas sociales provenientes de grupos que históricamente han estado en un segundo plano, a la vez que sufriendo —en no pocas ocasiones— importantes niveles de discriminación. Esto ha hecho patente la existencia de ciertos grupos de personas «diversas» con necesidades específicas de acuerdo con cada una de sus particulares realidades. Lo que ha dado lugar a la idea de diversidad entendida, en principio, como la suma total del potencial que se encuentra en todo grupo de personas a causa de la singularidad de cada una de ellas; lo que supone un reconocimiento y apreciación de las diferencias. En el marco de una metodología que combina enfoques cuantitativos y cualitativos de carácter fenomenológico, el presente trabajo pretende examinar los condicionamientos visibles e invisibles que afectan la noción de diversidad en la consideración ideológica de actores involucrados en la cotidianeidad de la complejidad organizacional pertenecientes al entorno de la UNICEN– Tandil. Los resultados obtenidos alientan a concluir que el tema presenta un campo de estudio a explorar en el que la diversidad visible despierta condicionamientos distintos de los de la diversidad no visible. La propensión a liderar grupos diversos y reclutar personas diversas depende de la categoría de diversidad de la que se trate, y existen algunos indicios de prejuicios para algunas categorías. Ediciones UNL 2020-05-29 info:eu-repo/semantics/article info:eu-repo/semantics/publishedVersion application/pdf application/pdf https://bibliotecavirtual.unl.edu.ar/publicaciones/index.php/CE/article/view/9272 10.14409/rce.v2i-.9272 Ciencias Económicas; Vol. 2 (16): Ciencias Económicas; 91-115 Ciencias Económicas; Vol. 2 (16): Ciencias Económicas; 91-115 2362-552X 1666-8359 10.14409/rce.v2i0 spa https://bibliotecavirtual.unl.edu.ar/publicaciones/index.php/CE/article/view/9272/12602 https://bibliotecavirtual.unl.edu.ar/publicaciones/index.php/CE/article/view/9272/12603 Derechos de autor 2020 Daniel José Vinsennau, Carlos David Simonetta |