000			01503naa a2200193uu 4500
001			0041611460737
003			OSt
005			20190211171020.0
008			100416s2009 xx ||||gr |0|| 0 eng d
100	1		_aPITTS, David W. _923977
245	1	0	_aGetting to know you : _bethnic diversity, time and performance in public organizations
260			_aMalden : _bWiley-Blackwell, _cSeptember 2009
520	3		_aResearch on links between ethnic diversity and performance frequently illustrates that organizational diversity leads to process-oriented problems and negative work-related outcomes. This can cause problems for public managers who are tasked to increase workforce diversity for normative purposes but are nonetheless required to focus on performance goals. In this study, we test the proposition that managers can improve work-related outcomes in diverse organizations by focusing on stability and allowing diverse groups to 'get to know' one another, a process that should improve communication and coordination difficulties inherent in ethnic diversity. Our results show that the negative relationship between ethnic diversity and organizational performance does indeed lessen with time and stability.
700	1		_aJARRY, ELizabeth M. _939518
773	0	8	_tPublic Administration: An International Quarterly _g87, 3, p. 503-518 _dMalden : Wiley-Blackwell, September 2009 _xISSN 00333298 _w
942			_cS
998			_a20100416 _b1146^b _cDaiane
998			_a20100420 _b1558^b _cCarolina
999			_aConvertido do Formato PHL _bPHL2MARC21 1.1 _c32420 _d32420
041			_aeng