000			01881naa a2200193uu 4500
001			7181
003			OSt
005			20190211154225.0
008			020924s2005 xx ||||gr |0|| 0 eng d
100	1		_aELY, Robin J _93235
245	1	0	_aCultural diversity at work : _bthe effects of diversity perspectives on work group processes and outcomes
260			_c2001
520	3		_aThis paper develops theory about the conditions under which cultural diversity enhances or detracts from work group functioning. From qualitative research in three culturally diverse organizations, we identified three different perspectives on workforce diversity: the integration-and-learning perspective , the access-and-legitimancy perspective, and the discimination-and-fairness perspective. The perspective on diversity a work group held influenced how people expresed and managed tensions related to diversity, whether those who had been traditionally underrepresented in the organization felt respected and valued by their colleagues, and how people interpreted the meaning of their racial identity at work. These, in turn, had implications for how well the work group and its members functioned. All three perspectives on diversity had been successful in motivating managers to deversify their staffs, but only the integration-and learning perspective provided the rationale and guidance needed to achieve sustained benefits from diversity. By identifying the conditions that intervene between the demographic composition of a work group and its functioning, our research helps to explain mixed results on the relationshipt between cultural diversity and work group outcomes
700	1		_aTHOMAS, David A _910636
773	0	8	_tAdministrative Science Quarterly _g46, 2, p. 229-273 _d, 2001 _w
942			_cS
998			_a20020924 _bCassio _cCassio
998			_a20081106 _b1005^b _cZailton
999			_aConvertido do Formato PHL _bPHL2MARC21 1.1 _c7337 _d7337
041			_aeng