What is the Mor Barak inclusion/exclusion scale?
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Michàlle Mor Barak is in the vanguard of a new breed of social work and management experts focusing on global workforce diversity. In her award-winning book, Managing Diversity: Toward a Globally Inclusive Workplace (SAGE, 4th edition, 2017), she proposed an original model for creating an "inclusive workplace"– one that helps businesses, as well as public nonprofit organizations integrate with society via expanding circles of inclusion at the organizational,
community, state/national and international levels. The book has won the CHOICE award from the Association of College and University Libraries and the Academy of Management's Terry Book Award for "the most significant contribution to management knowledge." Show The Practice and Science of Social Good: Emerging Paths to Positive Social Impact | SAGE Publications Michalle E. Mor Barak To explore the practice and science of social good and identify avenues for producing research and evidence-based practice in this area. The main proposition of this paper is that social good has the potential to promote ideals that directly align with social work values, offer new alliances and innovative technologies for achieving them, and spark interest in macro practice. Increasing workplace inclusion: The promise of leader-member exchange | Human Service Organizations: Management, Leadership & Governance 2016 With increased workforce diversity, human service organizations are recognizing the need to create inclusive workplaces; yet little is known about how leaders can enhance workplace inclusion. We collected data at three time points in 6-month intervals from a public child welfare organization (n = 363). Using latent change score models, we analyzed whether leader-member exchange influenced how inclusion changed over time. Results indicate that favorable perceptions of leader-member exchange are associated with increased feelings of inclusion 6 and 12 months later. Findings highlight the importance of improving leadership interactions with their employees to increase workplace inclusion. The promise of diversity management for climate of inclusion: a state-of-the-art review and meta-analysis | Human Service Organizations: Management, Leadership & Governance 2016 Applying a theory-based conceptual model of organizational diversity, climate of inclusion, and beneficial/detrimental outcomes, this study analyzes 30 qualified studies (N = 496,740 workers) published during the past 2 decades. Results indicate that although diversity is associated with both beneficial and detrimental outcomes, diversity management efforts that promote a climate of inclusion are consistently associated with positive outcomes (? = .42, 95% CI = .29, .54) (N = 290,854). Findings suggest that human service organizations should move beyond a sole focus on increasing diversity representation to developing policies and practices that engender a climate of inclusion. Job stress and mental health among nonregular workers in Korea: What dimensions of job stress are associated with mental health? | Archives of environmental & occupational health 2013 Although nonregular workers experience higher job stress, poorer mental health, and different job stress dimensions relative to regular workers, little is known about which job stress dimensions are associated with poor mental health among nonregular workers. This study investigated the association between job stress dimensions and mental health among Korean nonregular workers. Data were collected from 333 nonregular workers in Seoul and Gyeonggi Province, and logistic regression analysis was conducted. Results of the study indicated that high job insecurity and lack of rewards had stronger associations with poor mental health than other dimensions of job stress when controlling for sociodemographic and psychosocial variables. It is important for the government and organizations to improve job security and reward systems to reduce job stress among nonregular workers and ultimately alleviate their mental health issues. How does Mor Barak define the inclusive workplace model?Coined by Mor Barak, the term 'inclusive workplace' refers to a model work environment that welcomes diversity on all levels. She developed the concept after seven years of research that included interviewing corporate executives, business leaders and employees from around the globe.
What is the inclusion scale?inclusion into its services: the Workplace Inclusion. Scale (WIS). The WIS is a tool that organizations can use to. quickly assess the impact of diversity and inclusion. efforts as perceived by those employees working.
How is inclusion measured?Employee feedback is also the most useful data source for measuring inclusion, especially when leaders can use a “pulse,” a quick survey, to check in with employees without adding to distractions. The challenge, however, is in first establishing the right metrics and then asking the right questions.
What is Gartner inclusion index?Gartner's Inclusion Index provides organizations with a measure of their ability to foster an inclusive work environment by testing their initiatives along seven key dimensions, including fair treatment, decision-making, trust and diversity.
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