This book equips readers-both students and communication practitioners--with the theoretical understanding and practical skills they need to support nonprofit and for-profit management to create and assess diversity, equity, inclusion (DEI), and social identity intersectionality goals in their organizations.
This book equips readers-both students and communication practitioners--with the theoretical understanding and practical skills they need to support nonprofit and for-profit management to create and assess diversity, equity, inclusion (DEI), and social identity intersectionality goals in their organizations.Hinweis: Dieser Artikel kann nur an eine deutsche Lieferadresse ausgeliefert werden.
Donnalyn Pompper is Professor and Endowed Chair in Public Relations at the University of Oregon, USA. Tugce Ertem-Eray is an Assistant Professor in the Department of Communication at North Carolina State University, USA.
Inhaltsangabe
Part I: Exploring publics and what makes them tick 1. DEI and social identity intersectionality in organizational communication 2. Factoring in globalization, (mis)trust, risk, and sociopolitical contexts 3. How intersectionality in social identity works . . . at work Part II: Examining organizations and what motivates them 4. Power differentials in organizations and society 5. Social responsibility in corporations and nonprofits 6. Universality thinking about publics and its pitfalls Part III: Advancing communication and positive organizational change processes 7. Social media as a tool and as a weapon 8. Future directions for developing competence as a DEI change manager
Part I: Exploring publics and what makes them tick 1. DEI and social identity intersectionality in organizational communication 2. Factoring in globalization, (mis)trust, risk, and sociopolitical contexts 3. How intersectionality in social identity works . . . at work Part II: Examining organizations and what motivates them 4. Power differentials in organizations and society 5. Social responsibility in corporations and nonprofits 6. Universality thinking about publics and its pitfalls Part III: Advancing communication and positive organizational change processes 7. Social media as a tool and as a weapon 8. Future directions for developing competence as a DEI change manager
Part I: Exploring publics and what makes them tick 1. DEI and social identity intersectionality in organizational communication 2. Factoring in globalization, (mis)trust, risk, and sociopolitical contexts 3. How intersectionality in social identity works . . . at work Part II: Examining organizations and what motivates them 4. Power differentials in organizations and society 5. Social responsibility in corporations and nonprofits 6. Universality thinking about publics and its pitfalls Part III: Advancing communication and positive organizational change processes 7. Social media as a tool and as a weapon 8. Future directions for developing competence as a DEI change manager
Part I: Exploring publics and what makes them tick 1. DEI and social identity intersectionality in organizational communication 2. Factoring in globalization, (mis)trust, risk, and sociopolitical contexts 3. How intersectionality in social identity works . . . at work Part II: Examining organizations and what motivates them 4. Power differentials in organizations and society 5. Social responsibility in corporations and nonprofits 6. Universality thinking about publics and its pitfalls Part III: Advancing communication and positive organizational change processes 7. Social media as a tool and as a weapon 8. Future directions for developing competence as a DEI change manager
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