Andere Kunden interessierten sich auch für
![Neo-Institutionalismus als Erklärungsansatz des Wandels von Organisationen]( "Neo-Institutionalismus als Erklärungsansatz des Wandels von Organisationen")
Neo-Institutionalismus als Erklärungsansatz des Wandels von Organisationen18,95 €![Human Resource Management in Consulting Firms]( "Human Resource Management in Consulting Firms")
Human Resource Management in Consulting Firms53,49 €![Diversity Management: An Overview]( "Diversity Management: An Overview")
Diversity Management: An Overview50,99 €![The Convergence of Prices to Fundamental Values]( "The Convergence of Prices to Fundamental Values")
The Convergence of Prices to Fundamental Values32,99 €![Divergence in Managerial Accounting Practices]( "Divergence in Managerial Accounting Practices")
Divergence in Managerial Accounting Practices32,99 €![Management of Convergence in Innovation]( "Management of Convergence in Innovation")
Management of Convergence in Innovation110,99 €![Reasons why Diversity Management is important]( "Reasons why Diversity Management is important")
Reasons why Diversity Management is important18,95 €
According to recent studies by the "Institute for Future Studies" located in Austria, eleven significant so-called megatrends within Western Society have been formed over the past 30 years. One significant trend investigated was the shift in employee relations from a collective to an individualistic approach. This paper had the objective to better understand, how collectivism and individualism in the context of Diversity Management and Neo- Institutionalism converge or diverge. Historical developments and theoretical foundations of Industrial Relations and Diversity Management were part of this research as well as related perspectives of trade union representatives, works council institutions and business representatives from the financial services and manufacturing sector in Austria. This analysis has shown that significant differences and similarities between both approaches can be found.