000			04142nam a2200421Ii 4500
001			9781787541955
003			UtOrBLW
005			20210303084848.0
006			m o d
007			cr un|||||||||
008			190415s2019 enk ob 001 0 eng d
020			_a9781787541955 (e-book)
040			_aUtOrBLW _beng _erda _cUtOrBLW
050		4	_aHD7255 _b.F39 2019
072		7	_aBUS000000 _2bisacsh
072		7	_aKJM _2bicssc
080			_a658.3
082	0	4	_a362.40484 _223
100	1		_aFawzy, Camelia M., _eauthor.
245	1	4	_aThe inclusive management strategy : _bengineering culture change for employees with disabilities / _cCamelia Fawzy, DM (University of Maryland University College, USA), and Brenda Shore, DM (University of Phoenix, USA).
264		1	_bEmerald Publishing Limited,
300			_a1 online resource (xii, 154 pages)
504			_aIncludes bibliographical references and index.
505	0		_aPrelims -- Introduction -- Part I: Respecting disAbilities -- Chapter 1: Defining disAbilities -- Chapter 2: Inclusion and respect -- Part II: Culture change = mind change -- Chapter 3: The Inclusive Management Strategy engineering culture change -- Part III: Fairness and threat the gatekeepers -- Chapter 4: The fairness dilemma -- Chapter 5: Equity, the gateway to engaging in change -- Chapter 6: Reduce threats by hiring strengths -- Part IV: The transformational learning structure = a mind-changing mechanism -- Chapter 7: Learning, the most empowering tool -- Chapter 8: Change leaders: addressing biases during unfreezing -- Part V: Empowering learning structures -- Chapter 9: Learning that opens doors to mind-change -- Chapter 10: Learning conversations -- Chapter 11: Who is on this TEAM? -- Chapter 12: Networks for mutual learning -- Part VI: Conclusion -- Chapter 13: Make change stick -- References -- Appendix ADA, an attorney perspective -- Index.
520			_aEvery person has the potential to contribute to an organization as long as they have access to the right opportunities and connections, yet it sometimes is all too obvious that the stigma associated with a person's disability can have a negative impact on their ability to develop healthy work relationships with peers and supervisors. This situation can only be remedied through effective change management, a systematic approach to designing, implementing, and measuring progress on unique culture-change goals.Here Camelia Fawzy and Brenda Shore draw upon more than 40 years of research and practical business experience to support leaders and managers' efforts in transforming organizations and providing inclusive work opportunities for people with disAbilities (PwDs). What Fawzy and Shore offer is The Inclusive Management Strategy (IMS), an innovative approach to evaluating culture-change needs and to designing and implementing change solutions that address unique needs in order to create authentically inclusive social work-environments for PwDs. They address stigmatized differences associated with disabilities that lead to reducing fear, resentment, and anxiety in the organizational climate, ultimately arguing that culture change can only be achieved when most of our employees are engaged in a mind-change process, a conscious effort to change stigmatizing views associated with differences that need to be accommodated.For the practical, implementable plans of action it offers, The Inclusive Management Strategy is a must-read for managers and supervisors involved with policy, decision-making, strategy, and daily accommodations for PwDs.
588	0		_aPrint version record
650		0	_aPeople with disabilities _xEmployment.
650		0	_aOrganizational change.
650		7	_aBusiness & Economics _xGeneral. _2bisacsh
650		7	_aManagement & management techniques. _2bicssc
700	1		_aShore, Brenda, _eauthor.
776			_z9781787541962
856	4	0	_uhttps://www.emerald.com/insight/publication/doi/10.1108/9781787541955
999			_c29822 _d29822