WorldCat Identities

Klarsfeld, Alain

Works: 19 works in 77 publications in 2 languages and 1,210 library holdings
Genres: Cross-cultural studies  Academic theses 
Roles: Editor, Publishing director, Author, Other, Thesis advisor, Opponent
Classifications: HF5549.5.M5, 658.3008
Publication Timeline
Most widely held works by Alain Klarsfeld
International handbook on diversity management at work : country perspectives on diversity and equal treatment( )

35 editions published between 2010 and 2016 in English and held by 790 WorldCat member libraries worldwide

Managing and developing diversity is on the political and business agenda in many countries; therefore diversity management has become an area of knowledge and practice in its own right. Yet all too often it is referred to as a unifying concept, as if it were to be interpreted uniformly across all cultures and countries. The contributors to this volume expertly examine the relationship between diversity management and equality legislation within the different participating countries' national contexts. They advocate that such separation and sequencing between equality at work and diversity management is far from natural. This important original reference work will enhance awareness of potential pitfalls in addressing diversity. As such, it will be greatly appreciated by scholars who wish to better contextualize their research. The Handbook will also provide policy-makers with benchmark data regarding equal treatment and diversity as understood in other countries
Religious diversity in the workplace by Jawad Syed( Book )

7 editions published between 2017 and 2018 in English and held by 126 WorldCat member libraries worldwide

Employees bring their beliefs and religious values to work, and this can be a source of either positive performance or negative conflict. Social conflicts around religion impact more than societies and communities. They also impact organizations. 'Anti-religion' sentiments tend to be based on the perception that religion can be neatly separated from the 'more acceptable/palatable' spirituality, but this ignores the fact that - for most people - the two are intimately intertwined and inseparable. As religious identity is salient for a majority of the world's population, it is thus an important aspect of organizations - particularly those with a large and diverse body of employees. This handbook provides a timely and necessary analysis of religious diversity in organizations, investigating the role of national context, the intersections of religion with ethnicity and gender, and approaches to diversity management
Research handbook of international and comparative perspectives on diversity management( )

11 editions published in 2016 in English and held by 101 WorldCat member libraries worldwide

A comparative approach to current diversity management concerns facing nations. Spanning 19 countries and across Africa, it covers age, gender, ethnicity, disability, sexual orientation, national origin and the intersection of various dimensions of diversity. The multicultural and multi-country teams of contributors, leading scholars in their own countries, examine how the various actors react, adopt and manage the different dimensions of diversity, from a multitude of approaches, from national to sectoral and from tribes to trade unions, but always with a comparative, multi-country perspective
Nouveaux regards sur la gestion des compétences( Book )

3 editions published in 2006 in French and English and held by 88 WorldCat member libraries worldwide

Management de la diversité des ressources humaines : études empiriques et cas d'entreprises by Association francophone de gestion des ressources humaines( Book )

2 editions published in 2018 in French and held by 61 WorldCat member libraries worldwide

La 4e de couverture indique : "Arrivée en France il y a un peu plus de dix ans, la gestion de la diversité, conçue ici comme un ensemble d'actions visant à agir contre les discriminations et à promouvoir des cultures de travail inclusives, est passée du discours aux pratiques. Elle est principalement dévolue aux fonctions Ressources Humaines et à l'encadrement, mais ses enjeux et son application concernent tous les salarié.e.s. Le présent ouvrage est destiné tant aux praticien.nes qu'aux étudiant.e.s et chercheur.e.s. Il comble un besoin de diffusion de recherches récentes sur la mise en oeuvre concrète du management de la diversité en France. Il réunit des études empiriques réalisées par des membres du Groupe de Recherche Thématique (GRT) Diversité au sein de l'Association Francophone de Gestion des Ressources Humaines (AGRH). Ce groupe d'enseignants-chercheurs, créé en janvier 2007, vise à produire et à diffuser à un large public des savoirs liés à la thématique de la diversité et de la lutte contre les discriminations. Les six premiers chapitres de l'ouvrage sont consacrés à des études de cas d'entreprises et tentent de répondre aux questions suivantes : quels sont les enjeux, les processus de conception et le contenu des politiques de diversité? Quels freins, leviers et premiers effets peut-on observer? Les six chapitres suivants portent sur des dimensions spécifiques de la diversité : égalité femmes-hommes, origine, handicap, orientation sexuelle et identité de genre. Le dernier chapitre propose une analyse des liens entre politiques de diversité et politiques de gestion de ressources humaines. Les chapitres, tous écrits par des experts reconnus, s'achèvent sur deux tableaux récapitulant les principaux enseignements et les implications managériales."
La compétence, ses définitions, ses enjeux by Alain Klarsfeld( )

4 editions published in 2000 in French and held by 23 WorldCat member libraries worldwide

L'institution d'une logique compétence dans l'industrie pharmaceutique : un enjeu de redéfinition du lien branche-entreprises by Centre d'études et de recherches sur les qualifications (France)( Book )

1 edition published in 1998 in French and held by 4 WorldCat member libraries worldwide

International handbook on diversity management at work by Alain Klarsfeld( Book )

3 editions published in 2014 in English and held by 4 WorldCat member libraries worldwide

International handbook on diversity management at work : country perspectives on diversity and equal treatment( )

1 edition published in 2014 in English and held by 3 WorldCat member libraries worldwide

Understanding "individualization" in human resource management : the case of "skill-based pay" in France by Alan Jenkins( )

1 edition published in 2002 in English and held by 2 WorldCat member libraries worldwide

Equality and diversity in the French context by Anne-Françoise BENDER( )

1 edition published in 2010 in English and held by 1 WorldCat member library worldwide

Gérer les compétences : des instruments aux processus : cas d'entreprises theoriques( Book )

1 edition published in 2003 in French and held by 1 WorldCat member library worldwide

International and comparative perspectives on diversity management: an overview( )

1 edition published in 2016 in English and held by 1 WorldCat member library worldwide

Comparative equality and diversity: main findings and research gaps( )

1 edition published in 2016 in English and held by 1 WorldCat member library worldwide

<Title><x>Abstract</x></title><sec><title>Purpose</title>- This is a special issue introduction on cross-cultural and comparative diversity management (DM). The purpose of this paper is to present five articles that explore and examine some of the complexities of equality and DM in various countries around the world.</sec><sec><title>Design/methodology/approach</title>- In this introductory paper, the authors provide an overview and the current state of literature on comparative research on equality and diversity. The authors also gathered a list of indices that is helpful as secondary data for informing comparative and cross-national research in this domain.</sec><sec><title>Findings</title>- To date, comparative work involving two or more countries is scarce with Canada/USA comparisons first appearing in the 1990s, followed by other groupings of countries a decade later. Existing comparative work has started to uncover the dialectics of voluntary and mandated action: both complement each other, although the order in which they appear vary from context to context. This work also acknowledges that there are varying degrees of intensity in the way that legislations may constrain employer action in encouraging a more diverse workforce, and that there is more than a binary choice between blind equality of rights (identity blind) and quota-based policies (affirmative action) available to decision makers.</sec><sec><title>Originality/value</title>- The comparative nature of these papers allows the reader to compare and contrast the different approaches to the adoption and implementation of DM. The authors also draw attention to several areas in cross-cultural DM research that have been understudied and deserve attention.</sec>
La gestion des compétences entre contingence, approche institutionnelle et rationalité limitée by Alain Klarsfeld( Book )

1 edition published in 2006 in French and held by 1 WorldCat member library worldwide

En première partie, nous formulons la proposition suivante : l'adoption des pratiques de gestion des compétences doit peu à des facteurs de contingence de nature technique, économique ou organisationnelle. Elle résulte d'une interaction entre des contraintes et processus de nature institutionnelle, et l'autonomie d'acteurs d'entreprise, qui peuvent faire le choix d'appliquer ces contraintes et processus " a minima ", ou au contraire de s'en emparer afin d'atteindre des objectifs de gestion. En seconde partie, nous définissons sept descripteurs de contenu (type de compétences rémunérées, maille, dynamique d'acquisition des compétences, direction d'acquisition, orientation temporelle, acteurs associés à l'évaluation des compétences et degré de formalisation de l'évaluation des compétences) ; et trois de processus d'élaboration (méthode d'analyse du travail, acteurs de l'analyse qu travail, et temporalité) pour caractériser les instrumentations de rémunération des compétences. Ces descripteurs peuvent être utilisés pour décrire des instrumentations de gestion des compétences en général, au-delà de leur seule rémunération. Nous trouvons que les pratiques de gestion des compétences étudiées - qu'elles portent sur la rémunération ou le développement des managers - ont peu d'effet sur la performance de l'organisation. Cependant, concernant la rémunération par les compétences, celle-ci impacte davantage la performance organisationnelle dans le secteur privé, soulignant une forme de contingence de ce mode de rémunération par rapport au secteur privé.· Des effets positifs sont également perçus lorsque les acteurs font état d'un lien entre l'instrumentation et des objectifs poursuivis par l'organisation. Ce résultat souligne la pertinence de l'approche en termes de rationalité limitée
Perceptions salariales de l'implémentation d'une nouvelle culture d'entreprise : le cas européen d'Airbus by Sophie Rodriguez( )

1 edition published in 2014 in French and held by 1 WorldCat member library worldwide

Aux frontières de la gestion des ressources humaines, du management stratégique et de la sociologie des organisations, cette thèse CIFRE porte sur les perceptions salariales de l'implémentation d'une nouvelle culture d'entreprise au sein d'Airbus. Elle vise à cerner les différents mécanismes de la conduite du changement de ses amorces, son processus de déploiement jusqu'à ses impacts psychologiques sur les salariés. Ce projet de recherche est basé sur une épistémologie constructiviste et une démarche abductive en quatre temps. La théorie des facteurs de contingence apporte un éclairage sur la nature et le niveau de pression qui s'exerce sur le constructeur aéronautique européen. La théorie de la conduite du changement met en lumière une méthodologie de déploiement d'une transformation organisationnelle. Enfin, la théorie du processus de deuil souligne les impacts socio-psychologiques d'un changement de culture et les réactions attendues de la part des salariés. Ces travaux contribuent ainsi, sous le prisme de l'étude de cas de l'avionneur, d'étudier un processus de changement de culture européen de ses balbutiements à son total déploiement
Pour une compréhension du processus de révélation institutionnelle du handicap : de l'enseignement supérieur à l'intégration du monde professionnel by Sarah Richard( )

1 edition published in 2016 in French and held by 1 WorldCat member library worldwide

Following two World Wars, the societal consideration of disability has considerably evolved. Most of countries have implemented national disability policies in order to improve disabled people professional integration. Nevertheless, in order to be part of such policies, disability first needs to be institutionally disclosed. Institutional disclosure is far from being automatic as disability is frequently concealed since university. In this perspective, based on the decision making theories this thesis aims at understanding the institutional disclosure process. We focus on the specific case of students with disabilities. A qualitative study based on semi structured interviews, life story interviews, participant observations and secondary data analysis has been conducted. Our results show that several individual and environmental reasons affect disclosure motivations. The consequences of disclosure can be analyzed in terms of expectancies confirmation and disconfirmation. Finally disclosure follows four distinctive strategies
Perspectives from 16 countries on diversity and equal treatment at work: an overview and transverse questions by Alain Klarsfeld( )

1 edition published in 2010 in English and held by 1 WorldCat member library worldwide

Social regulation of diversity and equality, a key policy field in the evolution of "Social Europe"( Book )

1 edition published in 2012 in English and held by 0 WorldCat member libraries worldwide

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International handbook on diversity management at work : country perspectives on diversity and equal treatment
English (64)

French (13)