다문화사회에서 편견의 문제와 다양성관리 독일에서의 연구동향과 함의를 중심으로
Problem of Prejudice in Multicultural Society and Diversity Management: Focused on the Research Trend in Germany and its Implications
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The purpose of this paper is to share the results of a study that focused on theproblem of prejudice and the task of diversity management in modern multiculturalsociety. In this context this article deals with the following themes: research onprejudice and diversity management, connection between prejudice and identity,concept and characteristics of prejudice, and diversity management as managementof prejudice. The bottom line of this paper can be formulated as follows. First,prejudice can be regarded as sort of reaction to diversity. It could remain ascompelling challenge and task, which leads us to deal with diversity or diversitymanagement in a critical way. Second, as prejudice plays an important role in relationto both personal and collective identity, it seems hard and not yet easy process tocorrect it appropriately from the perspective of diversity management. Third, socialcategorization, effect of other group homogeneity and effect of salience, realisticgroup conflict, and personal experience and social learning can be considered asmechanisms for prejudice. And the negative consequences of prejudice such asdiscrimination and conflict are influenced by justification factors on the one handand by suppression factors on the other. Fourth, diversity management musttackle negative consequences of prejudice properly. In this context, there arealternatives such as reduction of prejudice, activation of suppression factors, andreduction of justification factors. Lastly, there are few relevant research results,notwithstanding the important meaning that the phenomena of prejudice imply fordiversity management. Therefore it is necessary to address policy and practice ofdiversity management to deal with issues and problems of prejudice in the differentorganizations such as companies, corporations, non-profit organizations and publicadministration organizations.
Abstract
The purpose of this paper is to share the results of a study that focused on theproblem of prejudice and the task of diversity management in modern multiculturalsociety. In this context this article deals with the following themes: research onprejudice and diversity management, connection between prejudice and identity,concept and characteristics of prejudice, and diversity management as managementof prejudice. The bottom line of this paper can be formulated as follows. First,prejudice can be regarded as sort of reaction to diversity. It could remain ascompelling challenge and task, which leads us to deal with diversity or diversitymanagement in a critical way. Second, as prejudice plays an important role in relationto both personal and collective identity, it seems hard and not yet easy process tocorrect it appropriately from the perspective of diversity management. Third, socialcategorization, effect of other group homogeneity and effect of salience, realisticgroup conflict, and personal experience and social learning can be considered asmechanisms for prejudice. And the negative consequences of prejudice such asdiscrimination and conflict are influenced by justification factors on the one handand by suppression factors on the other. Fourth, diversity management musttackle negative consequences of prejudice properly. In this context, there arealternatives such as reduction of prejudice, activation of suppression factors, andreduction of justification factors. Lastly, there are few relevant research results,notwithstanding the important meaning that the phenomena of prejudice imply fordiversity management. Therefore it is necessary to address policy and practice ofdiversity management to deal with issues and problems of prejudice in the differentorganizations such as companies, corporations, non-profit organizations and publicadministration organizations.
참고문헌 (27)
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