European Journal of Business Science and Technology 2018, 4(1):69-80 | DOI: 10.11118/ejobsat.v4i1.114

Migration and Divesity Potentials for Organisations: the Case of Germany

Petia Genkova1, Pia Keysers1
1 Osnabrück University of Applied Sciences, Germany

A successful integration of migrants in the society as well as of older employees in the organisation is getting more important based on demographic changes. The central aim of the investigation is to deal with problem fields of the Human Resource Management, which arise by demographic changes regarding migration and the ageing society. Therefore, an explorative qualitative study with human resource managers and diversity representatives of the large DAX companies was conducted. The views of leaders and employees with and without an immigration background regarding diversity potentials in organisation are compared in this study. The results indicate that diversity is important for organisation. Employees have recognised the importance of diversity. Managers have not recognised the seriousness and urgency of cultural diversity and diversity actions. Human resource managers are not able to assess the additional stress of migrants correctly and to consider them in their day-to-day management and diversity actions.

Keywords: migration, diversity potentials, intercultural competence, human resource management
JEL classification: O15

Published: July 31, 2018  Show citation

ACS AIP APA ASA Harvard Chicago IEEE ISO690 MLA NLM Turabian Vancouver
Genkova, P., & Keysers, P. (2018). Migration and Divesity Potentials for Organisations: the Case of Germany. European Journal of Business Science and Technology4(1), 69-80. doi: 10.11118/ejobsat.v4i1.114
Download citation

References

  1. Asbrock, F., Christ, O., Duckitt, J. and Eurostat. 2017. Statistiken zu Wanderungen und Sibley, C. G. 2012. Differential Effects of Intergroup Contact for Authoritarians and Social Dominators: A Dual Process Model Perspective. Personality and Social Psychology Bulletin, 38 (4), 477-490. Go to original source...
  2. Ashikali, T. and Groeneveld, S. 2015. Diversity Management in Public Organizations and Its Effect on Employees' Affective Commitment: The Role of Transformational Leadership and the Inclusiveness of the Organizational Culture. Review of Public Personnel Administration, 35 (2), 146-168. Go to original source...
  3. Badura, B., Schröder, H., Klose, J. and Macco, K. 2010. Fehlzeiten-Report 2010. Vielfalt managen: Gesundheit fördern - Potenziale nutzen. Wiesbaden: Springer. Go to original source...
  4. Becker, M. 2006. Wissenschaftstheoretische Grundlagen des Diversity Management. In Becker, M. and Seidel, A. (eds.). Diversity Management - Unternehmens- und Personalpolitik der Vielfalt. Stuttgart: Poeschel, pp. 3-48.
  5. Bozorgmehr, K. and Razum, O. 2015. Effect of Restricting Access to Health Care on Health Expenditures among Asylum-Seekers and Refugees: A Quasi-Experimental Study in Germany, 1994-2013. PLoS ONE, 10 (7). Go to original source...
  6. De Vroome, T. and Verkuyten, M. 2015. Labour Market Participation and Immigrants' Acculturation. In Otten, S., van der Zee, K. and Brewer, M. B. (eds.). Towards Inclusive Organizations. New York: Psychology Press, pp. 12-28.
  7. Dreas, S. and Rastetter, D. 2016. Die Entwicklung von Diversity Kompetenz als Veränderungsprozess. In Genkova, P. and Ringeisen, T. (eds.). Handbuch Diversity Kompetenz. Band 1: Perspektiven und Anwendungsfelder. Wiesbaden: Springer, pp. 351-370. Go to original source...
  8. Eggerth, D. E. and Flynn, M. A. 2013. Immigration: Implikationen für Stress und Gesundheit. In Genkova, P., Ringeisen, T. and Leong, F. T. L. (eds.). Handbuch Stress und Kultur: Interkulturelle und kulturvergleichende Perspektiven. Wiesbaden: Springer Fachmedien, 343-359. Go to original source...
  9. Ely, R. J. and Thomas, D. A. 2001. Cultural Doversity at Work: The Effects of Doverse Perspectives on Work Group Processes and Outcomes. Administrative Science Quarterly, 46 (2), 229-273. Migrantenbevölkerung. [online]. Available at: http://ec.europa.eu/eurostat/statistics-explained/index.php/Migration_and_migrant_population_statistics/de. [Accessed 2018, February 6]. Go to original source...
  10. Fantini, A. E. 2009. Assessing Intercultural Competence: Issues and Tools. In Deardorff, D. K. (ed.). The SAGE Handbook of Intercultural Competence. Thousand Oaks, CA: Sage, part III, pp. 456-476. Go to original source...
  11. Franken, S. 2015. Personal: Diversity Management. Wiesbaden: Gabler. Go to original source...
  12. Fuchs, J. and Dörfler, K. 2005. Demografische Effekte sind nicht mehr zu bremsen: Den Betrieben stehen langfristig immer weniger und immer ältere Arbeitskräfte zur Verfügung - Die Zahl der Jungen sinkt dramatisch. IAB Kurzbericht, 11, 1-5.
  13. Garib, G. 2013. Diversity is in the Eye of the Beholder: Diversity Perceptions of Managers. The Psychologist-Manager Journal, 16 (1), 18-32. Go to original source...
  14. Genkova, P. and Ringeisen, T. 2017. Handbuch Diversity Kompetenz. Band 1: Perspektiven und Anwendungsfelder. Wiesbaden: Springer Fachmedien. Go to original source...
  15. German Federal Statistical Office. 2015. Bevölkerung Deutschlands bis 2016. [online]. Available at: https://www.destatis.de/DE/Publikationen/Thematisch/Bevoelkerung/VorausberechnungBevoelkerung/BevoelkerungDeutschland2060Presse5124204159004.pdf?__blob=publicationFile. [Accessed 2018, February 6].
  16. German Federal Statistical Office. 2016. Ältere Menschen in Deutschland und der EU. [online]. Available at: https://www.destatis.de/DE/Publikationen/Thematisch/Bevoelkerung/Bevoelkerungsstand/BroschuereAeltereMenschen0010020169004.pdf?__blob=publicationFile. [Accessed 2018, February 6].
  17. Holmes, T. H. and Rahe, R. H. 1967. The Social Readjustment Rating Scale. Journal of Psychosomatic Research, 11 (2), 213-218. Go to original source...
  18. Kersting, M. and Ott, M. 2016. Diversity-gerechte Personalauswahl. In Genkova, P. and Ringeisen, T. (eds.). Handbuch Diversity Kompetenz. Band 1: Perspektiven und Anwendungsfelder. Wiesbaden: Springer, pp. 679-692. Go to original source...
  19. KfW Research. 2017. Migranten gründen häufiger und größer: mehr Wochenstunden, mehr Angestellte. [online]. Available at: https://www.kfw.de/PDF/Download-Center/Konzernthemen/Research/PDF-Dokumente-Fokus-Volkswirtschaft/Fokus-2017/Fokus-Nr.-165-April-2017-Migrantengr%C3%BCnder.pdf. [Accessed 2017, October 17].
  20. Krell, G. 2003. Personelle Vielfalt in Organisationen als Herausforderung für die Praxis. In Wächter, H., Vedder, G. and Führing, M. (eds.). Personelle Vielfalt in Organisationen un deren Management. München: Hampp.
  21. Mayer, H. O. 2013. Interview und schriftliche Befragung: Grundlagen und Methoden empirischer Sozialforschung. München: Oldenbourg Wissenschaftsverlag GmbH.
  22. Mayring, P. 2015. Qualitative Inhaltsanalyse: Grundlagen und Techniken. Weinheim: Beltz.
  23. Milliken, F. J. and Martins, L. L. 1996. Searching for Common Threads: Understanding the Multiple Effects of Diversity in Organizational Groups. Academy of Management Review, 21 (2), 402-433. Go to original source...
  24. Page, S. E. 2007. The Difference: How the Power of Diversity Creates Better Groups, Firms, Schools, and Societies. Princeton: Princeton University Press. Go to original source...
  25. Stegmann, S. 2011. Engaging with Diversity of Social Units - A Social Identity Perspective on Diversity in Organizations. (Doctoral Dissertation.) Goethe University, Frankfurt am Main. [online]. Available at: http://nbn-resolving.de/urn/resolver.pl?urn:nbn:de:hebis:30-111582. [Accessed 2018, February 6].
  26. Thomas, R. R. 1990. From Affirmative Action to Affirmative Diversity. Harvard Business Review, 68 (2), 107-117.
  27. Thomas, A. 2003. Kulturvergleichende Psychologie. Göttingen: Hogrefe.
  28. van der Zee, K. and Otten, S. 2014. Organizational Perspectives on Diversity. In Otten, S., van der Zee, K. and Brewer, M. B. (eds.). Towards Inclusive Organizations. Determinants of Successful Diversity Management at Work. London: Psychology Press, chapter 3, pp. 29-48.
  29. van Dick, R., van Knippenberg, D., Hägele, S., Guillaume, Y. R. F. and Brodbeck, F. C. 2008. Group Diversity and Group Identification: The Moderating Role of Diversity Beliefs. Human Relations, 61 (10), 1463-1492. Go to original source...
  30. Vedder, G. 2011. Die Grundlagen von Diversity Management. In Vedder, G., Göbel, E. and Krause, F. (eds.). Fallstudien zum Diversity Management. München: Rainer Hampp, pp. 1-17.
  31. Wildermuth, C. and Gray, S. 2005. Diversity Training. Alexandria/Virginia: ASTD Press.
  32. Wolf, C. and van Dick, R. 2008. Wenn anders nicht schlechter bedeutet - Wertschätzung von Vielfalt fördert Gleichwertigkeit der Gruppen. In Heitmeyer, W. (ed.). Deutsche Zustände. Frankfurt: Suhrkamp, pp. 137-153.

This is an open access article distributed under the terms of the Creative Commons Attribution-ShareAlike 4.0 International License (CC BY-SA 4.0), which permits use, distribution, and reproduction in any medium, provided the original publication is properly cited. No use, distribution or reproduction is permitted which does not comply with these terms.