E 'output for the publisher Etas, my last work: Plural Management, individual differences and organizational strategies. The book is
by the desire to do some 'order to put the file in ideas, groped some proposals in relation to diversity management.
I deliberately chose not to appoint a "diversity management" that has become all-encompassing label, through which one makes more confusion than clarity.
The mean is also to distance himself, criticizing a reasoned, dall'approccio American, one that builds groups of people (women, mature, GLBT, etc.) is labeled as "different." An approach that increases, rather than diminish, the stereotypes.
My proposal is perhaps a bit 'more complex, but - I hope - more effective: first try to analyze the business environment from a cultural point of view to identify the route of exclusion that some people can live, and secondly to help individuals to understand that stereotypes and prejudices are physiological, that everyone has completed several in the course of his view and that the 'only way to deal with and get to know.
Writing books, from a personal point of view, always leaves the doubt of the futility: when I enter a bookstore I feel assaulted by the amount of printed paper, often useless, that crowds the shelves.
But it is also true that it remains an important vehicle to communicate with others, to share ideas and seek, why not improve the workplace.
One way, as others, such as conferences, personal meetings, training, networks and blogs.
The request for those who have the patience to read it, is to send me comments, feedback and - without exaggeration - even criticism.
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