Özdemir, Feriha

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Özdemir
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Feriha
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Feriha Özdemir

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2018 - 201912020 - 20211
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Dateien dazu vorhanden?: Ja × Institut: Institut für Personalmanagement und Organisation ×

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  • Vorschaubild
    Publikation
    From managing diversity to managing opportunity
    (Open Education Platform, 2021) Özdemir, Feriha; Gerber, Aurona; Hinkelmann, Knut [in: Society 5.0 2021. Proceedings of the First International Conference on Society 5.0]
    Companies with path-dependencies on trivial assumptions reach their limits in Society 5.0. Resilient and vital organizations need multiple reservoirs of competencies, i.e .their people’s capabilities. Furthermore, resilient organizations in hypermodernity depend on an ability to respond to rising complexity by enhancing their own inner variety and competencies. Society 5.0 is characterized by a huge amount of diversity, and is human-focused. This paper presents a human-centered approach, the Capability Approach, which is conceptualized as a developed approach to Diversity Management. This paper goes beyond the classical diversity discourse, outlining an approach to Managing Opportunities in Society 5.0 that contributes toward the SDGs and Capability Management, introducing the Capability Cycle as a process for managing opportunities for dialogue-orientated communication. An economy designed for people requires a new diversity discourse − because the right to development is an inalienable human right.
    04B - Beitrag Konferenzschrift
  • Vorschaubild
    Publikation
    Diversity management: towards managing capabilities
    (Ibima, 2018) Özdemir, Feriha [in: Journal of Human Resources Management Research]
    The future prospects of SMEs (small and medium enterprises) in Germany depend on creative employees as key actors. Nevertheless, several studies investigated inequalities especially discrimination in the labor market intensifying brain drain. Social discrimination has great impact on the capabilities of people, particularly in labour. Disadvantages are exposed to a lack of opportunities with the result of a capability gap. A widely known management tool to handle diversity and prevent discrimination in organizations is called Diversity Management. This management concept offers competitive advantages but it is mostly a management tool of bigger enterprise performances. This paper will present a process of enabling and empowering management process of capabilities. It is presented by the example of the ‘Solution Cycle’ which will be called a participatory process design contributing to the lack in the classical diversity management approach.
    01A - Beitrag in wissenschaftlicher Zeitschrift