Please use this identifier to cite or link to this item: http://hdl.handle.net/10419/27887
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dc.contributor.authorHerrmann-Pillath, Carstenen_US
dc.date.accessioned2009-05-27en_US
dc.date.accessioned2009-09-10T14:00:47Z-
dc.date.available2009-09-10T14:00:47Z-
dc.date.issued2009en_US
dc.identifier.piurn:nbn:de:101:1-200907211341-
dc.identifier.urihttp://hdl.handle.net/10419/27887-
dc.description.abstractIn recent years, diversity management has evolved from a perspective on human resources management toward a conception of strategic management. This implies the need to adapt a central management function, strategic controlling, in order to render the conception of diversity management in established categories of operative management. Starting out from the existing proposal of a diversity scorecard, this paper extends the DM approach into the notion of an open balanced scorecard. The open balanced scorecard results from the application of DM principles on this widely used management tool. The argument is based on an overview of existing approaches to DM and their critical evaluation.en_US
dc.language.isogerde
dc.publisher|aFrankfurt School of Finance & Management|cFrankfurt a. M.de
dc.relation.ispartofseries|aWorking paper series // Frankfurt School of Finance & Management|x119de
dc.subject.jelM12en_US
dc.subject.jelM14en_US
dc.subject.ddc330en_US
dc.subject.keywordDiversity managementen_US
dc.subject.keywordcognitive diversityen_US
dc.subject.keywordbalanced scorecarden_US
dc.titleDiversity Management und diversitätsbasiertes Controlling: von der Diversity Scorecard zur Open Balanced Scorecardde
dc.type|aWorking Paperen_US
dc.identifier.ppn600510719en_US
dc.rightshttp://www.econstor.eu/dspace/Nutzungsbedingungen-
dc.identifier.repecRePEc:zbw:fsfmwp:119-

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