Frank Dobbin received his B.A. from Oberlin College in 1980 and his Ph.D. from Stanford University in 1987. Dobbin studies organizations, inequality, economic behavior, and public policy. His Inventing Equal Opportunity (Princeton 2009) shows how corporate personnel managers defined what it meant to discriminate. With Alexandra Kalev, he is developing an evidence-based approach to diversity management. Innovations that make managers part of the solution, such as mentoring programs, diversity taskforces, and special recruitment programs, have helped to promote diversity in firms, while programs signaling that managers are part of the problem, such as diversity training and diversity performance evaluations, have not. These findings have been covered by The New York Times, The Washington Post, The Boston Globe, Le Monde, CNN, and National Public Radio.
Professor Dobbin's work in economic sociology generally is both historical and contemporary. His Forging Industrial Policy: United States, Britain, and France in the Railway Age (Cambridge 1994), traces nations' modern industrial strategies to early differences in their political systems. The New Economic Sociology: A Reader (Princeton 2004) assembles classics in economic sociology. The Sociology of the Economy (Russell Sage 2004) compiles research in economic sociology from leading scholars. The Global Diffusion of Markets and Democracy (Cambridge 2008) explores the rise of neoliberal policies in the post-war period. Stanford’s Organization Theory Renaissance, 1970-2000 (Emerald 2010) is a modern-day Rashomon about the revival of organizational studies in Palo Alto after 1970.
Equal opportunity in the workplace is thought to be the direct legacy of the civil rights and feminist movements and the landmark Civil Rights Act of 1964. Yet, as Frank Dobbin demonstrates, corporate personnel experts - not Congress or the courts - were the ones who determined what equal opportunity meant in practice, designing changes in how employers hire, promote, and fire workers, and ultimately defining what discrimination is, and is not, in the American imagination. Dobbin shows how Congress and the courts merely endorsed programs devised by corporate personnel. He traces how the first measures were adopted by military contractors worried that the Kennedy administration would cancel their contracts if they didn't take 'affirmative action' to end discrimination. These measures built on existing personnel programs, many designed to prevent bias against unionists. Dobbin follows the changes in the law as personnel experts invented one wave after another of equal opportunity programs. He examines how corporate personnel formalized hiring and promotion practices in the 1970s to eradicate bias by managers; how in the 1980s they answered Ronald Reagan's threat to end affirmative action by recasting their efforts as diversity-management programs; and, how the growing presence of women in the newly named human resources profession has contributed to a focus on sexual harassment and work/life issues. "Inventing Equal Opportunity" reveals how the personnel profession devised - and ultimately transformed - our understanding of discrimination.
發表於2024-11-14
Inventing Equal Opportunity 2024 pdf epub mobi 電子書 下載
Frank Dobbin, documenting the entire transformation process of equal opportunity from law to practice, challenges conventional wisdom that it was politicians, activists and judges who brought equal opportunity in to being. Instead, personnel managers and pr...
評分Frank Dobbin, documenting the entire transformation process of equal opportunity from law to practice, challenges conventional wisdom that it was politicians, activists and judges who brought equal opportunity in to being. Instead, personnel managers and pr...
評分Frank Dobbin, documenting the entire transformation process of equal opportunity from law to practice, challenges conventional wisdom that it was politicians, activists and judges who brought equal opportunity in to being. Instead, personnel managers and pr...
評分Frank Dobbin, documenting the entire transformation process of equal opportunity from law to practice, challenges conventional wisdom that it was politicians, activists and judges who brought equal opportunity in to being. Instead, personnel managers and pr...
評分Frank Dobbin, documenting the entire transformation process of equal opportunity from law to practice, challenges conventional wisdom that it was politicians, activists and judges who brought equal opportunity in to being. Instead, personnel managers and pr...
圖書標籤: 經濟社會學 sociology
課程要求閱讀。關於平權運動從法律到正式實踐的詳細曆史記載,以國傢/法律、大企業、人力管理職業界、社會運動與平權分子四方麵為相互製約的行動者,從製度主義視角齣發,認為獲得大企業授權的人力管理從業者纔是真正將平權運動落實的行動者,美國特有的較為弱勢國傢機器/法律沒有a priori嚴謹定義平權含義,主要是後發將企業實踐閤法化,但作者提齣的弱國傢悖論指齣,正因為國傢行政和法律機器較為分散和容易被社運及積極分子輸入,從業者在平權方麵行動較為縝密而漸進。隨著80年代平權運動在政治和法律上的鬆懈,及女性人力資源從業者的崛起,平權漸漸遠離原本以種族/族裔為核心的基礎,轉為關注性彆平等,且有脫離大眾民意和法律監督傾嚮。材料豐富論述清楚,不過拿ASA韋伯奬(組織、職業與工作社會學類)似乎有些拔高瞭。
評分課程要求閱讀。關於平權運動從法律到正式實踐的詳細曆史記載,以國傢/法律、大企業、人力管理職業界、社會運動與平權分子四方麵為相互製約的行動者,從製度主義視角齣發,認為獲得大企業授權的人力管理從業者纔是真正將平權運動落實的行動者,美國特有的較為弱勢國傢機器/法律沒有a priori嚴謹定義平權含義,主要是後發將企業實踐閤法化,但作者提齣的弱國傢悖論指齣,正因為國傢行政和法律機器較為分散和容易被社運及積極分子輸入,從業者在平權方麵行動較為縝密而漸進。隨著80年代平權運動在政治和法律上的鬆懈,及女性人力資源從業者的崛起,平權漸漸遠離原本以種族/族裔為核心的基礎,轉為關注性彆平等,且有脫離大眾民意和法律監督傾嚮。材料豐富論述清楚,不過拿ASA韋伯奬(組織、職業與工作社會學類)似乎有些拔高瞭。
評分課程要求閱讀。關於平權運動從法律到正式實踐的詳細曆史記載,以國傢/法律、大企業、人力管理職業界、社會運動與平權分子四方麵為相互製約的行動者,從製度主義視角齣發,認為獲得大企業授權的人力管理從業者纔是真正將平權運動落實的行動者,美國特有的較為弱勢國傢機器/法律沒有a priori嚴謹定義平權含義,主要是後發將企業實踐閤法化,但作者提齣的弱國傢悖論指齣,正因為國傢行政和法律機器較為分散和容易被社運及積極分子輸入,從業者在平權方麵行動較為縝密而漸進。隨著80年代平權運動在政治和法律上的鬆懈,及女性人力資源從業者的崛起,平權漸漸遠離原本以種族/族裔為核心的基礎,轉為關注性彆平等,且有脫離大眾民意和法律監督傾嚮。材料豐富論述清楚,不過拿ASA韋伯奬(組織、職業與工作社會學類)似乎有些拔高瞭。
評分課程要求閱讀。關於平權運動從法律到正式實踐的詳細曆史記載,以國傢/法律、大企業、人力管理職業界、社會運動與平權分子四方麵為相互製約的行動者,從製度主義視角齣發,認為獲得大企業授權的人力管理從業者纔是真正將平權運動落實的行動者,美國特有的較為弱勢國傢機器/法律沒有a priori嚴謹定義平權含義,主要是後發將企業實踐閤法化,但作者提齣的弱國傢悖論指齣,正因為國傢行政和法律機器較為分散和容易被社運及積極分子輸入,從業者在平權方麵行動較為縝密而漸進。隨著80年代平權運動在政治和法律上的鬆懈,及女性人力資源從業者的崛起,平權漸漸遠離原本以種族/族裔為核心的基礎,轉為關注性彆平等,且有脫離大眾民意和法律監督傾嚮。材料豐富論述清楚,不過拿ASA韋伯奬(組織、職業與工作社會學類)似乎有些拔高瞭。
評分課程要求閱讀。關於平權運動從法律到正式實踐的詳細曆史記載,以國傢/法律、大企業、人力管理職業界、社會運動與平權分子四方麵為相互製約的行動者,從製度主義視角齣發,認為獲得大企業授權的人力管理從業者纔是真正將平權運動落實的行動者,美國特有的較為弱勢國傢機器/法律沒有a priori嚴謹定義平權含義,主要是後發將企業實踐閤法化,但作者提齣的弱國傢悖論指齣,正因為國傢行政和法律機器較為分散和容易被社運及積極分子輸入,從業者在平權方麵行動較為縝密而漸進。隨著80年代平權運動在政治和法律上的鬆懈,及女性人力資源從業者的崛起,平權漸漸遠離原本以種族/族裔為核心的基礎,轉為關注性彆平等,且有脫離大眾民意和法律監督傾嚮。材料豐富論述清楚,不過拿ASA韋伯奬(組織、職業與工作社會學類)似乎有些拔高瞭。
Inventing Equal Opportunity 2024 pdf epub mobi 電子書 下載