Details
The Psychology of Multiculturalism, Assimilation, and Omniculturalism
Managing Diversity in Global ContextSpringerBriefs in Psychology
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48,14 € |
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| Verlag: | Springer |
| Format: | |
| Veröffentl.: | 03.07.2024 |
| ISBN/EAN: | 9783031625978 |
| Sprache: | englisch |
Dieses eBook enthält ein Wasserzeichen.
Beschreibungen
<p>This book provides, from a psychological perspective, a concise critical introduction to, and assessment of, three different approaches to managing diversity: multiculturalism, assimilation, and omniculturalism. This task is undertaken in global context and with reference to cutting edge empirical psychological research.</p>
<p>Historically, assimilation has been the dominant approach to managing diversity. However, since the late 1960s multiculturalism has gained favor and is now the most commonly adopted approach in most Western as well as in some non-Western societies. Both assimilation and multiculturalism rest on some central psychological assumptions that are not supported by empirical research. After critically reviewing the psychological foundations of assimilation and multiculturalism, it is argued that we need to explore new approaches to managing diversity in the twenty-first century. A number of contemporary research programs, such as those related to social identity theory and the common group identity model, point to omniculturalism as a more promising approach to managing diversity. Also, global warming, nuclear proliferation and other major challenges confronting humankind suggest that a diversity management approach that gives priority to human commonalities and universal rights is better suited to our contemporary needs.</p>
<p>Historically, assimilation has been the dominant approach to managing diversity. However, since the late 1960s multiculturalism has gained favor and is now the most commonly adopted approach in most Western as well as in some non-Western societies. Both assimilation and multiculturalism rest on some central psychological assumptions that are not supported by empirical research. After critically reviewing the psychological foundations of assimilation and multiculturalism, it is argued that we need to explore new approaches to managing diversity in the twenty-first century. A number of contemporary research programs, such as those related to social identity theory and the common group identity model, point to omniculturalism as a more promising approach to managing diversity. Also, global warming, nuclear proliferation and other major challenges confronting humankind suggest that a diversity management approach that gives priority to human commonalities and universal rights is better suited to our contemporary needs.</p>
<p>Chapter 1 Rethinking Our Future Together: Meeting the Challenge of Managing Diversity and Inclusion in the 21st Century.- Chapter 2 Understanding diversity and inclusion in the context of fractured globalization.- Part 1 Traditional Approaches to Managing Diversity in Global Context.- Chapter 3 Presenting assimilation.- Chapter 4 Rethinking assimilation.- Chapter 5 Presenting multiculturalism.- Chapter 6 Rethinking multiculturalism.- Part 2 The Omnicultural Approach as the Best Solution.- Chapter 7 Introducing omniculturalism.- Chapter 8 Our Omnicultural world.</p>
<p><strong>Fathali M. Moghaddam</strong><strong> </strong>is Professor of Psychology at Georgetown University, Washington D.C., U.S.A. He served as Director of the Interdisciplinary Program in Cognitive Science (2014-2020), The Georgetown University Conflict Resolution Program (2008-2014), and Editor-in-Chief, <em>Peace and Conflict: Journal of Peace Psychology</em> (2014-2021; published by the American Psychological Association). Dr. Moghaddam was born in Iran, educated from an early age in England, and returned to Iran with the revolution in 1979. He was researching and teaching in Iran during the hostage taking crisis and the first three years of the Iran-Iraq War. After work for the United Nations, he researched and taught at McGill University, Canada, from 1984, before moving to Georgetown in 1990. He has conducted experimental and field research, as well as been involved in applied projects, in numerous cultural contexts and published extensively on the psychology of cultural diversity, human rights, conflict, radicalization and terrorism, democracy, and dictatorship. In the area of political behavior, his most recent books are ‘<em>The Psychology of Dictatorship</em>’ (2013), ‘<em>The Psychology of Democracy</em>’ (2016), ‘<em>The Encyclopedia of Political Behavior</em>’ (2 vols. 2017); ‘<em>Mutual Radicalization: The Psychology of How Groups and Nations Drive Each Other to Extremes</em>’ (2018), ‘<em>The Psychology of Radical Social Change</em>’ (co-edited with B. Wagoner and J. Valsiner, 2018), ‘<em>Threat to Democracy: The Appeal of Authoritarianism in an Age of Uncertainty</em>’ (2019), ‘<em>How Psychologists Failed: We Neglected the Poor, Favored the Rich and Privileged, and Got Science Wrong</em>’ (2022), ‘<em>Political Plasticity: The Future of Democracy and Dictatorship</em>’ (2023), and <em>The Psychology of Revolution</em> (2024). Dr. Moghaddam has been recognized for his academic work by a number of prestigious awards, including from the International Society of Political Psychology (ISPP). More about his research and publications can be found on his website: fathalimoghaddam.com.</p>
<p>This book provides, from a psychological perspective, a concise critical introduction to, and assessment of, three different approaches to managing diversity: multiculturalism, assimilation, and omniculturalism. This task is undertaken in global context and with reference to cutting edge empirical psychological research.</p>
<p>Historically, assimilation has been the dominant approach to managing diversity. However, since the late 1960s multiculturalism has gained favor and is now the most commonly adopted approach in most Western as well as in some non-Western societies. Both assimilation and multiculturalism rest on some central psychological assumptions that are not supported by empirical research. After critically reviewing the psychological foundations of assimilation and multiculturalism, it is argued that we need to explore new approaches to managing diversity in the twenty-first century. A number of contemporary research programs, such as those related to social identity theory and the common group identity model, point to omniculturalism as a more promising approach to managing diversity. Also, global warming, nuclear proliferation and other major challenges confronting humankind suggest that a diversity management approach that gives priority to human commonalities and universal rights is better suited to our contemporary needs.</p>
<p>Historically, assimilation has been the dominant approach to managing diversity. However, since the late 1960s multiculturalism has gained favor and is now the most commonly adopted approach in most Western as well as in some non-Western societies. Both assimilation and multiculturalism rest on some central psychological assumptions that are not supported by empirical research. After critically reviewing the psychological foundations of assimilation and multiculturalism, it is argued that we need to explore new approaches to managing diversity in the twenty-first century. A number of contemporary research programs, such as those related to social identity theory and the common group identity model, point to omniculturalism as a more promising approach to managing diversity. Also, global warming, nuclear proliferation and other major challenges confronting humankind suggest that a diversity management approach that gives priority to human commonalities and universal rights is better suited to our contemporary needs.</p>
Provides a clear, concise, and critical assessment of multiculturalism, assimilation, and omniculturalism Uses empirical evidence from psychological science to evaluate different approaches to managing diversity and conflict Explains the advantages of a universalist approach, with priority given to human commonalities
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