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Relational InequalitiesAn Organizational Approach$
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Donald Tomaskovic-Devey and Dustin Avent-Holt

Print publication date: 2019

Print ISBN-13: 9780190624422

Published to Oxford Scholarship Online: January 2019

DOI: 10.1093/oso/9780190624422.001.0001

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Organizational Inequality Regimes

Organizational Inequality Regimes

Chapter:
(p.70) 4 Organizational Inequality Regimes
Source:
Relational Inequalities
Author(s):

Donald Tomaskovic-Devey

Dustin Avent-Holt

Publisher:
Oxford University Press
DOI:10.1093/oso/9780190624422.003.0004

This chapter describes organizations as inequality regimes. Regimes are comprised of the resources available for distribution; the task-, class-, and status-based social relations within organizations; formal and informal practices used to accomplish goals and tasks; and internal cultural models of people, work, and inequality, often adapted from the society at large to fit local social relationships. Resource levels, national institutions, organizational rules and practices, local organizational cultures, and status intersectionality constitute the basic sources of variation in inequality regimes. Case studies examine historical and contemporary workplace inequality regime variation in Japan, Sweden, Mexico, Germany, and the United States. The role of intersectionality in producing regime variation is explored.

Keywords:   Inequality regime, pay for performance, gender, immigration, Japan, United States, Germany, Mexico, Sweden

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