Being different from others in the organization provides the individual and the system with a variety of problems and also with opportunities. Sexist, racist, or other harmful stereotypes existing within the organizational framework can increase levels of stress and decrease career opportunities for the worker. In contrast, the organization that encourages a variety of different workers to participate can benefit from increased productivity, increased employee selfesteem and commitment, and the synergistic effect produced by people with a broad range of backgrounds interacting in a positive and creative way. This chapter will define the dilemmas associated with contrasting with the majority in the workplace and offer some suggestions to both the individual and the organization that can lead to successful accommodation.Although there are many ways in which people can contrast, this chapter will focus on three: by being a woman, by being handicapped, and by being a member of a racial minority. Even today, the majority organizational culture is white, male, and able-bodied. Much of the current literature focuses on women in the organization (Hennig and Jardim, 1976; Cytrynbaum, Lee, S . L. White (Ed.). Adoanccr in Occupational Mcnfnl He& New Directions for Mentd Health Services, no. 20. San Francisco: Josrey-Bars, December 19R3.
25Personnel Management, 1980, 9 (2), 52-60. 902-910.
Managed behavioral health, once largely confined to private sector employees, has been growing rapidly in the public sector. Throughout the country, behavioral health services, particularly for Medicaid enrollees, are coming under the management of private-for-profit firms. The authors discuss these developments, and the controversies that have come about as a result. Several public/private models of managed behavioral health services are identified.
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