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City governments are rapidly becoming society's problem solvers. As Sara Hughes shows, nowhere is this more evident than in New York City, Los Angeles, and Toronto, where the cities' governments are taking on the challenge of addressing climate change.Repowering Cities focuses on the specific issue of reducing urban greenhouse gas (GHG) emissions, and develops a new framework for distinguishing analytically and empirically the policy agendas city governments develop for reducing GHG emissions, the governing strategies they use to implement these agendas, and the direct and catalytic means by which they contribute to climate change mitigation. Hughes uses her framework to assess the successes and failures experienced in New York City, Los Angeles, and Toronto as those agenda-setting cities have addressed climate change. She then identifies strategies for moving from incremental to transformative change by pinpointing governing strategies able to mobilize the needed resources and actors, build participatory institutions, create capacity for climate-smart governance, and broaden coalitions for urban climate change policy.

Climate change mitigation --- Climate mitigation --- Climatic changes --- Climatic mitigation --- Mitigation of climate change --- Environmental protection --- Government policy --- Mitigation --- governance, urban studies, environmental policy, subnational policy. --- California --- New York (State) --- Ontario --- York --- New York (City)

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“Drawing upon decades of her own research, Dr. Hughes provides human resource professionals with yet another useful lens to consider when designing interventions to support diversity and inclusion. Both practitioners and academics will find new ways to understand, describe and lead inclusive workplaces in her newest book.” - Holly M. Hutchins, Professor and HRD Undergraduate Program Coordinator, College of Technology, University of Houston Organization leaders typically look at each job position, characterized as identical based on pay and job description, in the same way. They hire employees to do that particular job and often do not consider other capabilities that the employees may possess. This book examines how to optimize workforce performance by understanding the diversity of skills and competencies of employees. Diversity is generally explored in terms of gender, race, nationality, disability, and other physical characteristics that differentiate one legally protected group of people from another. In the workplace, however, diversity can take on a different meaning, describing not only physical differences but also work performance characteristics unique to each individual employee. Inter-personnel diversity seeks to explore those diverse characteristics and begin to understand each employee’s strengths and weaknesses so that they can be developed to benefit the employee and the organization. This much-needed text will inform scholars and scholar-practitioners in HRD and workforce development how to use these differences to enhance the individual and the organization.

Sociology of minorities --- Personnel management --- Business management --- minderheden --- HRM (human resource management) --- culturele diversiteit --- Manpower policy. --- Diversity in the workplace. --- Employment policy --- Human resource development --- Labor market --- Labor market policy --- Manpower utilization --- Labor policy --- Labor supply --- Trade adjustment assistance --- Cultural diversity in the workplace --- Cultural diversity in workforce --- Diversity in the workforce --- Diversity in the work place --- Multicultural diversity in the workplace --- Multicultural workforce --- Workforce diversity --- Multiculturalism --- Government policy

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• Reference Manager
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Choose an application

• Reference Manager
• EndNote
• RefWorks (Direct export to RefWorks)

Choose an application

• Reference Manager
• EndNote
• RefWorks (Direct export to RefWorks)