Emerging technologies and corporate culture at Microsoft: A methodological note

College of Law, University of Iowa, Iowa City, Iowa, United States
Behavioral Sciences & the Law (Impact Factor: 0.96). 01/2005; 23(1):65-96. DOI: 10.1002/bsl.627
Source: PubMed


This article explores factors important in the study and examination of corporate culture and change. The particular focus is on the technological methods used to conduct a study of accessible technology and corporate culture at Microsoft Corporation. Reasons for particular approaches are explained. Advantages and challenges of emerging technologies that store and retrieve information in the study of corporate culture are reviewed.

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    • "The research group compiled and coded in a secure, searchable database thousands of electronic internal and confidential documents from the company (e.g. obtained via the NDA) (Klein et al., 2005). These included transcripts of taperecorded interviews and electronic and paper files obtained from other sources. "
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    ABSTRACT: This case study examines efforts by Microsoft Corporation to enhance the diversity of its workforce and improve the accessibility and usability of its products and services for persons with disabilities. The research explores the relation among the Americans with Disabilities Act of 1990, corporate leadership, attitudes and behaviors towards individuals with disabilities, and dynamics that shape organizational culture at Microsoft. Implications for Microsoft, other employers, researchers, and the disability community are discussed.
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    ABSTRACT: For under contract number SBAHQ-07-Q-0018 Release Date: August 2009 The statements, findings, conclusions and recommendations found in this study are those of the author and do not necessarily reflect the views of the Office of Advocacy, the United States Small Business Administration or the United States Government.
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    ABSTRACT: To investigate the inclusion of people with disabilities in the diversity policies of the most successful businesses in the United States, we examined the publicly available workforce and supplier diversity policies of the top 100 companies on Fortune Magazine's 2003 list of the 500 most profitable companies in the nation. The majority of these companies have extensive information about their diversity policies and practices available on their corporate website. The information was used to categorize the policies into those that include people with disabilities, do not define diversity, and enumerate what is meant by diversity (e.g. in terms of race or gender) but do not expressly mention disability. In addition, we looked beyond the diversity policies to information available on corporate websites relating to a variety of diversity initiatives. Findings suggest that the majority of the companies that top the Fortune 500 list have developed and implemented diversity policies. Of these, 42% have diversity policies that include people with disabilities in the definition of a diverse workforce. Furthermore, 47% of companies with workplace diversity policies discuss diversity in a way that neither expressly includes nor excludes people with disabilities. Far fewer (15%) supplier diversity policies include disability in the definition of diversity, but a significant number of companies use criteria that allow a business owner with a disability to benefit from the company's supplier diversity program.
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