2- Management Lesson 08 - Chapter 14

Front 1

Hiring people with different human qualities or who belong to various cultural groups.

Back 1

workforce diversity

Front 2

The belief that one's own group or subculture is inherently superior to other groups or cultures.

Back 2

ethnocentrism

Front 3

A culture that accepts only one way of doing things and one set of values and beliefs.

Back 3

monoculture

Front 4

The belief that groups and subcultures are inherently equal.

Back 4

ethnorelativism

Front 5

Invisible barrier that separates women and minorities from top management positions.

Back 5

glass ceiling

Front 6

A higher-ranking, senior organizational member who is committed to providing upward mobility and support to a protégé's professional career.

Back 6

mentor

Front 7

Special training designed to make people aware of their own prejudices and stereotypes.

Back 7

diversity awareness training

Front 8

Employees who live and work in a country other than their own.

Back 8

expatriates

Front 9

A culture in which communication is used to enhance personal relationships.

Back 9

high-context culture

Front 10

A culture in which communication is used to exchange facts and information.

Back 10

low-context culture

Front 11

Teams made up of members from diverse national, racial, ethnic, and cultural backgrounds.

Back 11

multicultural teams

Front 12

Groups based on social identity, such as gender or race, and organized by employees to focus on concerns of employees from that group.

Back 12

employee network groups

Front 13

The organization accommodates several subcultures, including employees who would otherwise feel isolated and ignored.

Back 13

pluralism

Front 14

The sociocultural skills and attitude used by racial minorities as they move back and forth between the dominant culture and their own ethic or racial culture.

Back 14

biculturalism

Front 15

are core elements through which people shape their self-image and world view

Back 15

Primary dimensions

Front 16

These dimensions tend to have less impact than those of the core but nevertheless affect a person's self-definition and world view and have an impact on how the person is viewed by others.

Back 16

secondary dimensions

Front 17

implies that a woman's commitment to her children limits her commitment to the company or her ability to handle the rigors of corporate management.

Back 17

mommy track

Front 18

Implementing a Diverse Workplace

Back 18

1) Building a corporate culture that values diversity
2) Changing structures, policies, and systems to support diversity
3) Providing diversity awareness training

Front 19

Diversity Initiatives

Back 19

1) Recruitment
2) Career Advancement
3) Accommodating Special Needs

Front 20

Stages of Diversity Awareness

Back 20

1) Integration
2) Adaptation
3) Acceptance
4) Minimizing Differences
5) Defense
6) Denial

Front 21

Involve:
Employee selection
Employee training
Understanding of the communication context

Back 21

Global Diversity Programs