Ba 316 Final Chp. 12

Front 1

Define Diversity

Back 1

*Broad focus
*includes a variety of demographic, cultural, and personal differences among the staff and customers
* Can exist even if organizations don't take purposeful steps to create it
* Not legally based
*"we" as everyone
*No one is advantaged or disadvantaged
*differences respected
*everyone feels comfortable and can do their best work.

Front 2

Define Affirmative Action

Back 2

*Purposeful established program
*narrow focus
*legal requirements
*compensate for past discrimination
*controversial-select groups "women/minorities"

Front 3

Define the generational Differences

Back 3

Matures: loyal to business-wants benefits

Baby Boomers: competition, workaholics, experienced downsizing. have experience and knowledge-critical to a company's stability.

Gen x: Value time-loyal to people not companies. Learn new technologies and skills easily-value collaboration

Gen y-millenials: spoiled, coddled at work. Learn new technologies and skills easily-value collaboration

Front 4

Describe the importance of Diversity and Affirmative Action

Back 4

Diversity
1.Cost savings: decreasing turnover, absenteeism, avoid lawsuits

2. Attracting and Retaining Talent: more diverse pool to choose from

3. Driving Business Growth: grow by improving the understanding of the market place-/understands the needs of customers.

Affirmative Action:

*compensate for past discrimination
*prevent ongoing discrimination
* provide equal opportunities to all, regardless of race, color, religion, gender, or national origin.

Front 5

Define Social Integration

Back 5

the degree to which group members want to work together.

Front 6

Surface Level diversity
Define the 4 components

Back 6

Surface:
1.Age:
Treating people differently because of their age
Performance does not decline with age.

Older employees show better judgment, and are less likely to quit, show up late, or be absent

Age discrimination is more pervasive than managers think

2.Gender:

Treating people differently because of their gender
Glass ceiling
invisible barrier that keeps women and minorities from advancing to the top of the organization
Can be diminished by:
mentoring
stopping unintentional behavior

3.Race:
Treating people differently because of their race or ethnicity
Employment disparities do exist
Legislation has lessened the problem
Reduce by:
eliminating unclear selection and promotion criteria
training managers who make hiring and promotion decisions
Test hiring methods

4. Disability:
Disability is a mental or physical impairment that substantially limits one or more major life activities
Disability discrimination means treating people differently because of their disabilities
Reduce by:
educating to address incorrect stereotypes
committing to reasonable workplace accommodations
recruiting qualified workers with disabilities

Front 7

Deep Level Diversity
What are the big 5 Dimensions of Personality

Back 7

1. Extraversion:
active, assertive, talkative, outgoing
2. Emotional Stability: secure
3. Agreeableness: cooperative, flexible, forgiving, tolerant, trusting
4. Conscientiousness: organized, hardworking, persevere, achiever... these ppl are motivated and better at their jobs!!!
5. Openness to Experience: curious, ambiguous, open minded

Front 8

Define Disposition:

Back 8

tendency to respond to situations and events in a predetermined manner.

Front 9

Define the 5 work related personality dimensions

Back 9

1. Authoritarianism: collective, opposite of individualism

2. Machiavellian tendencies:
step over others to get what you want, do anything to get your way.

3. Type A/B personality:
A: driven/competitive/perfection
B: relaxed, low stress

4. Locus of control:
the extent to which individuals believe that they can control events that affect them.

5. Positive/negative Affectivity

Front 10

Define the 3 Diversity Paradigms:

Back 10

1. Discrimination and Fairness Paradigm:
*Most common,Equal opportunity *Fair treatment
Recruitment of minorities
Strict compliance with laws
*Assimilation

2. Access and Legitimacy Paradigm: Acceptance and celebration of differences, attract a broad customer base, reflect your local market
*Differentiation

3. Learning and effectiveness paradigm:
Integrating deep-level differences into organization

Front 11

Define Organizational Plurality

Back 11

all members are empowered to contribute, The individuality is respected

Front 12

What are the 4 benefits of the Learning and Effectiveness Paradigm ?

Back 12

1. values common ground: we are all on the same team with our differences not despite them
2. makes a distinction between individual and group differences
3. Is less likely to lead to the conflict, backlash, and divisiveness sometimes associated with diversity programs
4. brings different talents and perspectives together

Front 13

What are the Training and Practices for Diversity?

Back 13

*Awareness Training
*Skills-BasedDiversity Training: Teaches flexibility, problem solving

*Diversity Audits: formal assessments-measure attitudes-investigate hiring procedure

*Diversity Pairing :(mentoring) *Minority Experiences: (study abroad)