Managing Individuals And A Diverse Work Force

Front 1

Diversity

Back 1

A variety of demographical, cultural, and personal differences among an organization's employees and customers

Front 2

Affirmative action

Back 2

Purposeful steps taken by an organization to create employment opportunities for minorities and women

Front 3

Surface-level diversity

Back 3

Differences such as age, sex, race/ethnicity, and physical disabilities that are observable, typically unchangeable, and easy to measure

Front 4

Deep-level diversity

Back 4

Differences such as personality and attitudes that are communicated through verbal and nonverbal behaviors and are learned only through extended interaction with others

Front 5

Social integration

Back 5

The degree to which group members are psychologically attracted to working with each other to accomplish a common objective

Front 6

Age discrimination

Back 6

Treating people differently (e.g., hiring and firing, promotion, and compensation decision) because of their age

Front 7

Sex discrimination

Back 7

Treating people differently because of their sex

Front 8

Glass ceiling

Back 8

The invisible barrier that prevents women and minorities from advancing to the top jobs in organizations

Front 9

Racial and ethnic discrimination

Back 9

Treating people differently because of their race and ethnicity

Front 10

Disability

Back 10

A mental or physical impairment that substantially limits one of more major life activities

Front 11

Disability Discrimination

Back 11

Treating people differently because of their disabilities

Front 12

Disposition

Back 12

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

Front 13

Personality

Back 13

The relatively stable set of behaviors, attitudes, and emotions displayed over time that makes people different from each other

Front 14

Extraversion

Back 14

The degree to which someone is active, assertive, gregarious, sociable, talkative, and energized by others

Front 15

Emotional stability

Back 15

The degree to which someone is not angry, depressed, anxious, emotional, insecure, and excitable

Front 16

Agreeableness

Back 16

The degree to which someone is cooperative, polite, flexible, forgiving, good-natured, tolerant, and trusting

Front 17

Conscientiousness

Back 17

The degree to which someone is organized, hardworking, responsible, persevering, thorough, and achievement oriented

Front 18

Openness to experience

Back 18

The degree to which someone is curious, broad-minded, and open to new ideas, things, and experiences; spontaneous; and has a high tolerance for ambiguity

Front 19

Organizational Plurality

Back 19

A work environment where (1) all members are empowered to contribute in a way that maximizes the benefits to the organization, customers, and themselves, and (2) the individuality of each member is respected by not segmenting or polarizing people on the basis of their membership in a particular group

Front 20

Awareness training

Back 20

Training that is designed to raise employees' awareness of diversity issues and to challenge the underlying assumptions or stereotypes they may have about others

Front 21

Skills-based diversity training

Back 21

Training that teaches employees the practical skills they need for managing a diverse work force, such as flexibility and adaptability, negotiation, problem solving, and conflict resolution

Front 22

Diversity audits

Back 22

Formal assessments that measure employee and management attitudes, investigate the extent to which people are advantaged or disadvantaged with respect to hiring and promotions and review companies' diversity-related policies and procedures

Front 23

Diversity pairing

Back 23

A mentoring program in which people of different cultural backgrounds, sexes, or races/ethnicities are paired together to get to know each other and change stereotypical beliefs and attitudes