Mgmt 7Th Ed; Ch 12

Front 1

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

Back 1

Diversity

Front 2

Purposeful steps taken by a company to create employment opportunities for minorities and women

Back 2

affimative action

Front 3

Differences that can be learned only through extended interaction with others--personality, attitudes, beliefs, and values

Back 3

Deep-Level Diversity

Front 4

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

Back 4

Surface Level Diversity

Front 5

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

Back 5

Extraversion

Front 6

Degree to which someone is not angry, depressed, anxious, emotional, insecure or excitable

Back 6

Emotional Stability

Front 7

Degree to which someone is cooperative, polite, flexible, forgiving, good-natured, tolerant, and trusting.

Back 7

Agreeableness

Front 8

Degree to which someone is organized, hard-working, responsible, persevering, and achievement oriented

Back 8

Conscienstiousness

Front 9

Degree to which someone is curious, broad-minded, and open to new ideas, things, and experiences

Back 9

Openness to Experience

Front 10

Focuses on equal opportunity, fair treatment, recruitment of minorities, and strict compliance with the equal employment opportunity laws

Back 10

Discrimination and fairness

Front 11

Focuses on the acceptance and celebration of differences and ensures the diversity within company matches the diversity among primary stakeholders

Back 11

Access and legitimacy

Front 12

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

Back 12

Organizational Plurality

Front 13

Principles of Diversity

Back 13

-Carefully and faithfully following and enforcing federal and state laws regarding equal opportunity employment

-Treat group differences as important but not special

-Find common ground

Front 14

Teaches employees the practical skills they need for managing a diverse work force.

-Flexibility and adaptability

-Negotiation and problem solving

-Conflict resolution

Back 14

Skills-based diversity training

Front 15

Lying/omiting to fit a socially accepted "good person" image

Back 15

SDRB (social deniability response bias)

Front 16

Form assessments that measure employee and management attitudes, investigate the extend to which people are advantaged or disadvantaged with respect to promotions, ...

Back 16

Diversity Audits

Front 17

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

Back 17

Social integration

Front 18

Treating people differently in hiring and firing, promotion, and compensational decisions because of their age

Back 18

Age discrimination

Front 19

Treating people differently because of gender

Back 19

Sex discrimination

Front 20

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

Back 20

Glass Ceiling

Front 21

Treating poeple differently based on race or ethnicity

Back 21

Racial and ethnic discrimination

Front 22

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

Back 22

Disability

Front 23

Treating people differently because of their disabilities

Back 23

Disability Discrimination

Front 24

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

Back 24

Disposition

Front 25

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

Back 25

Personality

Front 26

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

Back 26

Awareness Training

Front 27

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.

Back 27

Skills-based Diversity Training

Front 28

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

Back 28

Diversity Audits

Front 29

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

Back 29

Diversity pairing

Front 30

What is social integration?

Back 30

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

Front 31

What is the discrimination and fairness paradigm?

Back 31

Focuses on equal opportunity, fair treatment, recruitment of minorities, and strict compliance with the equal employment opportunity laws.

Front 32

what is the access and legitimacy paradigm?

Back 32

the acceptance and celebration of differences to ensure that the diversity within the company matches the diversity found among primary stakeholders (customers, suppliers, local communities)

Front 33

what is the learning and effectiveness paradigm?

Back 33

focuses on integrating deep level diversity differences, such as personality, attitudes, beliefs, and values, into the actual work of the organization