Module 2 (Diversity In Organizaitons)

Front 1

Surface-level diversity

Back 1

Differences in easily perceived characteristics, such as gender, race, ethnicity, age, or disability, that do not necessarily reflect the ways people think or feel but that may activate certain stereotypes.

Front 2

Deep-level diversity

Back 2

Differences in values, personality, and work preferences that become progressively more important for determining similarity as people get to know one another better.

Front 3

Discrimination

Back 3

Noting of a difference between things; often we refer to unfair discrimination, which means making judgements about individuals based on stereotypes regarding their demongraphic group

Front 4

Biographical characteristics

Back 4

Personal characteristics such as age, gender, race, and length of tenure that are objectives and easily obtained from personnel records. These characteristics are representative of surface-level diversity.

Front 5

Ability

Back 5

an individual's capacity to perform the various tasks in a job.

Front 6

Intellectual abilities

Back 6

the capacity to do mental activities thinking, reasoning, and problem solving.

Front 7

General mental ability (GMA)

Back 7

An overall factor of intelligence, as suggested by the positive correlations among specific intellectual ability dimensions.

Front 8

Physical abilities

Back 8

The capacity to do tasks that demand stamina, dexterity, strength, and similar characteristics.

Front 9

Diversity management

Back 9

The process and programs by which managers make everyone more aware of and sensitive to the needs and differences of others.