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14 Cards in this Set
- Front
- Back
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Define Diversity
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variety of demographic, cultural, and personal differences among the people who work there and the customers who do business there.
Broader focus, can exist even if organizations don't take purposeful steps to create it. *create a positive work environment where no one is advantaged or disadvantaged where "we" is everyone, differences are respected. *seeks to benefit both organizations and their employees by encouraging organizations to value all kinds of differences. |
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What is Affirmative Action?
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purposeful steps taken by an organization to create employment opportunities for minorities and women
Narrowly focused on demographics such as sex and race *Compensate for past discrimination: hire, promote, or give back to those not hired or promoted *punishes companies for not achieving specific sex and race ratios in their work forces. |
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What are the benefits of Diversity?
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1. Reducing Costs
*decreases customer turnover and absenteeism-avoids expensive lawsuits *Ex: diversity programs that address the needs of female workers 2. Retaining Talent *attracts and retains talented workers. Diversity begets more diversity.. Bigger pool of applicants 3. Driving Business Growth *helps companies grow by improving their understanding of the market place. (understand needs of customers). |
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What is Surface Level Diversity?
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categorize, stereotype, quick, observable, -age, gender, race/ethnicity, physical capabilities.
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Describe Deep-level Diversity
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personality, attitudes, values/beliefs
*based on verbal and non-verbal behavior *stereotypes replaced by knowledge and understanding. *Reduces prejudice and conflict *Leads to Social Integration Being informed/educated by experiences can change your opinion!!!!! |
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Define Social Integration
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*Achieved through deep-level diversity
*group members want to work together to accomplish a task. |
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What are the types of surface level diversity?
How can you improve or fix it? |
1. Age Discrimination
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. Sex Discrimination *Glass ceiling mentoring stopping unintentional behavior **Through mentoring..Ex: pairing promising female executives with senior executives from whom they can seek advice and support. *Designate a Safety and Wellness or Go to person-advocate for personal needs-represent diversity... safe person that wont affect promotion. 3. Race/Ethnicity eliminating unclear selection and promotion criteria training managers who make hiring and promotion decisions *Employ a private firm to test hiring system -investigate to avoid the problem. 4. Mental or Physical Disabilities educating to address incorrect stereotypes committing to reasonable workplace accommodations recruiting qualified workers with disabilities |
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Define Disposition:
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the tendency to respond to situations and events in a predetermined manner.
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What are the big 5 dimensions f personality?
Define them (Pg. 225 in book) |
1. Extraversion
2. Emotional Stability 3. Agreeableness 4. Conscientiousness 5. Openness to experience |
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What are the 3 diversity paradigms?
Define each *4 benefits of learning and effectiveness paradigm? |
1. Discrimination and Fairness:
*most common method, focuses on = opportunity, fair treatment, recruitment of minorities, strict compliance to = opport. laws *assimilation, having a demographically representative work force 2. Access and Legitimacy: Acceptance and celebration of differences-match diversity in company to that of customers, suppliers, and local communities. *differentiation, (having demographic differences inside the company match those of key customers) 3. Learning and Effectiveness: (4 benefits!!!) *integrating deep level diversity differences (personality, values, etc). *treating individuals individually, leveraging everyone's best, maximizing the powerful potential of our workforce. *4 benefits: 1.values common ground: all the same with differences as you are, not despite them 2. makes a distinction between individual and group differences. -treat people as individuals 3. less likely to lead to conflict because it focuses on individual rather than group differences (which would be stereotyping) 4. focuses on brining different talents and perspectives together to make the best organizational decisions and to produce innovative and competitive products and services (other paradigms focus on only the value of being different-surface level). |
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What is the business growth advantage of diversity?
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* Used with Access and Legitimacy Paradigm
*to create a demographically diverse work force in order to attract a broader customer base. *Speak same language as customers "Reflect Local Market" *establishes a clear business reason for diversity. -surface level |
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Define Organizational Plurality:
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1. all members are empowered to contribute in a way that maximizes the benefits to the organization, customers,and themselves
*individuality of each member is respected by not segmenting or polarizing people on the basis of their membership in a particular group. |
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What are the work related personality dimensions?
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1. Authoritarianism
2. Machiavellian Tendencies step over others to get what you want, no matter what 3. Type A/B personality A: driven, competitive,perfection B: relaxed, low stress (Better) 4. Locus of control 5. Positive/Negative Affectivity |
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Define training methods
(pg. 230) |
Awareness Training
Skills-Based Diversity Training Practices Diversity Audits Diversity Pairing Minority Experiences: study abroad |
