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Ch2diversityinorganization 100923073946-phpapp01


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easy notes of chp 2

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Ch2diversityinorganization 100923073946-phpapp01

  1. 1. 2010/9/25 1
  2. 2.  Diversity  Biographical Characteristics  Ability  Implementing Diversity Management Strategies  Global Implications 2
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  4. 4.  U.S. workforce become diversity today.  In order to adapt this shift, organizations need to make diversity management a central component of their policies and practices. 4
  5. 5.  Surface-level diversity: ◦ Difference in easily perceived characteristics. ◦ It can lead employees to perceive one another through stereotype and assumption. ◦ Such as race, age, gender…  Deep-level diversity: ◦ More important for determining similarity as people get to know one another. ◦ Such as vales, personality, and work preferences. 5
  6. 6.  Discrimination means we allowing our behavior to be influence by stereotypes about groups of people. ◦ Unfair discrimination is often very harmful to organization and employees, such as reduced productivity, negative conflicts, and increased turnover. ◦ Discrimination type  Discriminatory policies or practices  Sexual harassment  Intimidation  Mockery and insults  exclusion  incivility 6
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  8. 8.  Biographical characteristics means personal characteristics that are objective and easily obtained from personal records. ◦ Surface-level diversity ◦ such as age, gender, race, and length of tenure 8
  9. 9.  Dose age and job performance have relationship? ◦ An employee is older, who is less likely to quit. ◦ Older employee have lower rater of avoidable absence than do younger employees, but they have higher rates of unavoidable absence.  Dose age and job satisfaction have relationship? ◦ Satisfaction tends to continually increase among professionals as they age. ◦ However, satisfaction tends to decrease among nonprofessionals during middle age and then rises again in the later years. 9
  10. 10.  Whether women perform as well on jobs as men do? ◦ There are few differences between men and woman in job performance. ◦ Work schedules seem to differ between genders. ◦ A one study point out woman more liking to turn out than men. But now?? ◦ Parents were rated lower in job commitment, achievement striving, dependability than individuals without children. 10
  11. 11.  Race means biological heritage people, Ethnicity is additional set of cultural characteristics that often overlaps with race. ◦ People tend to favor colleagues of their own race. ◦ Substantial racial differences exist in attitudes toward affirmative action. ◦ African Americans generally fare worse than Whites in employment decisions. 11
  12. 12.  Workers with disabilities receive higher performance evaluations  But they also encounter lower performance expectations and are less likely to be haired. 12
  13. 13.  Tenure means seniority as time on a particular job. ◦ Tenure is a good predictor of employee productivity. ◦ Tenure on an employee’s previous job is a powerful predictor of that employee’s future turnover.  Religion  Sexual orientation and gender identity 13
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  15. 15.  Ability is an individual’s current capacity to perform the various tasks in a job. 15
  16. 16.  Intellectual abilities are abilities needed to perform mental activities ─ thinking, reasoning, and problem solving. ◦ General mental ability(GMA) is an overall factor of intelligence, as suggested by the positive correlations among specific intellectual ability dimensions. ◦ Wonderlic Personnel Test ◦ The correlation between intelligence and job satisfaction is about zero. 16
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  18. 18.  Physical ability is the process and programs by which managers make everyone more aware of and sensitive to the needs and differences of others. 18
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  20. 20.  Diversity management is a process and programs by which managers make everyone more aware of and sensitive to the needs and differences of others. 20
  21. 21.  Attract diverse employees : target recruiting messages to specific demographic groups underrepresented in the workforce.  The selection process is one of the most important places for diversity efforts. ◦ Fair and objective, qualifications are more important!  Similarity in personality does appear to affect career advancement. ◦ Collectivistic cultures & individualistic cultures ◦ Deep-level diversity is more important than surface-level diversity. 21
  22. 22.  Individuals who are demographically different from their co-works are more likely to feel low commitment and turn out.  All workers appeared to prefer an organization that values diversity. 22
  23. 23.  Diversity will help or hurt group performance. ◦ Trait diversity or Demographic diversity good 23
  24. 24.  Organization use a variety of efforts to capitalize on diversity ◦ Teach managers about the legal framework for equal employment opportunity ◦ Teach managers how a diverse workforce will be better able to serve a diverse market of customers and clients. ◦ Foster personal development practices that bring out the skills and ability of all workers. 24
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  26. 26.  Biographical Characteristics ◦ Some biographical vary across culture.  Intellectual Ability ◦ Evidence strongly supports the idea that the structures and measures of intellectual abilities generalize across culture.  Diversity Management 26
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