easy notes of chp 2

1. 2010/9/25
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2.  Diversity
 Biographical Characteristics
 Ability
 Implementing Diversity Management Strategies
 Global Implications
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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.
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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.
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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
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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
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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.
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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.
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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.
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12.  Workers with disabilities receive higher
performance evaluations
 But they also encounter lower performance
expectations and are less likely to be haired.
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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
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15.  Ability is an individual’s current capacity to
perform the various tasks in a job.
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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.
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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.
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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.
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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.
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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.
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23.  Diversity will help or hurt group performance.
◦ Trait diversity or Demographic diversity
good
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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.
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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
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