Successfully reported this slideshow.
We use your LinkedIn profile and activity data to personalize ads and to show you more relevant ads. You can change your ad preferences anytime.

Ch2diversityinorganization 100923073946-phpapp01

147 views

Published on

easy notes of chp 2

Published in: Engineering
  • Login to see the comments

  • Be the first to like this

Ch2diversityinorganization 100923073946-phpapp01

  1. 1. 2010/9/25 1
  2. 2.  Diversity  Biographical Characteristics  Ability  Implementing Diversity Management Strategies  Global Implications 2
  3. 3. 3
  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
  7. 7. 7
  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
  14. 14. 14
  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
  17. 17. 17
  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
  19. 19. 19
  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
  25. 25. 25
  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
  27. 27. 27

×