Chapter 13: Managing Diversity
Glass ceiling
An invisible barrier that separates women from top management positions Also impedes the career progress of minorities Prevents women from advancing vertically Women and minorities are clustered at the bottom levels of the corporate hierarchy
- Changing structures and policies - Expanding recruitment efforts - Establishing mentor relationships - Accommodating special needs - Providing diversity skills training - Increasing awareness of sexual harrasment
Diversity initiatives and programs include:
Numerical goals
Diversity performance should be measured by _____________ to ensure solutions are being implemented successfully
1. Better use of employee talent 2. Increased understanding of the marketplace 3. Enhanced breadth of understanding in leadership positions 4. Increased quality of team problem solving 5. Reduced costs associated with high turnover, absenteeism, and lawsuits
Dividends of workplace diversity are?
Valuing cultural differences
Recognition of cultural differences and seeing these differences with an appreciative attitude
Baby boomers
Generation of the workforce currently heading to retirement
Generation Y
Generation that is ambitious, lacks loyalty to one organization, and is eager for quick success millenials
Generation X
Generation that struggles with reduced guarantees about their financial features and job security
Prejudice
The tendency to view people who are different as being deficient
Solicitation with promise of reward sexual harassment
This action treads a fine line as an attempt to "purchase" sex, with the potential for criminal prosecution
Inappropriate/offensive sexual harassment
Though not sexually threatening, it causes discomfort in a coworker, whose reaction in avoiding the harasser may limit his or her freedom and ability to function in the workplace
True
True or False? Companies with several senior-level women outperform those without senior-level women both financially and organizationally
False
True or False? Male managers are rated higher by subordinates on interpersonal skills, task behavior, communication, ability to motivate others, and goal accomplishment
True
True or False? Managers need to understand the complex attitudes, opinions, and issues that already exist in the workplace or that employees bring into the workplace
1. Traditional 2. Inclusive
What are the models of diversity?
- Generalized - Inappropriate/offensive - Solicitation with promise of reward - Coercion with threat of punishment - Sexual crimes and misdemeanors
What are the various forms of sexual harassment?
Maintain momentum to change the culture
What is step five in the process for implementing a diversity plan?
Demand results and revisit the goals
What is step four in the process for implementing a diversity plan?
Uncover diversity problems
What is step one in the process for implementing a diversity plan?
Choose solutions to fit a balanced strategy and address education, enforcement, and exposure
What is step three in the process for implementing a diversity plan?
Strengthen top management commitment
What is step two in the process for implementing a diversity plan?
Discrimination
When someone acts out their prejudicial attitudes toward people who are the targets of their prejudice
Aging
____________ of the population is a global phenomenon
Monoculture
a culture that accepts only one way of doing things and one set of values and beliefs, which can cause problems for minority employees
Cultural audit
a tool that identifies problems or areas needing improvement in a corporation's culture
Diversity
all the ways in which people differ
Pluralism
an organization accommodates several subcultures
Managing diversity
creating a climate in which the potential disadvantages are minimized
Diversity awareness training
make employees aware of the assumptions the make and to increase people's sensitivity and openness to those who are different from them
Ethnic discrimination
mistreating people because they have a different ethnicity
Gender discrimination
paying a woman less than a man for the same work
Enforcement
providing incentives for employees who demonstrate disciplinary actions for those who violate diversity standards
Traditional Diversity dimensions
- Age - Race - Gender - Lifestyle - Pay level - Disability
Inclusive Diversity dimensions
- Race - Gender - Lifestyle - Pay level - Function - Competency - Income - Parent - Language - Work style - Military experience - Position - Nationality - Personality
Cultural Competence
Ability to interact effectively with people of different cultures
Employee network groups
Based on social identity, such as gender or race, and are organized by employees to focus on concerns of employees from that group
Ethnorelativism
Belief that groups and subcultures are inherently equal
New diversity initiatives
Benefits: improving employee morale, decreasing interpersonal conflict, facilitating progress in new markets, and increasing the organization's creativity
Traditional diversity
Dimensions include inborn differences that are immediately observable
Inclusive diversity
Includes all of the ways in which employees differ, including aspects of diversity that can be acquired or changed throughout one's lifetime
Commitment, leadership, and support
Most important component of a successful diversity strategy is manager's ____________.
1. Intangible 2. Pervasive 3. Difficult to comprehend
National cultures are _________
Stereotypes
Rigid, exaggerated, irrational beliefs associated with a particular group of people
Generalized sexual harassment
Sexual remarks and actions that are not intended to lead to sexual activity but are directed toward a coworker based solely on gender and reflect on the entire group
Opt-out trend
Some women never hit the glass ceiling because they choose to get off the fast track long before it comes into view Women are deciding that corporate success isn't worth the price in terms reduced family and personal time, greater stress, and negative health effects
Multicultural teams
Teams made up of members from diverse national, racial, ethnic, and cultural backgrounds Provide even greater potential for enhanced creativity, innovation, and value in today's global marketplace More difficult to manage because of the increased potential for miscommunication and misunderstanding
Three-generation
The U.S. has a _____________ workforce.
Ethnocentrism
The belief that one's own group and subculture are inherently superior to other groups and cultures
Pluralism; Ethnorelativism
The goal of organizations seeking cultural diversity is ______________ rather than a monoculture and _____________ rather than ethnocentrism
Coercion with threat of punishment
The harasser coerces a coworker into sexual activity by using the threat of power (through recommendations, grades, promotions, and so on) to jeopardize the victim's career
Sexual crimes and misdemeanors
The highest level of sexual harassment, these acts would, if reported to the police, be considered felony crimes and misdemeanors
Diversity training
help people identify their own cultural boundaries, prejudices, and stereotypes and develop the skills for managing and working in a diverse workplace
Diversity skills training
help people learn how to communicate and work effectively in a diverse environment
Mentor
higher-ranking organizational member who is committed to providing upward mobility and support to a protégé's professional career
Exposure
involves exposing traditional managers to nontraditional peers to help break down stereotypical beliefs
Stereotype threat
the psychological experience of a person who, when engaged in a task, is aware of a stereotype about his or her identity group suggesting that he or she will not perform well on that task
Education
training programs that improve awareness and diversity skills
The Female Advantage
women are more collaborative, less hierarchical, relationship oriented, better able to deliver in terms of what modern society requires of people