Management by Daft - Chapter 13: Managing Diversity

diversity initiatives and programs

- enhancing structures and policies - expanding recruitment efforts - establishing mentor relationships - increasing awareness of sexual harassment - affinity groups

diversity dividends

- increased understanding of the marketplace - enhanced breadth of understanding among managers - better team problem solving - lower costs related to turnover, absenteeism, lawsuits - better use of employee talent

benefits to diversity initiatives

- maintain competitive advantage - improve employee morale - decrease interpersonal conflict - facilitate progress in new markets - increase creativity

factors shaping personal bias

- unconscious bias - prejudice - discrimination - stereotypes - ethnocentrism

employee affinity groups

A group based on social identity, such as gender or race, and organized by employees to focus on concerns of employees from that group

diversity of thought

a broader and deeper base of ideas, opinions, and experiences for problem solving, creativity, and innovation - philosophy about life

monoculture

a culture that accepts only one way of doing things and one set of values and beliefs

mentor

a higher ranking organizational member who is committed to providing upward mobility and support to a protege's or mentee's professional carreer

unconscious bias

a person is not aware of the bias in his or her favorable and unfavorable assessments, actions, and decisions toward members of specific groups

stereotype

a rigid, exaggerated, irrational belief(s) associated with a particular group of people

diversity

all the ways in which people differ

glass ceiling

an invisible barrier that exists for women and minorities that limits their upward mobility in organizations

pluralism

an organization (nations, cities, organizations, etc.) accommodates several subcultures

managing diversity

creating a climate in which the potential advantages of diversity for organizational or group performance are maximized while the potential disadvantages are minimized

opt out trend

highly educated, professional women deciding that corporate success isn't worth the price in terms of reduced family and personal time

equfinality

many possible solutions

discrimination

people act out their prejudicial attitudes toward other people who are targets of their prejudice

ethnorelativism

the belief that groups and subcultures are inherently equal

ethnocentrism

the belief that one's own culture or group is inherently superior to other groups and cultures

inclusion

the degree to which an employee feels like an esteemed member of a group in which his or her uniqueness is highly appreciated

prejudice

the tendency to view people who are different as being deficient

reasons why women might be better managers

they are more collaborative, less hierarchical, relationship-oriented approach in tune with today's global and multicultural environment

disjunctive thinking

use of "or" in ideation (this or that)

increased diversity and more women workers

what are the two issues that show how the environment and the workplace are changing?

women in upper management

what is a common diversity challenge on a global scale?