MGMT 311 Chapter 2

Deep-level diversity

Refers to individual differences that cannot be seen directly, including goals, values, personalities, decision-making styles, knowledge, skills, abilities, and attitudes

Surface-level diversity

Refers to observable differences in people, including, race, age, ethnicity, physical abilities, physical characteristics, and gender

Individualism

Refers to the strength of the ties people tend to have other in their community

Diversity

Refers to the variety of observable and unobservable similarities and difference among people

Long-term orientation

Reflects a focus on long-term planning, delivering on social obligations, and avoiding "losing face"

Ethnocentrism

Reflects the belief that one's own language, native country, and cultural rules and norms are superior to all others

"like me: bias

Tendency to employ and work with people like ourselves in terms of protected characteristics to employ and work with people like ourselves in terms of protected characteristics

Cultural competence

The ability to interact effectively with people of different cultures

Uncertainty avoidance

The degree of anxiety members feel in uncertain or unfamiliar situations

Power distance

The degree of inequality that exists and that is accepted among people with and without power

Relational demography

The more different you perceive yourself to be from the other group members, the more aware your are of these differences

Inclusion

The sense of being safe, valued, and engaged in a group regardless of similarities to or differences from other group members

Token

In the numerical minority in a group based on some unique characteristic, can affect majority members, perceptions of token minority members

Organizational networks

Influence knowledge sharing, resource accessibility, and work opportunities

Relationship conflict

Interpersonal conflict, including personality clashes

Reciprocal mentoring

Matches senior employees with diverse junior employees to allow both individuals to learn more about a different group, is one technique used to promote diversity awareness and inclusion

Social categorization theory

Proposes that we categorize other into in-groups of people like ourselves and out-groups of dissimilar people

Masculinity

Refers to how much a society values and exhibits traditional male and female roles and expects them to be distinct

There are three other types of within group diversity that reflect different types of deep-level diversity

1. Separation 2. Variety 3. Disparity

Stereotype

A belief about an individual or a group based on the idea that everyone in that particular group will behave the same way

Information processing

A change in the way groups integrate information and reconcile different perspectives to make decisions or take action

Expatriate

A person who lives outside their native country

Task conflict

Conflict over tasks issues, such as goals, deadlines, or work processes

Faultlines

Determine the existence and strength of subgroups, and depend on the composition and assignments of different group member demographic characteristics

Variety

Differences in a certain type or category, including group members' expertise, knowledge, or functional background

Separation

Differences in position or opinion among group members reflecting disagreement or opposition-- dissimilarity in an attitude or value, for example, especially with regard to group goals or processes

Disparity

Differences in the concentration of valuable social assets or resources--dissimilarity in rank, pay. decision-making authority, or status, for example