MGMT472 Midterm Exam

Physical attractiveness has marketplace _____________________: - Hiring - Performance ratings - Promotion - Long term salary growth

Advantages

Communities within a corporation that are organized around employees' similar characteristics and common goals. - Have a more social and mentoring focus.

Affinity Groups

Intended to demonstrate that the organization was making progress in the hiring and promotion of people from groups that has been previously discriminated.

Affirmative Action Plan

Protect workers over forty years of age from discrimination in terms of hiring, firing, promotion, benefits, training and pay.

Age Discrimination in Employment Act

Pertain to self-assertion and independence.

Agentic Characteristics

____________________ standards are set to: - Project a particular corporate image. - Create a favorable working environment. - Limit distractions caused by outrageous, proactive, or inappropriate dress.

Appearance

Learning to manage and ___________________ differences requires learning, emotional growth, and stretching the boundaries of all participants.

Appreciate

- Premise: "We're all the same." - Strategy: hire diverse employees, encourage uniform behavior. - Advantage: promotes fair hiring. - Disadvantages: subverting differences to encourage harmony, companies miss out on new ideas. Feeling detached from their work, employees' underperform.

Assimilation Paradigm

How differences are often managed? __________________ - Often takes form of associating with similar individuals. - Enables mutual support and predictability. - May reduce tension. - Minimizes opportunities for learning and growth.

Avoidance

Core Values: Optimism, team orientation, personal gratification, health and wellness, personal growth, staying wong, hard work, involvement. Assets: Service orientation, willingness to go to the extra mile, team spirit, good working relationships. Liabilities: No budget orientation, conflict and disagreement avoidance, self center. Motivate: "You are valued here." "I approve of you." Open and direct; F2F or electronic communication style. Avoid controlling or manipulative language, convery flexibility. Leadership: Collegial and consensual, sometimes authoritarian. Create a fair and level playing field for all, expect participation. Poor communication, supervision, delegation skills.

Baby Boomers (Born between 1943-1960)

Smart managers realize the importance of _______________ in work groups. Managing differences require: - Energy - Commitment - Tolerance - Appreciation

Balance

An organization that engages full potential of the individual, where innovation thrives, and views, beliefs and values are integrated.

Belonging

Prejudice in favor of or against one thing, or group compared with another, usually in a way considered to be unfair.

Bias

Once diversity has a highly ranked champion, two ways to strengthen governance in terms of support for diversity initiatives are to have diversity on the ___________ ______ _____________ and to appoint a Chief Diversity Officer.

Board of Directors

Employers can sometimes legally discriminate in terms of certain protected characteristics (never for race or color) if the characteristics are "reasonably necessary" for that particular business.

Bona Fide Occupational Qualification

Do companies make money due to diversity? Mixed Results: 1. MIT;s Kochan et al, five year but small sample study could not confirm the business case. 2. University of Chicago's 1996-1997 study over a thousand organizations found that diversity did have a net positive financial impact on the organizations' bottom line.

Business case for diversity

Trying to prove that mathematically a diverse workforce could lower costs, provide a competitive advantage in the global marketplace, and improve the quality of creativity and problem solving.

Business case for diversity

An executive at the corporate level whose job is to oversee, coordinate and manage an organization's diversity initiatives. - Role varies based on organization's mission. - Clarify their organization's definition of diversity. - Identify the organization's motives and expectations for the program. - Evaluate alternative practices. D&I best practices varies based on organization's mission.

Chief Diversity Officer

Prohibits discrimination in employment in terms of hiring, promotion, firing, etc. on the basis of race, sex, national origin, religion and color.

Civil Rights Act

While women are more _______________ than men, there are not actually any gender differences in agentic traits.

Communal

Pertain to concern for others and interpersonal sensitivity.

Communal Characteristics

- __________________ _______________ are expected to provide expert financial, legal, management and strategic advice from an external perspective. Since one of the advantages to having diversity is to add unique viewpoints, appointing diverse directors to a board should improve decision making by minimizing groupthink and challenging the status quo. - Adding diverse members, if not managed well, has the potential to result in conflict and gridlock. However, one of the major issues is finding qualified diverse directors.

Corporate Boards

- Official recognition of a LGBT group. - Sexual orientation nondiscrimination policy. - Benefits for domestic and same-sex partners. - Training to increase understanding. - Public engagement with the broader LGBT community including targeted recruitment programs, and efforts to find and use LGBT-positive suppliers.

Corporate Equality Index

In 1991 __________ and ____________ explained, but did not validate, six ways that organizations could make diversity a competitive advantage by: - reducing the turnover costs - attracting the best talent from diverse groups - creating a marketing advantage in global business - improving creative thinking by having input from diverse perspectives - improving the quality of business decisions - increasing systems flexibility by developing new policies and procedures and ways of leading

Cox, Blake

"Fitting in" Also critical to upward mobility. Belonging to a group means knowing about the things you know. Accumulated from birth. The things a person knows about, the things he values, and the way he dresses and speaks will have much to do with the environment in which he is raised.

Cultural Capital

In 1996 Congress passed the "_____________ ______ _______________ _______" which, among other things, defined marriage as between one man and one woman, and allowed states to refuse to honor same-sex marriages performed in another state.

Defense of Marriage Act

Two factors influence the treatment of _______________________: - The needs, wants, and goals of the individual. - The value placed on relationships. Differences are not problems to be solved. Successful managers of difference reduce their judgements and accept the difference as legitimate.

Differences

- Premise: "We celebrate differences." - Strategy: match diverse employees to niche markets. - Advantage: expands markets. - Disadvantages: pigeonholed, staff can't influence mainstream work. Employees fee exploited and excluded from other opportunities.

Differentiation Paradigm

Employers can _________________ on the basis of appearance except: - For characteristics such as sex and age that are protected under anti-discrimination laws. - When appearance standards conflict with religious beliefs. - When the standards negatively affect women or racial/ethnic minorities.

Discriminate

A behavior or action that occurs when we treat people differently because of their membership in some group.

Discrimination

When ____________teams work together: - Greater creativity and innovation - Connectedness - More risk tasking - Less boredom - Higher productivity - Greater cooperation

Diverse

Multiple identities represented in an organization.

Diversity

The ways we differ that may affect our organizational experiences, as a change process that occurs on 3 levels: the individual, the social identity group level, and the organizational level.

Diversity

- 70's designed to raise awareness of racial and gender difference and to avoid lawsuits. - 80's and 90's included more social relationships and the goal was to improve the working relationships between groups. - Effective ______________ ________________ programs are tied to an organization's strategy and are part of an integrated diversity program.

Diversity Training

Effective ______________ ________________ programs are tied to an organization's strategy and are part of an integrated diversity program. Characteristics of the best diversity training programs are; - Voluntary - Focus on specific skills - Target change at the unconscious level - Involve more active ways of learning - Assessed for effectiveness

Diversity training

In 1972 Title IX in the ______________ __________ was passed. Equal access to higher education, professional schools and high school and college sports.

Education Codes

Factors contributing to increase in ______________ female leaders. - Interpersonal Level: decreasing gender stereotypes. - Organizational Level: diversifying leadership, equity in maternity/paternity leave. - Societal Level: gender equity in domestic responsibilities. - Individual Level: promoting effective negotiations, use of effective leadership styles.

Effective

Challenges to get to __________ leadership positions: Human Capital: - Work experience - Developmental opportunities - Work-home conflict - Education Gender Differences: - Style and effectiveness - Commitment and motivation - Self-promotion - Negotiation traits

Elite

In 1848 a group of women led by _______________ ___________ _________________ wrote the declaration of sentiments: to correct: access to vote and professions.

Elizabeth Cady Stanton

Elements of __________________ __________________: 1. Awareness of self 2. Managing self 3. Self-motivation 4. Awareness of emotion in others 5. Managing interpersonal relationships

Emotional Intelligence

The ability to be aware of, name, and manage individual experience of emotions.

Emotional Intelligence

Since ________________ _____________ _______________ members can provide diversity related expertise in terms of reviewing promotional materials for offensive content, contributing ideas for product development that meet the needs of diverse markets, linking the company to diverse communities for employee recruitment, and outreach and promoting cultural awareness the members can operationalize diversity as a competitive advantage.

Employee Resource Group

Usually provide similar support as the affinity groups but for diverse employees. - These are also closely tied more closely to the mission of the organization utilizing diverse employees as a business resource. - The most successful groups have direct communication and/or a sponsor at the corporate level.

Employee Resource Groups

_________________ _______________ __________________: Employee Benefits: - opportunity to be mentored. - safe place to discuss diversity issues. - networking opportunities. - professional development - increase feeling of inclusion Organizational Benefits: - improved communication with diverse consumer markets. - assistance with recruiting diverse employees. - outreach to diverse communities. - product development for diverse markets. - increase global business opportunities.

Employee Resource Groups

Diversity Initiatives: - Mentoring and Sponsorships - Affinity Groups and ERGs Benefits to ___________________: - Safe place to discuss diversity - Networking opportunities - Professional development - Increased feeling of inclusion

Employees

Males and females must receive the same salary for jobs that require equal skill, effort and responsibility.

Equal Pay Act

Constantly and consistently recognizing and redistributing power.

Equity

The quality of being fair and impartial.

Equity

The fact or state of belonging to a social group that has a common national or cultural tradition.

Ethnicity

Required organizations that accept federal funds and/or have federal contracts to submit a written Affirmative Action plan. The plans were intended to demonstrate that the organization was making progress in the hiring and promotion of people from groups that had been previously discriminated.

Executive Orders 10925, 11246, and 11375

____________________ and ____________ expanded these dimensions to include personality differences as central to one's identity and organizational differences, such as seniority, functional level, management status, or union membership, as a peripheral outer ring.

Gardenswartz, Rowe

Core Values: Appreciate diversity, think globally, balance W&H, technoliteracy, work fun, independence, self reliance, causal approach to authority. Assets: Adaptable, voracious learners, multitask, no intimidate with authority, creative. Liabilities: Impatient, poor people skills, not excepting job security or personal sacrifices at work, resist being micromanaged. Motivate: "Do it your way." "Not a lot of rules around here." Electronic, communication. Present facts, ask feedback, share information, informal style. Listen. Leadership: Uncomfortable with traditional chain of command, bureaucratic rules. Great at supporting a competent team, change direction, or projects quickly. Egalitarian, access and communicate electronically.

Gen X (Born between 1960-1980)

What are the factors leading to the mixing of ________________ in the workplace? 1. Flatter organizations 2. Increased teamwork 3. People working longer Collisions can create environments characterized by individual and generational conflict.

Generations

Traditionally, women's inability to advance into higher level positions is described as hitting a __________ ________________.

Glass Ceiling

Refers to the phenomenon of organizations appointing women and minorities to top positions during times of crises when failure is more likely.

Glass Cliff

The result of not challenging ideas, opinions, values or beliefs. - Individuals may not feel it is safe to challenge, particularly if management does not model this behavior.

Groupthink

Means that many women still tend to work in fields that have been long considered predominantly female and traditionally pay less money. - social services, childcare, teaching, retailing and office administration. Global phenomenon whereby women are disproportionately concentrated in lower level and lower authority leadership positions than men.

Horizontal Segregation

Occurs when a person holds negative or positive associations about a particular group that are outside his or her conscious awareness.

Implicit Bias

Thoughts, ideas and perspectives of all individuals matter.

Inclusion

A group of employees, including senior leaders or executives, that acts on behalf of the company to jumpstart and manage the diversity and inclusion process. - 8-12 leaders, one or two levels below the CEO. - Ideally involved: goal-setting around hiring, retaining and advancing in a diverse workforce and in addressing employee engagement problems among underrepresented employee groups. - Meets quarterly, review organizational feedback. - Carry messages about their work to senior peers.

Inclusion Council

6 practical strategies for creating an ________________ environment: - Educate your leaders - Form an inclusion council - Celebrate employee differences - Listen to employees - Hold more effective meetings - Communicate goals and measure progress

Inclusive

Additional suggestions for achieving ________________: - Encourage open discussion of cultural backgrounds. - Eliminate all forms of dominance (by hierarchy, function, race, gender, etc.) that inhibit full contribution. - Secure organizational trust.

Integration

To promote: - Leadership must understand that employee diversity embodies different perspectives and approaches. Value variety of opinion and insight. - Leadership must recognize learning opportunities and challenges that the expression of different perspectives present for an organization. - The organizational culture must create an exception of high standards of performance from everyone. - The organizational culture must stimulate personal development (training and education programs) - The organizational culture must encourage openness. - The organizational culture must make workers feel valued. - The organization must have a well-articulated and widely understood mission. - The organization must have a relative egalitarian, non bureaucratic structure. * The organization internalize differences among employees so that it learns and grows because of them.

Integration Paradigm

Transcends assimilation and differentiation- promoting equal opportunity and valuing cultural differences. Result? Employees' diverse perspectives positively impact companies' work. - Employees are able to use their differences to shape new goals, processes, leadership approaches, and team, they bring more of themselves to work. They feel more committed to their jobs- and their companies grow.

Integration Paradigm

- Polarization around homosexuality Negative: some churches and media personalities older generations. Positive: Hollywood, Young people - Lack of consensus Not all states have the same rules - Economic forces Market segment Slightly higher discretionary income, vacation, no kids, single Speding with more political sensitivity.

LGBT Issues

Indirect uneven path that requires women to develop a leadership style that integrates assertiveness with nurturing for career progression.

Labyrinth

The LGBT population: - "Sexual minorities" - Not always readily visible. - Gender identity and gender expression. Lesbian and gay people are sexually and emotionally attracted to people of the same sex. Bisexuals are attracted to both sexes. Transgenderism doesn't conform to traditional gender norms. Includes intersexd, people who live substantial portions of their lives as other than their birth sex, and people who refuse to conform to rigid understandings of gender boundaries.

Lesbian, Gay, Bisexual and Transgender Issues

(Circular Process) Change: - Leadership - Corporate Boards - Diversity Audits - ERGs - Training Refreezing: - Social Responsibility - Best Practices - Awards - Flexible Work Unfreezing: - Demographics - Global Expansion - Laws - Market Opportunities - Values

Managing diversity as a change process

In 1996, ______________ _______________ developed a more inclusive framework that classified the dimensions of diversity into two categories: primary that are more permanent, less changeable, and more central to one's identity and secondary which are usually less visible, less central to one's experiences and more changeable.

Marilyn Loden

Prejudices and stereotypes are ______________ processes whereas discrimination is a behavior or action.

Mental

The developmental process that occurs when a more experienced person provides career guidance and support to someone who has less experience.

Mentoring

A statement, action, or incident regarded as an instance of indirect, subtle, or unintentional discrimination against members of a marginalized group such as a racial or ethnic minority.

Micro-agressions

Core Values: Confidence, optimism, sociability, morality, collaboration, open-minded, street smarts, an appreciation of diversity, respect for community and authority. Busy lives. Assets: Tenacity, heroic spirit, multitasking capabilities, tech know-how, collaborative skills, goal oriented. Liabilities: Need for supervision, mentoring and structure, difficult handling interpersonal issues, overconfident. Motivate: "Work with other bright creative people." Flexible schedule. Employees should use descriptive language, action verbs, show respect. Electronic and visual Comm. Feedback and humor, and be encouraging. Leadership: Mix- Boomers' teamwork + Veterans can-do attitude + Xers tech savvy; resilience. Prefer learning in team, technology, structure, experiential activities, entertainment and excitement.

Millennials (Born between 1980-2000)

The _______________________ of differences or engaging in conflictual behavior in the organization would most likely lead to higher stress, individual withdrawal, limited learning, less risk taking, overcompatibility, interpersonal tension, and decreased communications.

Mismanagement

The Third Era Diversity and inclusion (21st Century) - Diversity as an ____________________ ____________: Individual benefit, only work with TMT support. - Diversity beyond ____________________: Assuming that a person is defined by a single set of characteristics.

Organizational Benefit Essentialism

Male dominated society and identifies with what are considered to be male values. The majority of political, economic, legal, religious, educational, and military positions of authority are filled by men.

Patriarchal Society

A preconceived evaluative attitude based on a person's social group membership.

Prejudice

- Age - Gender - Race - Mental and Physical Abilities - Ethnicity - Sexual Orientation

Primary Dimensions

An unearned advantage that gives those who have it economic, social or political power.

Privilege

Resides within society's structures and institutions. It is true that individuals make up society's institutions, and that in order for ____________ to exist in any institution there has to be some individual racial prejudice. Can also be seen as a system of advantage based on race.

Racism

How are differences often managed? ___________________ - Occurs when disagreements are not allowed to emerge. - Behavior limited to cooperation, collaboration, and loyalty. - Opportunities to challenge and test are limited.

Repression

- Geographic Location - Military and Work Experience - Family Status - Income - Religion - Education - First Language - Organizational Role and Level - Communication and Work Style

Secondary Dimensions

An act that is unwanted, unwarranted, and annoying or uncomfortable to the person on the receiving end of the behavior. - Unwanted or unwelcome sexual advances, and does not require that the actions must be continued or routine.

Sexual Harassment

How one thinks of oneself in terms of whom one is romantically or sexually attracted. - A component of an individual's identity that reflects their sexual self-concept.

Sexual Identity

An enduring pattern of romantic or sexual attraction to persons of the opposite sex or gender, same sex or gender, or to both sexes or more than one gender.

Sexual Orientation

"Who you know" Critical in developing academic aspirations and is therefore directly related to a child's academic success. - More directly, personal connections are very helpful in job placement and advancement. - Those from lower socioeconomic groups are disadvantaged in terms of social capital as they "tend to be members in resource-poor networks that share a relatively restricted variety of information and influence.

Social Capital

- Benefits internal and external stakeholders. - Favorable response from consumers. - Tax breaks. - Helps recruit and retain staff. -Improve image with diverse markets.

Social Responsibility and Philanthropy

When a disagreement comes for a ____________ different person, we are prompted to work harder.

Socially

Involves adding an advocacy component to the mentoring relationship. A manager who becomes this takes a career risk by placing his own reputation on the line when he assertively promotes the talents of the protegee.

Sponsorship

An overgeneralized belief that a category of people are alike.

Stereotype

Many corporations have established these programs which encourage and support the growth of businesses owned by women, minorities and disabled veterans. Well run programs can provide buyers with competitive advantages through innovative ideas, inroads into multicultural markets and communities, better understanding of emerging markets, personalized service, and even lower costs. Best Practices: - Independent certification (51% women, minority or disabled veteran owned) - Buy in from purchasing organization leaders. - Ongoing assessment of policies and procedures.

Supplier Diversity Purchasing Program

Policies and practices that exist throughout a whole society or organization, and that result in and support a continued unfair advantage to some people and unfair or harmful treatment of other based on race.

Systemic Racism

Women: - Make up for half of the U.S. labor force- 53.6% 2010. - Still are underrepresented in upper echelons of America's corporations and political system. Women: - Represent only 5.4% of Fortune 500 CEOs. - Hold only 20.2% of Fortune 500 board seats. - 21% Senate; 19.3% House of Representatives. - Vertical Segregation. Gender is a socially constructed characteristic.

The Glass Ceiling, Labyrinth

Model that classified diversity management into three organizational paradigms, or ways of viewing diversity: - Discrimination and fairness (first era) - Access and legitimacy (second era) - Learning and effectiveness

Thomas and Ely (1996)Model

Goal-oriented leadership style. Males tend to use this leadership style.

Transactional Leadership Style

Relationship-oriented, consensus-building leadership style. Females tend to use this leadership style.

Transformational Leadership Style

Occurs in the workplace when both genders are working in the same industries, but men are perceived as being more capable, skillful and qualified for better paying and upwardly mobile line positions than women.

Vertical Segregation

Core Values: Dedication, discipline, hard work, conformity, consistency, respect for authority, preference for hierarchy. Assets: Stability, orientation to detail, thoroughness, loyalty. Liabilities: Difficulty coping with ambiguity and change, reluctance to conflict or discord. Motivate: "Your experience is respected and valuable." We can learn from you. Use inclusive language, written or F2F communication. Leadership: Are directive, use command and control relationship, and use executive decision making. They want to take charge, delegate and make the bulk of the decisions themselves.

Veterans (Born between 1922-1943)

A landmark piece of federal legislation in the United States that prohibits racial discrimination in voting.

Voting Rights Act of 1965

- When obesity is not a disability, there is no federal legal protection against discrimination. - Some jurisdictions provide legal protection, including: Michigan, District of Columbia, and San Francisco.

Weight Law

- Suggests that white people have never struggled. - Suggests that everything a white person has accomplished is unearned. - Many white people do not enjoy relative affluence, such as food security and do not experience access privileges, such as to nearby hospitals. - White privilege should be viewed as a built-in advantage, separate from one's level or effort.

White Privilege

Feminist scholar Peggy Mclntosh referred to the advantages whites receive as "__________ ______________" and believes that these privileges are invisible to most Whites. African Americans and other people of color cannot count on having these privileges.

White Privilege

Belittling, condescending, threatening, or malicious remarks or acts aimed at others within a workplace.

Workplace Harassment