Chapter 4
glass ceiling
Barrier preventing non-dominant groups from advancing
internal factors
Behavior attributed within a person (ability)
External factors
Behavior attributed within environment (difficult task)
Stereotype Formation and Maintenance (process)
Categorization Inferences Expectations Maintenance
perception influenced by
Characteristics of: perceiver, target, and situation
Perception
Cognitive process enabling us to interpret and understand (our) surroundings
Consensus
Compares one's behavior to peers
Distinctiveness
Compares person's behavior on 1 task with their behavior on other tasks
Characteristics of situation
Context of interaction Culture and race consistency
Characteristics of target
Direction of gaze Facial features and body shape Nonverbal cues Appearance or dress Physical attractiveness
Characteristics of perceiver
Direction of gaze needs and goals experience with target Category-based knowledge Gender and emotional status Cognitive load
Discrimination
Employment decisions are based on reasons not associated with performance nor relation to the job
managing diversity
Enables people to perform maximum potential
Attributional tendencies
Fundamental attribution bias Self-serving bias
Affirmative Action
Intervention gives management time to correct imbalance, injustice, mistake, or discrimination from the past
Diversity
Multitude of individual differences and similarities existing among people
Stereotype
One's beliefs on characteristics or attributes of a group
Surface-level characteristics
Quickly apparent to interact ants (race, gender, and age)
Access-and-legitimacy perspective
Recognizing organization's markets and constituencies are culturally diverse
Demographics
Statistical measurements of populations & qualities (age, race, gender, or income) over time
deep-level characteristics
Take time to emerge in interactions (attitudes, opinions, and values
Self-serving bias
Taking more personal responsibility for success than failure
fundamental attribution error
Tendency to attribute another person's behavior to his or her personal characteristics rather than situation factors
Implicit cognition
Thoughts or beliefs automatically activated from memory without conscious awareness
LGBT
acronym representing lesbian, gay, bisexual, and transgender
Transgender
anyone whose gender identity or gender expression is different from sex at birth
3 dimensions of behavior
consensus, distinctiveness, consistency
Psychological safety
extent people feel free to express ideas and beliefs without fear of negative consequences
Consistency
judges if the individual's performance on a given task is consistent over time
On-ramping
programs encourage people to reenter workforce after temporary career break
Americans with Disabilities Act (ADA)
prohibits discrimination against those with disabilities; requires organization to reasonable accommodate
Diversity climate
subcomponent of organization's overall climate; employees' aggregate perceptions of organization's diversity-related formal structure characteristics and informal values
Casual attributions
suspected or inferred causes of behavior
underemployed
working jobs requiring less education; overqualified individual
