BUAD 304 Chapter 4

Education, Enforcement, Exposure

3 key strategies to manage diversity

1) overestimating frequency of behavior 2) explaining it 3) Differentiating minorities from ourselves

3 ways we maintain stereotypes

1) Categorization 2) Inferences 3) Expectations 4) Maintenance

4 step stereotyping process

Internal and external

Behaviors can be attributed to what 2 kinds of factors?

Surface Level characteristics

Characteristics that are quickly apparent to interactants such as race, gender, and age

Deep Level characteristics

Diversity Wheel: combination of external influence and organizational dimensions. ARE THOSE THAT TAKE TIME TO EMERGE IN INTERACTIONS - such as attitudes, opinions, and values.

Personality

Diversity wheel: Is at the center of the diversity wheel because it represents a stable set of characteristics responsible for a person's identity.

External Dimensions

Diversity wheel: is the next layer after internal dimensions. These are individual differences over which we have more control.

Internal Characteristics

Diversity wheel: is the next layer after personality (also referred to as the surface level characteristics - those that are quickly apparent to interactants such as race, gender, and age). These are unchangeable and influence our attitudes, expectations, and assumptions about them, which influence our behavior.

Organizational Dimensions

Diversity wheel: such as seniority, job title, function, work location.

Stereotypes

Is an individual's set of beliefs about the characteristics or attributes of a group. (can be positive and negative - I.E. engineers are good at math).

Distinctiveness

Kelley's Model of Attribution: Compares a person's behavior on one task with his or her behavior on other tasks. High distinctiveness means the individual has performed the task in a significantly different manner than he or she has performed other tasks.

1) consensus 2) Distinctiveness 3) consistency

Kelley's Model of Attribution: People make causal attributions by observing 3 dimensions of behavior?

Consensus

Kelley's Model of Attribution: compares an individual's behavior with that of his or her peers. There is high consensus when someone acts like the rest of the group and low when he or she acts differently.

Consistency

Kelley's Model of Attribution: judges whether the individual's performance on a given task is consistent over time.

1. Characteristics of the perceiver 2. Characteristics of the target 3. The characteristics of the situation

Perception is influenced by 3 components

Fundamental attribution bias

Reflects our tendency to attribute another person's behavior to his or her personal characteristics, rather than to situation factors. Ignore important environmental factors which often significantly affects behavior.

Implicit Cognition

Represents any thoughts or beliefs that are automatically activated from memory without our conscious awareness.

Self-Serving Bias

Represents our tendency to take more personal responsibility for success than for failure. Attribute success to internal failures and failures to external failures.

Attribution Theory

Rightly or wrongly, people infer causes for their own and other's behavior.

Maintenance

Stereotyping stage: o Overestimating the frequency of stereotypic behaviors exhibited by others o Incorrectly explaining expected and unexpected behaviors o Differentiating minority individuals from ourselves.

Expectations

Stereotyping stage: We form ideas of others and interpret their behavior according to our own stereotypes

categorization

Stereotyping stage: We put people into groups according to criteria (such as gender, race, and occupation)

Inferences

Stereotyping stage: we assume that all people within a particular category possess the same traits or characteristics: women are nurturing, older people have more job-related accidents, African Americans are good athletes.

1. organizational dimension 2. external dimensions 3. internal dimensions 4. personality

What are the 4 layers of diversity

Access and legitimacy perspective

______________ on diversity is based in recognition that the organization's markets and constituencies are culturally diverse.

Demographics

are statistical measures of populations and their qualities (such as age, race, gender, or income) over time.

Causal Attribution

are suspected or inferred causes of behavior.

Ethnocentrism

based on the feeling that our cultural rules and norms are superior to or more appropriate than the rules and norms of another culture.

Managing Diversity

enables people to perform to their maximum potential. Focuses on changing an organization's culture and infrastructure such that people work with the highest productivity possible.

Diversity Climate

is a subcomponent of an organization's overall climate and is defined as the employees' aggregate 'perceptions about the organization's diversity related formal structure characteristics and informal values. (positive when employees view the organization as being fair to all types of employees).

Affirmative Action

is an intervention aimed at giving management a chance to correct an imbalance, injustice, mistake, or outright discrimination that occurred in the past.

Discrimination

occurs when employment decisions about an individual are based on reasons not associated with performance or related to the job.

On-Ramping

programs encourage people to reenter the workforce after a temporary career break.

Americans with Disabilities Act

prohibits discrimination against those with disabilities and requires organizations to reasonably accommodate and individual's disabilities.

Diversity

represents the multitude of individual differences and similarities that exist among people.

Underemployed

working at jobs that required less education than they have (such as waiting tables, tending bar, painting, etc...)