Chapter 4

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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


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