MGMT 320 Chapter 11 Connect Click and Drag

This barrier is associated with sexual, racial, and age harassment.

unsupportive and hostile working environment for diverse employees

Openness to experience

Bill: Bill is the director of your advertising department. Your company creates all of its own ads for your products. It is up to Bill to conceive of creative and imaginative ad ideas.

Emotional Stability:

Bill: Bill makes a great manager and leader. He has a level head on his shoulders and always is measured and controlled in his responses when he is faced with conflict.

Selective attention

Car commercials: Television is flooded with car commercials. Most of the time, people ignore these commercials and see them only as background, unless of course, they are in the market for a new car!

Personality

Chris and Jessica

Casual Attribution

Chris: when Chris's students handed in their work late, he knew they had been out partying and didn't do their work

Relationship management

Communicate: the ability to communicate clearly, disarm conflicts and build personal bonds with others.

Storing in memory

Embarrassed: Everybody gets embarrassed sometimes, but embarrassing moments at work are especially vivid.

Self-awareness

Emotions: enables you to read your own emotions and gauge your moods.

Social awareness

Empathy: allows you to show others that you care and to understand others' emotions.

Locus of Control

Gerry: When Gerry's salespeople fail to meet their target, he feels as though he should have done more to support them and feels partial responsibility for the shortcomings.

Conscientiousness

Heather: Heather is your company's head of governmental reporting. It is critical that these reports be submitted on time and accurately, otherwise the company could face stiff penalties!

Emotional Stability

Jim: Jim is head of security. It is important that he keep his cool during very tense situations, otherwise your company could face lawsuits and bad press!

Retrieving from memory to make judgments and decisions

Job Search: When searching for jobs after graduation, you have a "picture" in your mind of what constitutes an attractive job.

Recency Effect

Josh: the last time Josh talked with this vendor he felt the vendor was trying to take advantage of him. This time the meeting went very well, and Josh is thinking about giving him some business

Halo Effect

Katelyn: Katelyn knew as soon as she saw her blind date just by the way he dressed that she would like him

Generalized Self-Efficacy

Kevin: As Kevin was waiting for the licensing exam for his new position to begin, he felt relaxed because he knew he had the material down and could answer the questions well.

Self-Esteem

Michelle: Michelle likes her job as an administrative assistant. She doesn't feel the need for fancy titles or a big office to feel as though her career is successful.

Agreeableness

Mike: Mike is a counselor in your company's employee assistance program (EAP). His job is to listen to employees who are having difficulties in their job personal lives and help them work through them.

Extroversion

Nancy: Nancy is part of the sales force. Nancy is friendly and outgoing, and she consistently is your top sales person.

Interpretation & Evaluation

Pacing: You notice that the chairman is pacing a lot while he speaks and you wonder if he has a big announcement.

Internal Dimensions

Ron and Martha

Organizational Dimensions

Ruth and David

Self-management

Self-control: reflected in self-control, adaptability, and honesty.

External Dimensions

Shawn and Alex

Stereotyping

Sue: While completing interviews for the position opening in her department, Sue knew the man she just interviewed would be a good employee with a good work ethic - he got along well with everyone, the interview went well, plus he went to her alma mater!

This barrier represents the feeling that one's cultural rules and norms are superior or more appropriate than the rules and norms of another culture.

ethnocentrism

This barrier is sometimes met with resistance because people feel that one person's gain is another's loss.

fears of discrimination against majority groups

The barrier manifests itself in the belief that differences are viewed as weakness. In turn, this promotes the view that diversity hiring will mean sacrificing competence and quality.

inaccurate stereotypes and prejudices

This barrier is associated with diverse employees not being promoted because their employer might not offer informal training or mentoring to help them learn soft skills to get ahead.

lack of political savvy on the part of diverse employees

This barrier is associated with a lack of opportunity for diverse employees to get the type of work assignments that qualify them for senior management positions.

lack of support for career-building steps

An example of this barrier is that women still assume the majority of the responsibilities associated with raising children.

lack of support for family demands

When the organization's diversity-related formal structure characteristics and informal values are viewed by employees as not fair to all employees.

negative diversity climate