MGMT 311 Chapter 2
Deep-level diversity
Refers to individual differences that cannot be seen directly, including goals, values, personalities, decision-making styles, knowledge, skills, abilities, and attitudes
Surface-level diversity
Refers to observable differences in people, including, race, age, ethnicity, physical abilities, physical characteristics, and gender
Individualism
Refers to the strength of the ties people tend to have other in their community
Diversity
Refers to the variety of observable and unobservable similarities and difference among people
Long-term orientation
Reflects a focus on long-term planning, delivering on social obligations, and avoiding "losing face"
Ethnocentrism
Reflects the belief that one's own language, native country, and cultural rules and norms are superior to all others
"like me: bias
Tendency to employ and work with people like ourselves in terms of protected characteristics to employ and work with people like ourselves in terms of protected characteristics
Cultural competence
The ability to interact effectively with people of different cultures
Uncertainty avoidance
The degree of anxiety members feel in uncertain or unfamiliar situations
Power distance
The degree of inequality that exists and that is accepted among people with and without power
Relational demography
The more different you perceive yourself to be from the other group members, the more aware your are of these differences
Inclusion
The sense of being safe, valued, and engaged in a group regardless of similarities to or differences from other group members
Token
In the numerical minority in a group based on some unique characteristic, can affect majority members, perceptions of token minority members
Organizational networks
Influence knowledge sharing, resource accessibility, and work opportunities
Relationship conflict
Interpersonal conflict, including personality clashes
Reciprocal mentoring
Matches senior employees with diverse junior employees to allow both individuals to learn more about a different group, is one technique used to promote diversity awareness and inclusion
Social categorization theory
Proposes that we categorize other into in-groups of people like ourselves and out-groups of dissimilar people
Masculinity
Refers to how much a society values and exhibits traditional male and female roles and expects them to be distinct
There are three other types of within group diversity that reflect different types of deep-level diversity
1. Separation 2. Variety 3. Disparity
Stereotype
A belief about an individual or a group based on the idea that everyone in that particular group will behave the same way
Information processing
A change in the way groups integrate information and reconcile different perspectives to make decisions or take action
Expatriate
A person who lives outside their native country
Task conflict
Conflict over tasks issues, such as goals, deadlines, or work processes
Faultlines
Determine the existence and strength of subgroups, and depend on the composition and assignments of different group member demographic characteristics
Variety
Differences in a certain type or category, including group members' expertise, knowledge, or functional background
Separation
Differences in position or opinion among group members reflecting disagreement or opposition-- dissimilarity in an attitude or value, for example, especially with regard to group goals or processes
Disparity
Differences in the concentration of valuable social assets or resources--dissimilarity in rank, pay. decision-making authority, or status, for example