MGMT Ch 13

monoculture

A culture that only accepts one way of doings things and one set of values, which causes trouble for minority members.

glass-ceiling

An invisible barrier that exists for women and minorities that limits their upward mobility in organizations. (bamboo ceiling, opt-out trend)

Chief Diversity Officer

An offer who spearheads diversity efforts and cultivates working environments that help women and minorities flourish.

stereotypes

Exaggerated and irrational beliefs associated with a particular group of people (stereotype threat).

discrimination

If someone acts on their prejudice.

pluralism

When an organization accommodates several subcultures.

Women are likely to be more _____ than men.

more collaborative, less hierarchical, and more relationship-oriented.

managing diversity

A key management skill in today's economy, means creating a climate in which the potential advantages of diversity for organizational or group performance are maximized, while the potential disadvantages are minimized.

diversity of thought

Achieved when a manager creates a heterogeneous team made up of individuals with diverse backgrounds and skill sets to provides a broader and deeper base of ideas, opinions, and experiences for problem solving, creativity, and innovation.

Diversity

All the ways in which employees differ

employee affinity group

Based on social identity, such as gender or race, and are organized by employees to focus on concerns of employees from that group.

Managing Diversity

Creating a climate in which the potential advantages of diversity for organizational performance are maximized while the potential disadvantages are minimized.

multicultural teams

Teams made up of members from diverse national, racial, ethnic, and cultural backgrounds - provides great potential for enhanced creativity, innovation, and value.

cultural competence

The ability to interact effectively with people of different cultures.

ethnorelativism

The belief that group and subcultures are inherently equal.

ethnocentrism

The belief that your culture is superior to others.

inclusion

The degree to which an employee feels like an esteemed member of a group in which his/her uniqueness is highly appreciated.

prejudice

The tendency to view people who are different as deficient.

diversity of perspective

This is achieved when a manager creates a heterogeneous team made up of individuals with a diverse background and skill set; these diverse teams are more likely to experience higher efficiency, better quality, less duplication of effort among team members, and increased innovation and creativity.

traditional diversity model

This model portrays: AGE, RACE, GENDER, PAY LEVEL, DISABILITY, LIFESTYLE.

True or False: Companies that promote women to senior-level positions outperform those without women in these positions, both financially and organizationally.

True

What are the categories for sexual harassment?

What are the categories for sexual harassment? Generalized, inappropriate/offensive, solicitation with promise of reward, coercion with a threat of punishment, and sexual crimes and misdemeanors

Bamboo Ceiling

a combination of cultural and organizational barriers that impede Asians' career progress

Queen Bee Syndrome

a female boss who not only has no interest in fostering the careers of other women but might even actively undermine them

mentor

a higher-ranking organizational member who is committed to providing upward mobility and support to a protege's professional career

Reckitt Benkiser

attributes an increase in sales and income to the diversity of its top management team and workforce

inclusive diversity model

inclusive diversity model This model portrays all the ways in which employees Differ, including aspects of diversity that can be lost or gained in one's lifetime. RACE, GENDER, LIFESTYLE, PAY LEVEL, FUNCTION, COMPETENCY, INCOME, PARENT, LANGUAGE, WORK STYLE, MILITARY STYLE, POSITION, NATIONALITY, PERSONALITY.

Unconscious bias

occurs when a person is not aware of the bias in his or her favorable and unfavorable assessments, actions, and decisions toward members of specific groups.

Value Differences

recognizing individual differences and seeing these differences with an appreciative attitude