HRM Ch. 4

Lee Gardenswartz and Anita Rowe, a team of diversity experts, identified four layers of diversity to help distinguish the important ways in which people differ... Taken together, these layers define our personal identities and influence the way each of us sees the world.

4 dimensions are: 1. Personality 2. Internal Dimensions (age, gender, sexual orientation, physical ability, ethnicity, race) 3. External Dimensions (geographic location, income, personal/recreational habits, religion, education/work experience, appearance, parental/marital status) 4. Organizational Dimensions (functional level/classification, work content/field, division dept/unit group, seniority, work location, union affiliation, management status)

In 2060 so-called minority groups will constitute approximately ________________________________, according to the Census Bureau.

57 percent of the workforce

How does Person Perceptions affect hiring?

Implicit cognition

Examples of Women broke the glass ceiling:

In 2016 there were many more female CEOs (21 within the Fortune 500 and two more expected by late 2016) and more women in managerial, professional, and related occupations than in the 1980s and 1990s. Educational attainment Seats on Boards of Directors of Fortune 500 firms Leadership positions in educational institutions and Congress Federal court appointments

most common barriers to implementing successful diversity programs:

Inaccurate stereotypes and prejudice. Ethnocentrism. Poor career planning. A negative diversity climate. A hostile working environment for diverse employees. Diverse employees' lack of political savvy. Difficulty balancing career and family issues. Fear of reverse discrimination. Lack of organizational priority for diversity. A poor performance appraisal and reward system. Resistance to change.

How do these three dimensions of behavior lead to specific attributions?

Kelley theorized that people attribute behavior to either internal causes (personal factors) or external causes (environmental factors) depending on the way they rank consensus, distinctiveness, and consistency.

Eight generic action options that organizations can use to address any type of diversity issue.

Option 1: Include/Exclude Option 2: Deny Option 3: Assimilate Option 4: Suppress Option 5: Isolate Option 6: Tolerate Option 7: Build Relationships Option 8: Foster Mutual Adaptation

Why is perception important to OB?

Perception is important to OB because behavior is based on our perception of reality, not on reality itself.

Ethnocentrism

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

equal employment opportunity (EEO) legislation

The goal of this legislation is to outlaw discrimination and to encourage organizations to proactively prevent discrimination.

Why do we study demographics?

The study of demographics helps us better appreciate diversity and helps managers develop human resource policies and practices that attract, retain, and develop qualified employees.

What are the generational differences?

Traditionalists, Baby Boomers, Gen Xers, Millennials, Gen 2020

Perceptual biases in performance appraisals can be reduced by the use of more objective measures of performance... Why is this hard for some jobs to implement?

While this is a good idea, it is hard to implement for jobs that require interdependent work, mental work, or work that does not produce objective outcomes. Companies can also reduce bias by providing managers a mechanism for accurately recalling employee behavior, such as a performance diary.

causal attributions...

are suspected or inferred causes of behavior.

What are Demographics?

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

Managing Diversity...

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

Moreover, diversity pertains to ____________.

everybody. Diversity pertains to the host of individual differences that make each of us unique and different from all others.

Glass ceiling...

identifies an invisible but absolute barrier that prevents women from advancing to higher-level positions. (coined in 1986) Ex. see it with pay gap!

Faulty perceptions about performance can lead to ...

inaccurate performance appraisals, which erode morale.

Eagly and Carli propose that a woman's career follows a pattern more characteristic of a path through a...

labyrinth They believe a woman's path to Page 143success is neither direct nor simple but rather contains twists, turns, and obstructions, particularly for married women with children

Business rationale for diversity

more than just its legal, social and moral dimension, it gives organizations the ability to grow and maintain a business can gain competitive advantage by producing products targeted at specific demographic groups "good for business"

Attribution theory is based on a simple premise: Rightly or wrongly, ...

people infer causes for their own and others' behavior.

Fundamental attribution bias causes...

perceivers to ignore important environmental factors, which often significantly affect behavior. Such bias leads to inaccurate assessments of performance, which in turn fosters inappropriate responses to poor performance.

what is: Fundamental Attribution Bias?

reflects our tendency to attribute another person's behavior to his or her personal characteristics, rather than to situation factors.

Psychological safety...

reflects the extent to which people feel free to express their ideas and beliefs without fear of negative consequences.

What's: Implicit cognition?

represents any thoughts or beliefs that are automatically activated from memory without our conscious awareness. The existence of implicit cognition leads people to make biased decisions without realizing they are doing so.

Affirmative action is great but ...

shows that we still have a long way to go. It also DOESN'T foster the type of thinking needed to manage diversity effectively!

In summary, both consultants and academics believe organizations should ____________ to manage diversity rather than being ___________ to use affirmative action.

strive; forced

What is perception influenced by?

the characteristics of the: perceiver, of the target—the person or group being observed—and of the situation.

Successfully managing diversity, research found 3 key strategies at work:

three key strategies at work: education, enforcement, and exposure.

what's the key managerial challenge when dealing with stereotypes?

to reduce the extent to which stereotypes influence decision making and interpersonal processes throughout the organization.

Alice Eagly and Linda Carli conducted a thorough investigation into the organizational life of women and in 2007 published their conclusions that...

women had finally broken through the glass ceiling.

Three additional trends suggest that current-day minority groups are stalled at their own glass ceilings:

-Smaller percentage in the professional class -More discrimination cases -Lower earnings

There are three potential education-work mismatches:

1. College graduates may be in jobs for which they are overqualified. 2. College graduates may not have the skills desired by employers. 3. High-school dropouts and others may not have the literacy skills needed for many jobs.

what's the key managerial challenge when dealing with stereotypes?... Three ways to do this are...

1. Educate people about stereotypes and how they can influence our behavior/decision 2. Create opportunities for diverse employees to meet and work together in cooperative equal groups 3. Encourage all employees to increase their awareness of stereotypes

Here are seven initiatives that can help organizations to motivate and retain an aging workforce:

1. Provide challenging work assignments that make a difference to the firm. 2. Give employees considerable autonomy and latitude in completing a task. 3. Provide equal access to training and learning opportunities when it comes to new technology. 4. Provide frequent recognition for skills, experience, and wisdom gained over the years. 5. Provide mentoring opportunities whereby older workers can pass on accumulated knowledge to younger employees. 6. Ensure that older workers receive sensitive, high-quality supervision. 7. Design a work environment that is both stimulating and fun.

Kelley hypothesized that people make causal attributions by observing three dimensions of behavior:

1. consensus, 2. distinctiveness, and 3. consistency.

How do we build stereotypes?

Categorization : We categorize people into groups according to criteria (such as gender, age, race, and occupation). Inferences : Next, we infer 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. Expectations : We form expectations of others and interpret their behavior according to our stereotypes. Maintenance : We maintain stereotypes by: Overestimating the frequency of stereotypic behaviors exhibited by others. Incorrectly explaining expected and unexpected behaviors. Differentiating minority individuals from ourselves.

Because LGBTQ employees often experience a lack of inclusion, their ______________, _____________, and _____________ can be affected.

engagement, performance, retention

We already see _______ generations of employees working together, soon to be joined by a ________.

four, fifth

Heider, the founder of attribution theory, proposed that behavior can be attributed either to _______________________ within a person (such as ability) or to ____________________ within the environment (such as a difficult task).

internal factors; external factors

Perception...

is a cognitive process that enables us to interpret and understand our surroundings.

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."

What is a stereotype?

is an individual's set of beliefs about the characteristics or attributes of a group. we use them without intending to or even being consciously aware that we are

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.

An access-and-legitimacy perspective on diversity...

is based in recognition that the organization's markets and constituencies are culturally diverse. It therefore behooves the organization to match the diversity in parts of its own workforce as a way of gaining access to and legitimacy with those markets and constituent groups.

Discrimination...

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

You must remind yourself that behavior and performance are functions of both __________ and __________ factors.

person; situation

Unfortunately, stereotypes can lead to...

poor decisions. Stereotypes can create barriers for women, older individuals, people of color, and people with disabilities, all while undermining loyalty and job satisfaction.

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 an individual's disabilities

what is: Self-Serving Bias?

represents our tendency to take more personal responsibility for success than for failure. Employees will attribute their success to internal factors (high ability or hard work) and their failures to uncontrollable external factors (tough job, bad luck, uncooperative coworkers or boss).

What is Diversity?

represents the multitude of individual differences and similarities that exist among people, making it an input in the Organizing Framework for Understanding and Applying OB

What does it mean to be underemployed?

working at jobs that require less education than they have, such as waiting tables, tending bar, painting, and other work that someone with less education could perform. Underemployment is associated with poorer work attitudes, job performance, job satisfaction, motivation, and psychological well-being