Management 13

Monoculture

A culture that accepts only one way of doing things and one set of values and beliefs.

Sterotype

A rigid, exaggerated, irrational belief associated with a particular group of people.

Diversity Perspective

Achieved when a manager creates a heterogeneous team made up of individuals with divers backgrounds and skill sets.

Diversity

All the ways in which employees differ.

Glass Ceiling

An invisible barrier that separates women and minorities from senior management positions.

Employee Affinity Groups

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

Multicultural Teams

Are made up of members from diverse national, racial, ethnic, and cultural backgrounds.

Display confidence and credibility in your body language

Avoid the following actions to help improve credibility: head tilts when listening, girlish behaviors such as biting a finger or twirling hair, excessive smiling, nodding to much, delicate handshakes, and flirting.

Aging Workers

Baby boomers affect the workplace by increasing the average age of the workforce.

Step 3:

Choose solutions to fit a balanced strategy. First use education, new training programs that improve awareness and diversity skills. Enforcement, Providing incentives for employees who demonstrate new behaviors and disciplinary action for those who violate the standards. Exposure, Exposing traditional managers to nontraditional peers to help break down stereotypical beliefs.

Managing Diversity

Creating a climate in which the potential advantages of diversity for organizational performance are maximized while the potential disadvantages are minimized, is a key management skill today.

Step 4:

Demand results and revisit the goals. Diversity programs should be measured by numerical goals to ensure solutions are being implemented successfully.

Pluralism

Describes an environment in which the organization accommodates several subcultures, including employees who would otherwise feel isolated and ignored.

Be assertive and ask for what you want

Don't be afraid to negotiate wages, promotions, ect. Women and minorities need to build their case around thing that matter most to their employer-principally, the impact on the bottom line.

Highlight your achievements

Don't be afraid to not be modest or downplay achievements. To achieve recognition and receive credit for their successes, female and minority managers should highlight their achievements and promote their own accomplishments.

Gain Profit-and-loss experience

For managers who want to be considered for top-level jobs, it is important to have experience in a line position with profit-and-loss responsibilities.

Mentor

Higher-ranking senior member of the organization who is committed to providing upward mobility and support to a protege's professional career.

Generalized

Involves sexual remarks and actions that aren't intended to lead to sexual activity but that are directed toward a coworker based solely on gender and reflect on the entire group.

CIA

Is trying to recruit a more diverse workforce to improve intelligence gathering and team problem solving.

Be willing to take risks

Jump in as a problem solver when an organization is in crisis, an opportunity know as the glass cliff. Take on tasks that others don't want or are afraid to solve.

Step 5:

Maintain momentum to change the culture. Corporations should use these successes as fuel to move forward and to provide leverage for more progress.

Inappropriate/offensive

Not sexually threatening, the behavior causes discomfort in a coworker, whose reaction in avoiding the harasser may limit his or her freedom an ability to function in the workplace.

Opt-Out Trend

Some women never hit the glass ceiling because they choose to quit their job before the glass ceiling comes into view. They do this because of wanting more family and personal time, less stress, and not wanting the negative health effects.

Step 2:

Strengthen top management commitment. The most important component of a successful diversity strategy is management commitment, leadership, and support. Do this through allocating time and money to diversity activities, and communicating the commitment to diversity through speeches and vision and mission statements.

Ethnorelativism

The belief that groups and subcultures are inherently equal.

Ethnocentrism

The belief that one's own group is inherently superior to other groups.

Inclusion

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

Coercion with threat of punishment

The harasser coerces a coworker into sexual activity by using the threat of power (through recommendations, grades, promotions, ect.) to jeopardize he victim's career.

Sexual crimes and misdemeanors

The highest level of sexual harassment, these acts would, if reported to the police, be considered felonies or misdemeanors.

Prejudic

The tendency to view people who are different as being deficient.

Increased Diversity

The workplace is becoming more diverse because of the increase in foreign-born workers. Make up 16% of the workforce and are most likely in the service industries.

Solicitation with promise of reward

This action treads a fine line as an attempt to "purchase" sex, with the potential for criminal prosecution.

Step 1:

Uncover diversity problems in the organization. This uses a cultural audit as a tool to identify problems or areas needing improvement in a corporation's culture.

Stereotype Threat

When in a person who, when in a task, is aware of a stereotype about his or her identity group suggesting that he or she will not perform well on that task.

Discrimination

When someone acts out their negative attitudes toward people who are the targets of their prejudice.

Unprecedented Generational Diversity

With people (baby boomers) being healthier longer they are able to stay in the workforce longer than before. This is preventing other generations from holding higher management positions. Strong value differences between employees of different eras.

The Female Advantage

Women are likely to be more collaborative, less hierarchical, and more relationship-oriented than men, qualities that prepare them to succeed in today's multicultural work environment.

Growth in Women Workers

Women currently outnumber men in the workplace, and their numbers are projected to grow slightly faster then men. Women only make up 14% of executive positions though.