Management by Daft - Chapter 13: Managing Diversity
diversity initiatives and programs
- enhancing structures and policies - expanding recruitment efforts - establishing mentor relationships - increasing awareness of sexual harassment - affinity groups
diversity dividends
- increased understanding of the marketplace - enhanced breadth of understanding among managers - better team problem solving - lower costs related to turnover, absenteeism, lawsuits - better use of employee talent
benefits to diversity initiatives
- maintain competitive advantage - improve employee morale - decrease interpersonal conflict - facilitate progress in new markets - increase creativity
factors shaping personal bias
- unconscious bias - prejudice - discrimination - stereotypes - ethnocentrism
employee affinity groups
A group based on social identity, such as gender or race, and organized by employees to focus on concerns of employees from that group
diversity of thought
a broader and deeper base of ideas, opinions, and experiences for problem solving, creativity, and innovation - philosophy about life
monoculture
a culture that accepts only one way of doing things and one set of values and beliefs
mentor
a higher ranking organizational member who is committed to providing upward mobility and support to a protege's or mentee's professional carreer
unconscious bias
a person is not aware of the bias in his or her favorable and unfavorable assessments, actions, and decisions toward members of specific groups
stereotype
a rigid, exaggerated, irrational belief(s) associated with a particular group of people
diversity
all the ways in which people differ
glass ceiling
an invisible barrier that exists for women and minorities that limits their upward mobility in organizations
pluralism
an organization (nations, cities, organizations, etc.) accommodates several subcultures
managing diversity
creating a climate in which the potential advantages of diversity for organizational or group performance are maximized while the potential disadvantages are minimized
opt out trend
highly educated, professional women deciding that corporate success isn't worth the price in terms of reduced family and personal time
equfinality
many possible solutions
discrimination
people act out their prejudicial attitudes toward other people who are targets of their prejudice
ethnorelativism
the belief that groups and subcultures are inherently equal
ethnocentrism
the belief that one's own culture or group is inherently superior to other groups and cultures
inclusion
the degree to which an employee feels like an esteemed member of a group in which his or her uniqueness is highly appreciated
prejudice
the tendency to view people who are different as being deficient
reasons why women might be better managers
they are more collaborative, less hierarchical, relationship-oriented approach in tune with today's global and multicultural environment
disjunctive thinking
use of "or" in ideation (this or that)
increased diversity and more women workers
what are the two issues that show how the environment and the workplace are changing?
women in upper management
what is a common diversity challenge on a global scale?
