(Organizational Behavior)
Gonzalo44
ch02-managing-demographic-and-culture2021.pptLearning Objectives
Understand what constitutes diversity
Explain the benefits of managing diversity
Describe challenges of managing a workforce with diverse demographics
Describe the challenges of managing a multicultural workforce
Understand diversity and ethics
Understand cross-cultural issues regarding diversity
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Chapter 2 Managing Demographic and Cultural Diversity
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OPEN TO ALL AND COLOR PROUD: THE
CASE OF GAP INC.
- Ranked in top 10 of the world’s most diverse and inclusive companies in 2018 and 2019
- “Open to All” business pledge affirms that stakeholders are treated with dignity and respect
- Be One Get One (BOGO) mentoring program develops careers of employees, Employee resource networks include Asians Supporting Inclusion
- Awareness (ASIA), Gap Parents, and Women in Leadership (GAPWIL).
CASE DISCUSSION QUESTIONS
What do you think are the stated and unstated reasons for Gap’s commitment to diversity and inclusion?
The case described Open to All, Color Proud, mentoring, employee resource networks, and This Way Ahead as some of the specific ways in which Gap manages diversity. What are your thoughts about these practices?
How important do you think Gap’s diversity and inclusion practices are in regard to in hiring and retaining its workforce?
2.1. What is Diversity?
How Diversity Affects organizations?
What is diversity?
What is the difference between Diversity and Individual differences?
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Benefits of Diversity?
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Problems of Diversity?
Similarity-attraction phenomenon
Faultlines
Stereotypes and unconscious biases
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How Diversity Affects?
Social Categorization Theory
Information/Decision Making Theory
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This model synthesizes the finding of both theories and suggests that diversity is likely to cause more strained interpersonal dynamics, but task-relevant processes and improved decision-making are also attributed to diverse groups.
Social categorization theory proposes that people tend to socially categorize themselves into social groups (e.g., Asians, Women, Hispanics, PSU student,…) and better interact with those who belong to the social group. In other words, people from different social categories tend to have hard time in working together.
Information decision making theory argues that different ideas, knowledge, perspectives, … from diverse team members result in better decision making, problem solving, and creativity.
Therefore the challenge for organizations is to encourage, reward, and train employees on how to effectively interact with diverse others to minimize the conflict, feelings of alienation, etc. to realize the tremendous advantages of diverse teams and groups.
The question is how to minimize the potential disadvantages and how to maximize the potential advantages. Any ideas?
Challenges of Diversity
Deep level diversity
- Values
- Attitudes
- Beliefs
Surface level diversity
- Gender
- Race
- Age
- Physical Abilities
Managerial implications for each type of diversity?
How to manage these different types of diversity?
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Specific Diversity Issues
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2.2. How to Manage Diversity?
Attitudes Toward Diversity
- Affirmative Action (Responsive- Lowest level)
To correct previous discrimination.
2. Valuing diversity (Ethically driven)
To be aware of , understand, and respect
differences.
3. Managing diversity (Proactive- Highest level)
To enable diverse employees to work effectively together
To enable employees to perform up to their maximum
potential.
Inclusion - based on managing diversity attitude.
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Managing Demographic Diversity
AA- preferential treatment – reverse discrimination- illegal.
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OB Toolbox
Dealing with Being Different
From the minority’s view point.
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- What does it mean for a company to manage diversity effectively? How would you know if a company is doing a good job managing diversity?
- Do you think that laws and regulations are successful in eliminating discrimination in the workplace? Why or why not?
Discussion
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2.3. Cultural Diversity
Cultural Diversity
Culture refers to values, beliefs, and customs that exist in a society.
© 2010 Jupiterimages Corporation
How national culture influence people’s behavior?
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Individualism-Collectivism
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Power Distance
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Uncertainty Avoidance
| Low Uncertainty Avoidance Cultures where individuals are comfortable in unpredictable situations and have a high tolerance for ambiguity. | High Uncertainty Avoidance Cultures where individuals prefer predictable situations and have a low tolerance for ambiguity. |
| Denmark Jamaica Singapore China Sweden | Belgium El Salvador Greece Guatemala Portugal |
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Aggressive-Nurturing (Masculinity-Femininity)
| Masculinity Cultures where individuals value achievement, competitiveness, as well as acquisition of money and other material objects. | Femininity Cultures where individuals value maintaining good relationships, quality of life, and caring for the weak. |
| Slovakia Japan Hungary Austria Venezuela | Norway Netherlands Sweden Costa Rica Chile |
Aggressive vs. nurturing
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Tightness-Looseness of Culture: The Strength of Social Culture that reside in a culture
Build Cultural Intelligence
Cultural intelligence is the capability to understand how a person’s cultural background influences behavior.
© 2010 Jupiterimages Corporation
Sensitive to culture differences…
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Avoid Ethnocentrism
Ethnocentrism is the belief that one’s own culture is superior to other cultures.
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Do Not Always Assume Culture Is the Problem
When marketing people from the United States interact with engineers in other countries, misunderstanding can occur due to the difference in viewpoint between marketing and engineering employees rather than different cultural backgrounds.
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- Reflect on a time when you went to a different country or interacted with someone from a different culture. How did the cultural differences influence your interaction?
- How does culture influence the proper leadership style and reward system that would be suitable for organizations?
- Imagine that you will be sent to live in a foreign country different from your own in a month. What are the types of preparations you would benefit from doing?
Discussion
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Cross-Cultural/Diversity Competency Skits
Step 1. Divide into small groups of 5-6 members based on ethnic or cultural diversity.
Step 2. As a group, make up a two-part skit that lasts no more than 4 minutes. The first part should portray an ineffective way to handle a cross-cultural or intercultural interaction that you might face at work or elsewhere. The second part should present effective handling of the same interaction, demonstrating the Diversity/Intercultural Competencies shown in the previous slide. Be as creative as possible and have fun with your skit. (15 minutes)
Step 3. Each group presents its skit and ask the rest of the class to identify what was ineffective in the first part and effective in the second part. (Each group 3 minutes)
