Case Brief

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Organizational Behavior 15th Ed

Diversity in Organizations

2-1

Robbins and Judge

Chapter 2

Chapter 2 Learning Objectives

After studying this chapter you should be able to:

Describe the two major forms of workforce diversity

Identify the key biographical characteristics and describe how they are relevant to OB

Recognize stereotypes and understand how they function in organizational settings

Define intellectual ability and demonstrate its relevance to OB

Contrast intellectual from physical ability

Describe how organizations manage diversity effectively

2-2

Describe the two major forms of workforce diversity

2-3

LO 1

Surface-Level Diversity

Deep-Level Diversity

Diversity Management

Describe the two major forms of workforce diversity

2-4

LO 1

Insert Exhibit 2.1

Biographical characteristics and how are they relevant to OB

Age

Belief is widespread that job performance declines with increasing age.

The workforce is aging.

U.S. legislation that, for all intents and purposes, outlaws mandatory retirement.

2-5

LO 2

Those readily available in a personnel file

Biographical characteristics and how are they relevant to OB

Sex

Few issues initiate more debates, misconceptions, and unsupported opinions than whether women perform as well on jobs as men do.

Few, if any, important differences between men and women affect job performance.

Psychological studies have found women are more agreeable and willing to conform to authority, whereas men are more aggressive and more likely to have expectations of success, but those differences are minor.

2-6

LO 2

Those readily available in a personnel file

Biographical characteristics and how are they relevant to OB

Race and Ethnicity

Employees tend to favor colleagues of their own race in performance evaluations, promotion decisions, pay raises.

Different attitudes on affirmative action.

African-Americans generally do worse than whites in employment decisions.

No statistical difference between Whites and African-Americans in observed absence rates, applied social skills at work, or accident rates.

2-7

LO 2

Those readily available in a personnel file

Biographical characteristics and how are they relevant to OB

Disability

A person is disabled who has any physical or mental impairment that substantially limits one or more major life activities.

The reasonable accommodation is problematic for employers.

Strong biases exist against those with mental impairment.

2-8

LO 2

Those readily available in a personnel file

Biographical characteristics and how are they relevant to OB

Tenure

The issue of the impact of job seniority on job performance has been subject to misconceptions and speculations.

Religion

Although employees are protected by U.S. federal law regarding their religion, it is still an issue in the workplace.

2-9

LO 2

Those readily available in a personnel file

Biographical characteristics and how are they relevant to OB

Sexual orientation

Federal law does not protect employees against discrimination based on sexual orientation.

Gender identity

Often referred to as transgender employees, this topic encompasses those individuals who change genders.

2-10

LO 2

Those not readily available in a personnel file…

Stereotypes and how they function in organizational settings

“Discrimination” is to note a difference between things.

Unfair discrimination is assuming stereotypes about groups and refusing to recognize individual differences .

2-11

LO 3

Define intellectual ability and demonstrate its relevance to OB

Two types

Intellectual abilities

Physical abilities

2-12

LO 4

Ability is an individual’s current capacity to perform various tasks in a job

Define intellectual ability and demonstrate its relevance to OB

Intellectual abilities are abilities needed to perform mental activities—thinking, reasoning, and problem solving.

Most societies place a high value on intelligence, and for good reason.

2-13

LO 4

Define intellectual ability and demonstrate its relevance to OB

2-14

LO 4

Intellectual Ability

Number Aptitude

Verbal Comprehension

Perceptual Speed

Inductive Reasoning

Deductive Reasoning

Spatial Visualization

Memory

Exhibit 2.2

Contrast intellectual from physical ability

Physical Abilities

The capacity to do tasks demanding stamina, dexterity, strength, and similar characteristics.

The three main categories of physical ability are...

Strength

Flexibility

And Other characteristics

2-15

LO 5

Contrast intellectual from physical ability

2-16

LO 5

Insert Exhibit 2.3

Contrast intellectual from physical ability

Importance of ability at work increases difficulty in formulating workplace policies that recognize disabilities.

Recognizing that individuals have different abilities that can be taken into account when making hiring decisions is not problematic.

It is also possible to make accommodations for disabilities.

2-17

LO 5

Describe how organizations manage diversity effectively

2-18

LO 6

Attracting, Selecting, Developing, and Retaining Diverse Employees

Diversity in Groups

Effective Diversity Programs

Describe how organizations manage diversity effectively

2-19

LO 6

Effective Diversity Programs

Teach Legal Framework

Teach the Market Advantages

Foster the Skills and Abilities of All Workers

Managerial Implications and Summary

2-20

This chapter looked at diversity from many perspectives paying particular attention to three variables—

biographical characteristics,

ability, and

diversity programs.

Managerial Implications and Summary

2-21

Diversity programs

Selection

An effective selection process will improve the fit between employees and job requirements.

Diversity Management

Diversity management must be an ongoing commitment that crosses all levels of the organization.

1-22

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Organizational Behavior

15th Ed

Diversity in Organizations

2013 Pearson Education, Inc. publishing as Prentice Hall

Robbins and Judge

Chapter