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MGT301PresentationPearson17eChapter2.pdf

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Diversity

Organizations

Learning Objectives Describe the two major forms of workplace

diversity.

Demonstrate how workplace discrimination undermines organizational effectiveness.

Describe how the key biographical characteristics are relevant to OB.

Explain how other differentiating characteristics factor into OB.

Demonstrate the relevance of intellectual and physical abilities to OB.

Describe how organizations manage diversity effectively.

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Workplace Diversity

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Surface-Level Diversity

Deep-Level Diversity

Diversity Management

LO 1

Workplace Discrimination and

Organizational Effectiveness

Discrimination is to note a difference between

things.

Unfair discrimination assumes stereotypes

about groups.

 Refusal to recognize individual differences is

harmful to organizations and employees.

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LO 2

Workplace Discrimination and

Organizational Effectiveness

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LO 2

Biographical Characteristics

and Organizational Behavior

 Biological characteristics are personal

characteristics that are objective and easily

obtained from personnel records.

 Variations in these can be the basis for

discrimination

2-7

LO 3

Biographical Characteristics

and Organizational Behavior

Age

The U.S. workforce is aging.

Does job performance decline with

increasing age?

Studies show that turnover and absenteeism

rates are lower among older workers, and

age is not associated with lower productivity.

2-8

LO 3

Biographical Characteristics

and Organizational Behavior

Sex

There are no consistent male-female

differences in problem-solving ability,

analytical skills, competitive drive,

motivation, sociability, or learning drive.

 But women earn less than men for the same

positions and have fewer professional

opportunities.

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LO 3

Biographical Characteristics

and Organizational Behavior

 Race and Ethnicity

 Employees tend to favor colleagues of their

own race in performance evaluations,

promotion decisions, and pay raises.

 African Americans and Hispanics perceive

higher levels of discrimination in the

workplace.

 African Americans generally fare worse than

Whites in employment decisions.

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LO 3

Biographical Characteristics

and Organizational Behavior  Disabilities

 The U.S. Equal Employment Opportunity

Commission classifies a person as disabled

who has any physical or mental impairment

that substantially limits one or more major

life activities.

 Workers with disabilities receive higher

performance evaluations, but may have

lower performance expectations.

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LO 3

Biographical Characteristics

and Organizational Behavior

 Hidden Disabilities

Sensory disabilities, chronic illness or pain,

cognitive or learning impairments, sleep

disorders, and psychological challenges.

U.S. organizations must accommodate

employees with a very broad range of

impairments.

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LO 3

Other Characteristics and

Organizational Behavior

 Tenure

 Tenure is a good predictor of employee

productivity.

 Tenure and job satisfaction are

positively related.

 Religion

 U.S. law prohibits discrimination based

on religion, but it is still an issue,

especially for Muslims.

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LO 4

Other Characteristics and

Organizational Behavior

 Sexual Orientation and Gender Identity

Federal law does not protect employees

against discrimination based on sexual

orientation, but this may soon change.

Most Fortune 500 companies have policies

covering sexual orientation and about half

now have policies on gender identity.

 Cultural Identity

Need to accommodate and respect

individual cultural identities. 2-14

LO 4

Intellectual and Physical

Abilities and OB

Ability is an individual’s current capacity to

perform various tasks in a job.

Two types

 Intellectual abilities

 Physical abilities

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LO 5

Intellectual and Physical

Abilities and OB

Intellectual abilities are abilities needed to

perform mental activities – thinking, reasoning,

and problem solving.

 Most societies place a high value on

intelligence.

 General mental ability is an overall factor

of intelligence as suggested by the positive

correlations among specific intellectual

ability dimensions.

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LO 5

Intellectual and Physical

Abilities and OB

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LO 5

Intellectual and Physical

Abilities and OB

Physical Abilities

 The capacity to do tasks demanding

stamina, dexterity, strength, and similar

characteristics.

 Nine basic abilities related to strength,

flexibility, and other factors are needed to

perform physical tasks.

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LO 5

Intellectual and Physical

Abilities and OB

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LO 5

Describe How Organizations

Manage Diversity Effectively

Diversity management is the process and

programs by which managers make everyone

more aware of and sensitive to the needs and

differences of others.

 Diversity is more successful when it is

everyone’s business, not just for certain

groups of employees.

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LO 6

Describe How Organizations

Manage Diversity Effectively

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Attracting, Selecting,

Developing, and Retaining

Diverse Employees

Diversity in Groups Effective Diversity

Programs

LO 6

Describe How Organizations

Manage Diversity Effectively

Attracting, selecting, developing, and retaining

diverse employees

 Target recruiting messages to specific

demographic groups.

 Ensure that hiring is bias free.

 Create a positive diversity climate.

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LO 6

Describe How Organizations

Manage Diversity Effectively

Diversity in groups

 Most people in groups need a common way

of looking at and accomplishing major tasks,

and they need to communicate well with

each other.

Emphasize higher-level similarities among

people.

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LO 6

Describe How Organizations

Manage Diversity Effectively

Effective diversity programs

 Teach managers about the legal framework

for equal employment opportunity and

encourage fair treatment of all people.

 Teach managers how a diverse workforce will

be more effective at serving a diverse

customer base.

 Foster personal development practices that

bring out the skills and abilities of everyone.

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LO 6

Implications for Managers Understand your organization's anti-discrimination

policies thoroughly and share them with your employees.

Assess and challenge your own stereotype beliefs to increase your objectivity.

Look beyond readily observable biographical characteristics and consider the individual’s capabilities before making management decisions.

Fully evaluate what accommodations a person with disabilities will need and then fine-tune a job to that person’s abilities.

Seek to understand and respect the unique biographical characteristics of your employees; a fair but individualistic approach yields the best performance.

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