Managing Individuals and a Diverse Work Force

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Chapter 12

• Managing Individuals and a Diverse Work Force

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Diversity Differences That Matter
Diversity is Not Affirmative Action
Diversity Makes Good Business Sense
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• Diversity exists in an organization when there is
  a variety of demographic, cultural, and personal
  differences among the people who work there and
  the customers who do business there.
• On the other hand affirmative actions refers to
  purposeful steps taken by an organization to
  create employment opportunities for minorities
  and women.

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Diversity is Not Affirmative Action

• Diversity
• May exist without a program
• Broad focus
• Not legally based
• Create a positive work environment
• Generally accepted

• Affirmative Action
• A purposeful, established program
• Narrow focus
• Legal requirement
• Compensate for past discrimination
• Controversial

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Diversity Makes Good Business Sense
Cost Savings
Attracting and Retaining Talent
Driving Business Growth
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Age Discrimination

• Treating people differently because of their age
• Performance does not decline with age
• It is more pervasive than manager think

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Gender Discrimination

• Treating people differently because of their
  gender
• Glass ceiling
• invisible barrier that keeps women and minorities
  from advancing to the top of the organization
• Can be diminished by
• mentoring
• stop unintentional behavior

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Racial Ethnic Discrimination

• Treating people differently because of their race
  or ethnicity
• Employment disparities do exist
• Legislation has lessened the problem
• Reduce by
• Improve selection promotion procedures
• Train managers

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Mental or Physical Disabilities Discrimination

• Disability is a mental or physical impairment
  that substantially limits one or more major life
  activities
• Stereotypes are a problem
• Reduce by
• Education
• Use assistive technology

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Deep-level Diversity

• Are individual differences that can only be
  learned through interaction with others
• Big 5 personality dimensions
• Work-related personality dimensions

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Big 5 Personality Dimensions
Personality
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Work-related Personality Dimensions

• Authoritarianism
• The extent to which an individual believes there
  should be power and status differences
• Machiavelian
• Believe that virtually any type of behavior is
  acceptable if it leads to goal accomplishment

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• Type A/B personality dimension
• the extent to which people tend toward
  impatience, hurriedness, and hostility
• Type A personalities
• hard driving, competitive, and perfectionist
• Type B personalities
• relaxed, easygoing, and patient

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• Self-monitoring
• The ability to adjust ones behavior to different
  situations
• Locus of control
• Internal locus of control
• You control what happens to you
• External locus of control
• Things that happen to you are beyond your control

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• Affectivity
• Positive affectivity
• Consistently focusing on the positive aspects
• Negative affectivity
• Consistently focusing on the negative aspects
• Mood linkage
• A phenomenon where one workers negativity
  spreads to others

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Managing Diversity
Diversity Paradigms
Diversity Principles
Diversity Training and Practices
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Diversity Principles

• Carefully and faithfully follow and enforce all
  equal employment opportunity laws
• Treat group differences as important but not
  special
• Tailor opportunities to individuals, not groups
• Reexamine, but maintain high standards
• Solicit negative and positive feedback
• Set high, but realistic goals