MGMT 301 FINAL CH. 12

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Anonymous
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52562
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MGMT 301 FINAL CH. 12
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2010-11-30 23:32:46
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MGMT FINAL
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MGMT FINAL CH 12
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  1. Diversity
    • a variety of demographic, cultural, and personal differences
    • may exist without a program
    • broad focus
    • not legally based
    • create a positive work environment
    • generally accepted
  2. Affirmative action
    • purposeful steps to create employment opportunities for minorities/women
    • purposeful, established program
    • narrow focus
    • legal requirement
    • compensate for past discrimination
    • controversial
  3. Surface-level diversity
    differences such as physical disabilities that are observable, typically unchangeable, and easy to measure
  4. Deep-level diversity
    differences such as personality and attitudes that are communicated through verbal and nonverbal behaviors and are learned only through extended interaction with others
  5. Social integration
    the degree to which group members are psychologically attracted to working with each other to accomplish a common objective
  6. Age discrimination
    treating people differently (e.g. in hiring and firing, promotions, compensation decisions) because of their age.
  7. Sex discrimination
    treating people differently because of their sex
  8. Glass ceiling
    the invisible barrier that prevents women and minorities from advancing to the top jobs in organizations
  9. Race and Ethic discrimination
    treating people differently because of their race or ethnicity
  10. Disability
    a mental or physical impairment that substantially limits one or more major life activities
  11. Disability discrimination
    treating people differently because of their disabilities
  12. Other dimensions of diversity
    • religion
    • sexual orientation
    • social economic status
    • education
    • experience
    • physical appearance
  13. Awareness training
    • raise employees' awareness of diversity
    • challenge the underlying assumptions or stereotypes about others
  14. Skills-based diversity training
    • teaches employees the practical skills for managing a diverse workforce
    • Such practical skills: flexibility and adaptability, negotiation, problem solving, conflict resolution
  15. Diversity Audits
    • formal assessments
    • measure people's attitudes
    • investigate advantages and disadvantages of people in hiring and promotions
    • review diversity-related policies and procedures
  16. Diversity Pairing
    • mentoring program
    • people of different cultural backgrounds, sexes, or races/ethnicities are paired together
    • to get to know each other and change stereotypical beliefs and attitudes

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