MGT Diversity and Discrim

59%

15%

False, it is increasing

• 1. Can have a positive effect on performance under the right conditions
• 2. it's the "right thing to do" (EEO)

• 1. Supportive culture
• 2. when diversity is viewed as an opportunity rather than an obligation
• 3. When diversity exists throughout all levels of the org.

• 1. Working with dissimilar others can reduce job satisfaction and lead to turnover
• 2. Differences in perception may lead to differential treatment- discrimination.

process of receiving info and making sense of the world around us.

False- we are efficient, but not necessarily accurate

Filtering relevant information

Evaluations of someone's character, personality, potential for success or potential to cause us harm etc. and are subject to bias and errors

You tend to remember the very first things better and then the very last, but the middle not so much

• We observe a few good traits, a few decisions,
• and think that all traits and decisions must be good (same with bad)

Tendency to overestimate the role of the person and underestimate the role of the situation

• Consistency ^
• Distinctiveness \/
• Consensus \/

assigning characteristics of a group to every individual in that group.

We put ourselves and others into categories, ingroups vs. outgroups

• 1. people ignore stereotype inconsistent info
• 2. prejudice and discrimination

Too much effort to label all individuals uniquely; it simplifies cognitive processes

• 1. Disparate Treatement
• 2. Disparate Impact

Intended to treat people differently based on group membership

• 1. Person belongs to a protected group
• 2. Person applied for and was qualified for the
• job
• 3. Person was rejected despite qualifications
• 4. Employer either kept seeking or hired someone
• with similar qualifications

bona fide occupational qualificaition (BFOQ)

'facially neutral' employment practice adversely affects different groups

• 12,696
• --1382 resulted in settlement
• --16% filed by men

• “Unwelcome sexual advances, requests for sexual
• favors, and other verbal or physical conduct of a sexual nature constitute
• sexual harassment when this conduct explicitly or implicitly affects an
• individual’s employment, unreasonably interferes with an individual’s work
• performance, or creates an intimidating, hostile, or offensive work environment.”

• 1. Quid Pro Quo
• 2. Hostile Working Environment

A benefit or punishment that is contingent upon employee submitting to sexual advances

Behavior makes it difficult for someone of a particular se to work. (i.e. Suggestive remarks, explicit language, jokes and innuendoes)

• single instance of flirtation or vulgar joke not likely to be harassment (seinfeld)
• and Importance of context, (Friends script writing)

• *Can be “contra-power”
• *Can occur between members of the same sex
• *Can occur in the absence of a sexual
• desire on the part of the harasser
• *Whether acts are “voluntary” on the part of the
• victim is irrelevant – the correct question is whether the acts were “unwelcome”