Chapter 2 "Diversity in Organizations"
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Differences in easily perceived characteristics, such as gender, race, ethnicity, age, or disability, that do not necessarily reflect the ways people think or feel but that may activate certain stereotypes
Differences in values, personality, and work preferences that become progressively more important for determining similarity as people get to know one another better.
Noting a difference between things often we refer to unfair discrimination, which means making judgement about individuals is based on stereotypes regarding their demographic group
Personal characteristics- such as age, gender, race, and length of tenure- that are objective and easily obtained from personnel records. These characteristics are representative of surface-level diversity
An individual's capacity to perform the various tasks in a job.
The capacity to do mental activities- thinking, reasoning, and problem solving.
An overall factor of intelligence, as suggested by the positive correlations among specific intellectual ability dimensions
general mental ability (GMA)
The capacity to do tasks that demand stamina, dexterity, strength, and similar characteristics.
The process and programs by which managers make everyone more aware of and sensitive to the needs and differences of others.
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