© 2008the mcgraw-hill companies, inc. all rights reserved. managing diversity: releasing every...
TRANSCRIPT
© 2008The McGraw-Hill Companies, Inc. All rights reserved.
ChapterChapter 22
Managing Diversity: Releasing
Every Employee’s
Potential
Copyright © 2010 by the McGraw-Hill Companies, Inc. All rights reserved.McGraw-Hill/Irwin
Ch. 2 Learning Objectives
1. Define diversity and review the four layers of diversity.
2. Explain the difference between affirmative action and managing diversity.
3. Explain why Alice Eagly and Linda Arlie believe that a women’s career is best viewed as traveling through a labyrinth.
4. Review the demographic trends pertaining to racial groups, educational mismatches, and an aging workforce.
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Ch. 2 Learning Objectives (con’t)
5. Highlight the managerial implications of increasing diversity in the workforce.
6. Describe the positive and negative effects of diversity by using social categorization theory and information/decision-making theory.
7. Identify the barriers and challenges to managing diversity.
8. Discuss the organizational practices used to effectively manage diversity as identified by R. Roosevelt Thomas, Jr.
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Understanding DiversityDiversity: Host of individual differences that make us similar and different from each otherPlease stand up…..If the statement made doesn’t pertain to you have a seat!If a statement does describe you, stand up again!
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The Four Layers of Diversity
Personality
Functional Level/ Classification
Geographic Location
Age
WorkLocation Seniority
Division/Dept./Unit/
Group
WorkContent/
Field
UnionAffiliation
Mgmt.Status
MaritalStatus
ParentalStatus
Appearance
EducationalBackground
WorkExperience
Race
Income
PersonalHabits
Religion
RecreationalHabits
Ethnicity
PhysicalAbility
SexualOrientation
Source: L Gardenswartz and A Rowe, Diverse Teams at Work: Capitalizing on the Power of Diversity (New York: McGraw-Hill, 1994), p. 33
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Test Your Knowledge
Sam is a 55 year-old, male Sales Manager for XYZ corporation. He likes to drive fast cars and is Native American. Which layer of diversity has not been mentioned about Sam?
A.PersonalityB.InternalC.ExternalD.Organizational 2-6
Affirmative Action
Goal: Prevent discriminationNever required to hire unqualified people
Your OpinionHave affirmative action programs been good for society?
•A=Yes, B=No
Are affirmative action programs still necessary?
•A=Yes, B=No
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Managing Diversity
Enables all people to perform up to their maximum potential.How can managing diversity be a competitive advantage? 2-8
Increased Workforce Diversity - Women
Glass Ceiling• Invisible barrier blocking women
and minorities from top management positions
Women CEO’s (as of 2008):•12 of Fortune 500 •24 of Fortune 1000
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Navigating a Labyrinth
Women have made great strides in organizational power and influenceLabyrinth – maze, difficult to find one’s wayWomen’s careers have similar twists, turns and obstructions
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Increased Workforce Diversity - Race
Racial minorities are growing•2007 – 998
race-based charges of discrimination to EEOC
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Does the US have the skills to compete?
World’s population of college students• 30% 30 years ago – now 14%
American students place in the middle to bottom of the pack in comparison to international counterparts in achievement in • Math• Science • General literacy
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Your Experience
For school group projects, it has been easier to work with groups we could choose rather than one’s the professor chose.• 1= Strongly Disagree• 2 = Disagree• 3 = Neutral• 4 = Agree• 5 = Strongly Agree
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Managerial Implications - Gender
Provide developmental assignments to womenFacilitate the labyrinth-like path to career successWomen should:• Be exceptionally competent & seek out mentors• Build social capital• Assist work/life balance by delegating housework• Improve negotiating skills• Take credit for accomplishments• Create a partnership with spouse to be mutually
supportive• Balance need to be assertive and communal
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Managerial Implications – Race & Education
Race• Provide meaningful mentoring relationships to
people of color
Education-based• Encourage students to become educated in
technical fields• Provide remedial skills training
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Managerial Implications – AgeProvide challenging work assignments that make a difference to the firmGive the employee considerable autonomy and latitude in completing a task.Provide equal access to training and learning opportunities when it comes to new technology.Provide frequent recognition for skills, experience, and wisdom gained over the years.Provide mentoring opportunities whereby older workers can pass on accumulated knowledge to younger employees.Ensure that older workers receive sensitive, high-quality supervisionDesign a work environment that is both stimulating and fun.
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Pros and Cons of Diversity
Social categorization theory•Similarity leads to liking and
attraction
Information/Decision-Making Theory•Diversity leads to better task-
relevant processes and decision-making
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Thomas’s Generic Action Options
Responses to handling diversity issues:Option 1: Include/ExcludeOption 2: DenyOption 3: AssimilateOption 4: SuppressOption 5: IsolateOption 6: TolerateOption 7: Build RelationshipsOption 8: Foster Mutual Adaptation
Which ones are most effective for managing diversity?
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