15 - 1. © 2008 the mcgraw-hill companies, inc. all rights reserved 15 - 2chapterchapter...
TRANSCRIPT
15 - 1
© 2008 The McGraw-Hill Companies, Inc. All rights reserved
15 - 2
ChapterChapterChapterChapter
McGraw-Hill/Irwin
Valuing Valuing Diversity Diversity GloballyGlobally
1515
15 - 3
IntroductionIntroduction
Diversity – refers to the degree of differences among members of a group or an organization
Valuing diversity – means to include all groups at all levels in an organization
Diverse people behave differently and have different human relations in organizations
15 - 4
Prejudice and DiscriminationPrejudice and Discrimination
Prejudice – the prejudgment of a person or situation based on attitudesPrejudice is often based on stereotyping a group
Discrimination – behavior for or against a person or situationDiscrimination is usually based on prejudice
15 - 5
Common Areas of Employment Common Areas of Employment Discrimination Discrimination (1 of 2)(1 of 2)
Recruitment –People who hire employees fail to actively recruit
people from certain groups to apply for jobs with their organization
Selection –People who select candidates from the recruited
applicants fail to hire people from certain groupsCompensation –
White males make more money than other groups
15 - 6
Common Areas of Employment Common Areas of Employment Discrimination Discrimination (2 of 2)(2 of 2)
Upward mobility –Race and gender are significant influences on
advancementEvaluation –
When organizations do not base evaluations on actual job performance, discrimination in compensation and upward mobility occur
15 - 7
Valuing DiversityValuing Diversity
Valuing diversity, equal employment opportunity (EEO), and affirmative action (AA) are different
By valuing work force diversity, management seizes the benefits differences bring
Managing and valuing diversity build on the foundations created by EEO and AA
15 - 8
Laws Affecting Employment Laws Affecting Employment Opportunity Opportunity (1 of 2)(1 of 2)
Civil Rights Act of 1964 and 1991
Equal Pay Act of 1963
Age Discrimination in Employment Act of
1967
Vocational Rehabilitation Act of 1973Vietnam-Era Veterans’ Readjustment
Assistance Act of 1972 and 1974 (amended in 1980)
15 - 9
Laws Affecting Employment Laws Affecting Employment Opportunity Opportunity (2 of 2)(2 of 2)
Pregnancy Discrimination Act of 1978
Americans with Disabilities Act of 1990
Family and Medical Leave Act of 1992
15 - 10
Pre-employment InquiriesPre-employment Inquiries
Every question asked should be job relatedHave a purpose for using the informationOnly ask legal questions you plan to use in your
selection processInformation should relate to bona fide
occupational qualificationsAny general question that you ask should be
asked of all candidatesBona fide occupational qualification
15 - 11
EEO and Affirmative ActionEEO and Affirmative Action
Equal Employment Opportunity (EEO)
Primarily concerned with racism and prejudice
Directs attention to laws that guide recruiting, selecting, compensating, promoting, and evaluating employees
Affirmative Action (AA)
Planned special efforts to recruit, hire, and promote women and members of minority groups
Concept established for organizations by:Executive Order 11246 of
1965Executive Order 11375 of
1967
15 - 12
The Legally ProtectedThe Legally Protected
Alcohol andDrug AbuseAnd Testing
AIDS and AIDSTesting
SexualOrientation
ReligiousBeliefs
People withDisabilities
Minorities
15 - 13
The Legally Protected: The Legally Protected: Women and Sexual HarassmentWomen and Sexual Harassment
Women are a legally protected groupSexual harassment is one of the most
sensitive areas of discriminationThe most frequent harassment targets
Include:new employeespeople who are on probation in their jobsthe young and experienced
15 - 14
The EEOC Definition of Sexual The EEOC Definition of Sexual Harassment: Harassment: (1 of 2)(1 of 2)
The Equal Employment Opportunity Commission (EEOC) defines sexual harassment as:
Unwelcome sexual advances, requests for sexual favors, and other unwanted verbal or physical conduct of a sexual nature constitute sexual harassment when:
1. submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment
15 - 15
The EEOC Definition of Sexual The EEOC Definition of Sexual Harassment:Harassment: (2 of 2)(2 of 2)
1. submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual, or
2. such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive environment
15 - 16
Areas Defined by the Courts as Areas Defined by the Courts as Harassment:Harassment:
IndirectHarassment
PhysicalConduct
VisualHarassment
Coercion Favoritism
UnwelcomeSexual
Advances
15 - 17
SexismSexism
Sexism – refers to discrimination based on sexSexism limits the opportunities of both women
and men to choose the lifestyles and careers that best suit their abilities and interests
Men and women face discrimination when they pursue careers traditionally held by the opposite sex
Culture promotes differences in males and females
15 - 18
Women in the Work ForceWomen in the Work Force
Married Couple Families with
Children Under 18
15 - 19
Women in the Work Force: Women in the Work Force: Mothers in the Mothers in the Work Force by Age of ChildWork Force by Age of Child
15 - 20
Women in the Work ForceWomen in the Work Force
Do men and women get the same pay?
Comparable worth
Myths about women managers
The glass ceiling
Sexist language and behavior
15 - 21
Minorities’ Progress in the Minorities’ Progress in the WorkplaceWorkplace
Minorities are making slow progress into management and professional level jobsNot rapidly enough to make a significant change in the distribution of those jobs
African-Americans and Hispanics tend to be concentrated in the lower-wage service-sector jobs
Some industries have been more receptive than others to advancing women and minorities
15 - 22
Overcoming Sexism and RacismOvercoming Sexism and Racism
Hiring and promotion decisions should not be based on sexaffirmative action plans may be implemented
Avoid using sexist and racist languageCall people by name, rather than by sexist and racist terms
Be wary of swearing in the workplaceState displeasure if sexist or racist implying language is used
15 - 23
Family Sex Roles are ChangingFamily Sex Roles are Changing
Marriage and family agreements
Fathers roles are changing
Mothers roles are changing
Parenting
15 - 24
Work and Family BalanceWork and Family Balance
Employees are being asked to work longer hours and to work more days each week
Heavy overtime is straining familiesBoth genders are feeling conflict between
work and familyMen and women want a better balance
between work and family
15 - 25
Managing DiversityManaging Diversity
Managing diversity emphasizes helping ALL employees:meet their work-life needs, orimproving the quality of work life
Many organizations believe that providing family-friendly benefits helps motivate employees to work harder
15 - 26
Organizations with more extensive work-family policies have higher levels of perceived performance
15 - 27
Managing Diversity: Managing Diversity: Flexible Work ArrangementsFlexible Work Arrangements (1 of 2)(1 of 2)
TelecommutingTelecentersMobile work
Flextime
Work-life, cafeteria, benefits
ChildcareOnsite and nearby centers
15 - 28
Managing Diversity: Managing Diversity: Flexible Work ArrangementsFlexible Work Arrangements (2 of 2)(2 of 2)
Work-life balance classes
Tuition reimbursementPaying all or part of educational expenses
Employee assistance programs
15 - 29
Global Diversity: Global Diversity: Multinational Multinational CompaniesCompanies
Multinational company (MNC) – conducts a large part of its business outside the country of its headquarters
MNCs link many culturesEffective human relations vary globallyExpatriates – people who live and work in a
country other than their native countryOften experience culture shock
15 - 30
Global Diversity: Global Diversity: Cross-Cultural Cross-Cultural RelationsRelations
Diversity in customs
Diversity in attitudes toward time
Diversity in work ethics
Diversity in pay
Diversity in laws and politics
Diversity in ethics
Diversity in participative management
15 - 31
Handling Complaints ModelHandling Complaints Model
Step 1. Listen to the complaint and
paraphrase it
Step 2. Have the complainer recommend a
solution
Step 3. Schedule time to get all the facts and
/ or make the decision
Step 4. Develop and implement a plan, and
follow-up
15 - 32
Handling Handling CustomerCustomer Complaints Complaints (1 of 2)(1 of 2)
Step 1. Admit you made a mistake
Step 2. Agree that it should not have
happened
Step 3. Tell the customer what you are going to do about it
Or ask what the customer recommends you do about it
15 - 33
Handling Handling CustomerCustomer Complaints Complaints (2 of 2)(2 of 2)
Step 4. Take the action to make it up to the
customer
Step 5. Take precautions to prevent the
mistake in the future