Download - Hudson, N.R. (2006). Management practice in dietetics, (2nd ed.). Belmont: Thomson Wadsworth
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Hudson, N.R. (2006). Management practice in dietetics, (2nd ed.). Belmont: Thomson Wadsworth
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In the workplace, this refers to ethnic, racial, gender, age, and other differences among workers.
New ethnic groups have gradually integrated into the workforce
Multiculturalism › Culturally diverse organization› Multicultural organization
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Values, encourages, and affirms diverse cultural modes of being and interacting
Creates an organizational dialogue in which no one cultural perspective is presumed to be more valid than other perspectives
Empowers all cultural voices to participate fully in setting goals and making decisions
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Primary:› Race› Gender› Age› Physical Ability› Ethnicity
Secondary:› Education› Work experience› Marital status› Religion› Sexual Orientation› Body Size
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An organization should reflect the community it serves
An understanding of changes in the population is needed to manage diversity
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1994 - 45% of workers were women
2005 - 48% 2020 – 50% (projected) Organizations are changing:
› More flexible jobs› Job sharing› Child care› Family leave› More adjustable benefits package
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Age of the workforce is increasing
Older Americans keep working longer › Better health› Social Security and Medicare
Benefits Special Needs:
› Better lighting› Larger print› Equipment requiring less dexterity
and strength
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Majority of workforce is white non-Hispanic › 1994 – 77%› 2005 – 73%
African-Americans – 11% Asians and Hispanics will continue to
grow
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Americans with Disabilities Act
Organizations are required to make reasonable accommodations for in individuals with differing physical abilities
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Larger pool of potential workers Broader variety of viewpoints
and ideas Experiences can be used to
develop products and services for diverse markets› Diversity is good for the bottom
line Safe work environment More responsive to needs of the
community it serves
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Xenophobia – Fear of strangers› Employees feel threatened
Takes time, energy, and money to implement a diversity program
Potential employee losses
Change may lead to an unpleasant workplace
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Everyone is a contributing member of the organization
Every person is respectful and respected
Each individual is treated equally and fairly, but also as an individual
All individuals feel secure enough to speak openly
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The entire organization should be committed to a diversity program
Equal opportunity and affirmative action› Compliance to avoid a penalty
Commitment requires an investment of time, money, and self.
To obtain optimal results, the program must belong to everyone!
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Individual workers must be aware of their prejudices and willing to suppress them in order to be sensitive to the needs of their coworkers.
Awareness leads to tolerance which can foster nonjudgmental acceptance of differences
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“It is the responsibility of management to develop and implement programs that explore the diversity issues and deal with them in a constructive manner.”
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Scoring:› Usually: 2 points, Sometimes: 1 points,
Rarely: 0 points› Individual Attitudes and Beliefs:
Items 1, 4, 7, 10, 13
› Managerial Skills and Practices: Items 2, 5, 8, 11, 14
› Organizational Values and Policies: Items 3, 6, 9, 12, 15
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In which arenas do you find your greatest strengths in influencing culture change?
What obstacles do you (or might you) encounter?
What steps do you need to take to be more effective in influencing change?
What would be an important next step for you to take to increase your ability to influence change?