managing diversity kuliah

8/3/2019 Managing Diversity Kuliah

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What is DIVERSITY

Otherness or those human qualities that aredifferent from our own and outside the groups towhich we belong, yet present in other individuals

an groups (Workforce America!). Differences among people which vary from age,

class, ethnicity, gender, physical and mentalability, race, sexual orientation, spiritual practice,

and public assistance status (Esty, et al., 1995).


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Dimension ofDIVERSITY

Dimensions of diversity include, but are notlimited to: age, ethnicity, gender, physicalabilities/qualities, race, educational background,

geographic location, income, marital status,religious beliefs, and work experience (Loden &Rosener ,1991)

Dimensions of diversity divided by: (1) whether

the attributes is detected and (2) orientation ofthe attributes (Joshi & Jackson, 2003)


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Task Oriented RelationshipOriented

Readily detected

attributes

Department/Unit Sex

Socioeconomic statusOrganizational Tenure

Age

RaceFormal titles

Ethnicity

Education level Religion

Political MembershipMembership inpersonal association Nationality

Sexual Orientation

Underlying

attributes

Knowledge & expertise GenderClass Identity

Attitudes

Cognitive skills &abilities

Values

Personality

Ethnic IdentityPhysical skills &abilities Sexual Identity

Other Identity


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is stable characteristic responsible for a persons maximum physicalor mental performance.Skill is a specific capacity to manipulate objects.The combination of ability, skill, and effort contributes to

performance.

is persons perception as physical, social, and spiritual being.Cognition is a persons knowledge, opinions, or beliefs.Self-esteem is a belief about ones own self worth based on overall

self evaluation.Organization-based Self Esteem is an organization members self-perceived value.Self-efficacy is belief in ones ability to do task.Self monitoring is ability to observe ones own behaviour andadapting it to the situation

Emotions

is a learned predisposition toward a given object.Values represent global beliefs, while attitudes relate only specific

objects, persons, or situations.Although attitudes often are resistant to change, they can beinfluenced indirectlythrough education and training experiences.

The Big Five Personality Dimensions: extraversion,agreeableness, conscientiousness, stability, & opennes.However, there are some doubts about the use of personalitytesting in workplace regarding whether they are (1) strong

predictor and (2) predictor of nurture differences.

Differences in PeoplesBehaviours

Self-Concept

Personality Traits Abilities

Attitudes

is complex human reactions to personal achievements andsetbacks that may be felt and displayed.Some combination of emotions turn out to result in good

performance, while the incorrect combination produce contradictoryones.


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Why DIVERSITY ?


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Adaptability

Honda gets 80-90% of their profit from sales inAmerica.

Allen Kinzer, the first American Manager of Honda inOhio plant, said it was not easy to blending thecultures.

Honda company sets standard to be able to produce500.000 cars per year in America, which isconsidered a bold move for American.


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Variety Viewpoints

Wendy Clark, SVP Integrated MarketingCommunication & Capabilities, successfullylaunched of the Coca-Cola global marketing

campaign "Open Happiness"


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Broader Service

Nike earns the vast majority of its sales outside USwith its complex worldwide web pf contractorsincluding more than 120 factories in China alone.

According to a recent Hill & Knowlton survey,Chinese consider Nike the Middle Kingdom's "coolestbrand.

Sales rose 66% last year, to anestimated $300 million, and Nike is

opening an average of 1.5 newstores a day in China.


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Strategy Execution

IBM employs more than 40.000 software developersin India, as response to the unstable economic andpolitical condition in U.S.

IBM respects and values diversity among employees. Business

activities such as hiring, promotion, and compensation ofemployees, are conducted without regard to race, colour, religion,gender, gender identity or expression, sexual orientation, nationalorigin, genetics, disability, age or caste.

Some of diversity initiatives include International Women's Day,Take Our Kids to Work Day, People with Disability (PwD) IT Camp,Women's Leadership Conference, World Disability Day, childcarecenters, and a home care project


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DIVERSITY & Competitiveness

HETEROGENEITY

CREATINGIDEAPROBLEMSOLVING

VARIOUSVIEWPOINTS

OPENNES TOIDEAS

CREATIVITYEXPERTISE


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NotArticulated

Challenges in DIVERSITY

Stereotyping Discrimination Prejudice


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Negative Behaviours towardDIVERSITY


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Managing DIVERSITY

Planning and implementing organizationalsystems and practices to manage people so thatthe potential advantages of diversity aremaximized while its potential disadvantages areminimized - Taylor Cox in "Cultural Diversity inOrganizations.

The critical skills of managing diversity

is to be sensitive and to treat peopleas they want to be treated.


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Stage of ManagingDIVERSITY


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Analizing the Existing Culture

Recognizing certain attitudes which enable/notdiversity management

Assessing employees perception about diversity

Getting to know what the employees want fromthe company, how they want to be treated Finding company dissadvantage of not putting

diversity management into practice.

Having other people/organization assesses theexisiting culture


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Implementing Adaptive NewCulture

Setting up a new vision, and spread it out to all employees Linking personal goals into the company branded new

vision Articulating culture that supports the new vision Establishing a task force as a watchmen toward the new

culture implementation. Creating formal or informal meeting where employees can

give feedback about the new culture.

Pointing a role model Setting up reward & punishment system.


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Making the New CultureSustainable

Intergrating the culture adherence into performanceappraisal.

Creating award for the most adherance employees Implementing a Virtual Performance Management

managing diversity kuliah

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