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    Diversity in The Organization

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    Abdullah Al Muhit
    Diversity in organizations has increased as the U.S. workforce has become more diverse. To adapt, organizations must make diversity management central to their policies and practices. There are two types of diversity: surface-level diversity based on visible characteristics like gender, age and race, and deep-level diversity involving less visible attributes like personality and work preferences. Both types can impact how employees perceive and interact with one another. Discrimination based on stereotypes reduces productivity and increases conflict and turnover, so organizations should avoid discriminatory policies, harassment, intimidation and exclusion.

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    Diversity in The Organization

    Uploaded by

    Abdullah Al Muhit
    24 views23 pages
    Diversity in organizations has increased as the U.S. workforce has become more diverse. To adapt, organizations must make diversity management central to their policies and practices. There are two types of diversity: surface-level diversity based on visible characteristics like gender, age and race, and deep-level diversity involving less visible attributes like personality and work preferences. Both types can impact how employees perceive and interact with one another. Discrimination based on stereotypes reduces productivity and increases conflict and turnover, so organizations should avoid discriminatory policies, harassment, intimidation and exclusion.

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    OB-lecture2

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    Diversity in organizations has increased as the U.S. workforce has become more diverse. To adapt, organizations must make diversity management central to their policies and practices. There are two types of diversity: surface-level diversity based on visible characteristics like gender, age and race, and deep-level diversity involving less visible attributes like personality and work preferences. Both types can impact how employees perceive and interact with one another. Discrimination based on stereotypes reduces productivity and increases conflict and turnover, so organizations should avoid discriminatory policies, harassment, intimidation and exclusion.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    24 views23 pages

    Diversity in The Organization

    Uploaded by

    Abdullah Al Muhit
    Diversity in organizations has increased as the U.S. workforce has become more diverse. To adapt, organizations must make diversity management central to their policies and practices. There are two types of diversity: surface-level diversity based on visible characteristics like gender, age and race, and deep-level diversity involving less visible attributes like personality and work preferences. Both types can impact how employees perceive and interact with one another. Discrimination based on stereotypes reduces productivity and increases conflict and turnover, so organizations should avoid discriminatory policies, harassment, intimidation and exclusion.

    Copyright:

    © All Rights Reserved
    Download as PPTX, PDF, TXT or read online from Scribd
    Download as pptx, pdf, or txt
    of 23

    Diversity in the

    Organization
    Chapter 2
    • U.S. workforce has become diverse today.
    • In order to adapt this shift, organizations need to make
    diversity management a central component of their
    policies and practices

    Demographic Characteristics
    of the U.S. Workforce
    Surface-level diversity
    • Difference in easily perceived characteristics
    • It can lead employees to perceive one another through
    stereotype and assumption
    • Such as race, age, gender
    Deep-level diversity
    • More important for determining similarity as people get
    to know one another
    • Such as values, personality, and work preferences

    Level of Diversity
    Discrimination means we allowing our behavior to be influence by
    stereotypes about groups of people.
    • Unfair discrimination is often very harmful to organization and employees,
    such as reduces productivity, negative conflicts, and increased turnover
    Discrimination type
    • Discriminatory policies or practices
    • Sexual harassment
    • Intimidation
    • Mockery and insults
    • Exclusion
    • Incivility

    Discrimination
    Biographical characteristics means personal characteristics
    that are objective and easily obtained from personal
    records.
    • Surface-level diversity
    • Such as age, gender, race, and length of tenure

    Biographical
    Characteristics
    Does age and job performance have relationship?
    Does age and job satisfaction have relationship?

    Age
    Whether women perform as well on jobs as men do?

    Gender
    • Workers with disabilities receive higher performance
    evaluations
    • But they encounter lower performance expectations and
    are less likely to be hired

    Disability
    Tenure
    • Seniority as time on a particular job
    • Tenure is a good predictor of employee productivity
    • Tenure on an employee’s previous job is a powerful
    predictor of that employee’s future turnover
    Religion
    Sexual orientation and gender identity

    Other Biographical
    Characteristics
    An individual’s current capacity to perform various tasks in
    a job

    Ability
    Intellectual Abilities
    Dimensions of
    Intellectual Ability
    Physical ability is the capacity to do tasks demanding
    stamina, dexterity, strength, and similar characteristics.

    Physical Ability
    Dimensions of Physical
    Ability
    Contrast Intellectual
    from Physical Ability
    Diversity management is a process and programs by which
    managers make everyone more aware of and sensitive to
    the needs and differences of others.

    Diversity Management
    ???
    Attracting, Selecting, Developing,
    and Retaining Diverse Employees
    • Individuals who are demographically different from their
    co-workers are more likely to feel low commitment and
    turn out
    • All workers appeared to prefer an organization that
    values diversity

    Attracting, Selecting, Developing,


    and Retaining Diverse Employees
    Diversity in Group
    Effective Diversity
    Programs
    Biographical Characteristics
    • Some biographical characteristics vary across cultures
    Intellectual Ability
    • Evidence strongly supports the idea that the structures
    and measures of intellectual abilities generalize across
    culture

    Global Implications
    • Diversity management must be an ongoing commitment
    that crosses all levels of the organization.

    Effective Diversity
    Management

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