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CH2─Diversity in Organization

2010/9/25

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Diversity Biographical Characteristics Ability Implementing Diversity Management

Strategies Global Implications

Agenda

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Diversity

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U.S. workforce become diversity 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

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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 vales, personality, and work preferences.

Level of Diversity

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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 reduced productivity, negative conflicts, and increased turnover.

◦ Discrimination type Discriminatory policies or practices Sexual harassment Intimidation Mockery and insults exclusion incivility

Discrimination

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Biographical Characteristics

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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

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Dose age and job performance have relationship?◦ An employee is older, who is less likely to quit.◦ Older employee have lower rater of avoidable

absence than do younger employees, but they have higher rates of unavoidable absence.

Dose age and job satisfaction have relationship?◦ Satisfaction tends to continually increase among

professionals as they age.◦ However, satisfaction tends to decrease among

nonprofessionals during middle age and then rises again in the later years.

Age

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Whether women perform as well on jobs as men do?◦ There are few differences between men and

woman in job performance.◦ Work schedules seem to differ between genders.◦ A one study point out woman more liking to turn

out than men. But now??◦ Parents were rated lower in job commitment,

achievement striving, dependability than individuals without children.

Gender

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Race means biological heritage people, Ethnicity is additional set of cultural characteristics that often overlaps with race.◦ People tend to favor colleagues of their own race.◦ Substantial racial differences exist in attitudes

toward affirmative action.◦ African Americans generally fare worse than

Whites in employment decisions.

Race and Ethnicity

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Workers with disabilities receive higher performance evaluations

But they also encounter lower performance expectations and are less likely to be haired.

Disability

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Tenure means 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

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Ability

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Ability is an individual’s current capacity to perform the various tasks in a job.

Ability

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Intellectual abilities are abilities needed to perform mental activities ─ thinking, reasoning, and problem solving.◦ General mental ability(GMA) is an overall

factor of intelligence, as suggested by the positive correlations among specific intellectual ability dimensions.

◦ Wonderlic Personnel Test◦ The correlation between intelligence and job

satisfaction is about zero.

Intellectual Abilities

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Physical ability is the process and programs by which managers make everyone more aware of and sensitive to the needs and differences of others.

Physical Ability

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Implementing Diversity

Management Strategies

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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

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Attract diverse employees : target recruiting messages to specific demographic groups underrepresented in the workforce.

The selection process is one of the most important places for diversity efforts.◦ Fair and objective, qualifications are more

important! Similarity in personality does appear to

affect career advancement.◦ Collectivistic cultures & individualistic cultures◦ Deep-level diversity is more important than

surface-level diversity.

Attracting, Selecting, Developing, and Retaining Diverse Employees-1

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Individuals who are demographically different from their co-works 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-2

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Diversity will help or hurt group performance.◦ Trait diversity or Demographic diversity

Diversity in Group

good

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Organization use a variety of efforts to capitalize on diversity◦ Teach managers about the legal framework for

equal employment opportunity◦ Teach managers how a diverse workforce will be

better able to serve a diverse market of customers and clients.

◦ Foster personal development practices that bring out the skills and ability of all workers.

Effective Diversity Programs

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Global Implications

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Biographical Characteristics◦ Some biographical vary across culture.

Intellectual Ability◦ Evidence strongly supports the idea that the

structures and measures of intellectual abilities generalize across culture.

Diversity Management

Global Implications

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Next~!!