Developed by Cool Pictures & MultiMedia PresentationsCopyright © 2003 by South-Western, a division...

Developed by Cool Pictures & MultiMedia Presentations Copyright © 2003 by South-Western, a division of Thomson Learning. All rights reserved.

Chapter 14Managing Diverse Employees

Daft 6th Ed



Dimensions of Diversity

Workforce Diversity

Age

Gender

RaceWork Style

Communication Style Educational Skill Level

Sexual Orientation Religion

US Department of Labor, Women’s Bureau

Ethnicity


Monoculture & Diversity

• A culture that accepts only one way to do things• There is only one set of values and belies


Attitudes Toward Diversity

The goal for organizations seeking cultural diversity is pluralismThe goal for organizations seeking cultural diversity is pluralism

Ethnocentrism-The belief that one’s own group or subculture is inherently superior to other groups or cultures

Ethnocentrism-The belief that one’s own group or subculture is inherently superior to other groups or cultures

Enthnorelativism-The belief that groups and subcultures are inherently equal

Enthnorelativism-The belief that groups and subcultures are inherently equal

Pluralism-Means that an organization accommodates several subcultures

Pluralism-Means that an organization accommodates several subcultures


The Changing Workplace

Average workeris older

There are more women, people of color, and immigrants

seeking opportunities

Globalization


The Workplace & BiasHow It Shows Up

• Lack of choice assignments• Disregard by a subordinate of a minority manager’s

direction• Ignoring of comments made by women & minorities

at meetings• A need to become “Bicultural”


Challenges For Management

MANAGEMENT OF

CULTURAL DIVERSITY

Organization CultureValuing differencesPrevailing value systemCultural inclusion HR Management Systems

(Bias Free?)RecruitmentTraining and developmentPerformance appraisalCompensation and benefitsPromotion

Higher Career Involvement of Women

Dual-career couplesSexism and sexual harassmentWork-family conflict

Heterogeneity in Race/Ethnicity/Nationality

Effect on cohesiveness, communication, conflict, moraleEffects of group identity on interaction (e.g., stereotyping)Prejudice (racism, ethnocentrism)

Promoting knowledge and acceptance

Education ProgramsEducate management on valuing differences

Taking advantage of the opportunities that diversify provides

Mind-Sets about DiversityProblem or opportunity?

Level of majority-culture buy-in (resistance or support)

Challenge met or barely addressed?

Source: Taylor H. Cox and Stacy Blake,”Managing Cultural Diversity: Implications For Organizational Competitiveness,” Academy of Management Executive 5, no 3 (1991), 45-56


Affirmative Action Debate

Affirmative action was developed in response to conditions 40 years ago.

Today more then half the U.S. workforce consists of women and minorities.

Outspoken opponents of affirmative action have brought the debate into the public consciousness.

Intended beneficiaries of affirmative action programs often disagree as to their value.


“Glass Ceiling”

• An invisible barrier• Fortune 500 executives

– Women make up less than 4%– Nonwhite minorities make up less than 3%

• All executive positions– African Americans hold only 8%– Hispanics only about 5%


Implementing a Diverse Workplace

Building a corporate culture that values diversity Changing structures, policies, and systems to support

diversity Providing diversity awareness training


Diversity Initiatives

Recruitment Examine employee demographics Examine composition of the labor pool in the area Examine composition of the customer base Career Advancement Eliminate the glass ceiling Accomplish mentoring relationships Accommodating Special Needs Child care Non-English speaking training materials and information packets can be

provided Maternity or paternity leave Flexible work schedules Home-based employment Long-term-care insurance, special health or life benefits


Stages of Diversity Awareness

Source: Based on M. Bennett, “A developmental Approach to Training for Intercultural Sensitivity,” International journal of Intercultural relations 10 (1986), 176-196.

Highest Level of Awareness

Lowest Level of Awareness

Denial

No awareness of cultural differences

Parochial view of the world

In extreme cases, may claim other cultures are subhuman

Defense

Perceives threat against one’s comfortable worldview

Uses negative stereotyping

Assumes own culture superior

Minimizing Differences

Focuses on similarities among all peoples

Hides or trivializes cultural differences

Accepts behavioral differences and underlying differences in values

Recognizes validity of other ways of thinking and perceiving the world

Acceptance

AdaptationAble to empathize with those of other

cultures

Able to shift from one cultural perspective to another

Integration

Multicultural attitude-enables one to integrate differences and adapt both cognitively and behaviorally


Organizational Relationships

Emotional IntimacySexual Harassment-The following categorize various

forms of sexual harassment as defined by one university:

- Generalized- Inappropriate/offensive- Solicitation with promise of reward- Coercion with threat of punishment- Sexual crimes and misdemeanors


Global Diversity Programs

• Involve– Employee selection– Employee training– Understanding of the communication context


Leveraging Diversity

• Multicultural teams- made up from diverse national, racial, ethnic and cultural backgrounds

• Employee network groups-based on social identity, and are organized by employees to focus on concerns of employees from that group

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