jones global mgt ch05.ppt

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ManagingDiverse

Employeesin a Multicultural

Environment

chapter five


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Learning Objectives

1. Discuss the increasing diversity of the workforce and of theorganizational environment.

2. Explain the central role that managers play in the effectivemanagement of diversity.

3. Explain why the effective management of diversity is both anethical and a business imperative.

4. Discuss how perception and the use of schemas can result inunfair treatment.

5. List the steps managers can take to effectively managediversity

6. Identify the two major forms of sexual harassment and howthey can be eliminated.

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The Increasing Diversity of theWorkforce and the EnvironmentDiversity

Dissimilarities/differences among people in age,gender, race, ethnicity, religion, sexualorientation, socioeconomic background, andcapabilities/disabilities

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Sources of Diversity in theWorkplace

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Figure 5.1


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Example - Google

International users account for more than 50%of Googles total user base In May 2007, Google started their 40Language Initiative with the goal of gettingGoogle products into 40 languages.

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http://www.google.com/corporate/diversity/business.html


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Other Kinds of Diversity

Whether individuals are attractive orunattractive, thin or overweight, in most caseshas no bearing on their job performanceSometimes these physical sources of diversityend up influencing advancement rates andsalaries

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Critical Managerial Roles

Managers can take many more steps tobecome sensitive to the ongoing effects ofdiversity in their organizations, take advantageof all the contributions diverse employees canmake, and preventdiverse employees

from being unfairlytreated.

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Critical Managerial Roles

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Insert Table 5.2


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The Ethical Imperative to ManageDiversity Effectively

Distributive Justice A moral principle calling for fair distribution of

pay, promotions, and other organizationalresources based on meaningful contributions thatindividuals have made and not personalcharacteristics over which they have no control.

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The Ethical Imperative to ManageDiversity Effectively

Procedural Justice A moral principle calling for the use of fair

procedures to determine how to distributeoutcomes toorganizationalmembers.

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Procedural Justice

Exists when managers: carefully appraise a subordinates performance take into account any environmental obstacles

to high performance ignore irrelevant personal characteristics

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Weekly Earnings by Sex andOccupation in 2009 in the U.S.

5-12Table 5.3


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Managing Diversity EffectivelyMakes Good Business Sense

What a Diversity of Employees Provides A variety of points of view and approaches to

problems and opportunities can improve managerial

decision making. Diverse employees can provide a wider range of

creative ideas Diverse employees are more attuned to the needs of

diverse customers. Diversity can increase the retention of valued

organizational members. Diversity is expected/required by other firms

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Perception

Perception The process through which people select,

organize, and interpret what they see, hear,touch, smell, and taste to give meaning and orderto the world around them.

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Perception

Schema An abstract knowledge structure stored in

memory that allows people to organize and

interpret information about a person, event, orsituation

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Perception

Gender Schema Preconceived beliefs or ideas about the nature of

men and women, their traits, attitudes, behaviors,

and preferences

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Perception

Stereotype Simplistic and often

inaccurate beliefs

about the typicalcharacteristics ofparticular groups ofpeople

Bias The systematic

tendency to use

information aboutothers in ways thatresult in inaccurateperceptions

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Bias

Similar-to-me effect perceive others who aresimilar to ourselves more positively than we perceivepeople who are different

Social status effect perceive individuals with highsocial status more positively than those with lowsocial status

Salience effect focus attention on individuals whoare conspicuously different

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Overt Discrimination

Overt Discrimination Knowingly and willingly denying diverse

individuals access to opportunities and outcomes

in an organization Unethical and illegal

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Steps in Managing DiversityEffectively

Secure top management commitment

Strive to increase the accuracy of perceptionsIncrease diversity awarenessIncrease diversity skills

Encourage flexibility

Pay close attention to how organizational members

are evaluatedConsider the numbers

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Steps in Managing DiversityEffectively (cont.)

Empower employees to challenge discriminatorybehaviors, actions, and remarksReward employees for effectively managingdiversityProvide training utilizing a multi-pronged,ongoing approach

Encourage mentoringof diverse employees

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Diversity Awareness Programs

Provide members with accurate information aboutdiversityUncover personal biases and stereotypes

Assess personal beliefs, attitudes, and values andlearning about other points of viewDevelop an atmosphere in which people feel free toshare their differing perspectives

Improve understanding of others who are different

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How to Manage Diversity

Mentoring A process by which an experienced member of an

organization provides advice and guidance to an

less experienced member and helps them learnhow to advance in the organization and in theircareer.

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Forms of Sexual Harassment

Quid pro quo Asking for or forcing an

employee to perform

sexual favors inexchange for receivingsome reward oravoiding negative

consequences.

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Steps to Eradicate SexualHarassment

Develop and clearly communicate a sexualharassment policy endorsed by topmanagementUse a fair complaint procedure to investigatecharges of sexual harassment

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Steps to Eradicate SexualHarassment

When it has been determined that sexualharassment has taken place, take correctiveaction as soon as possibleProvide sexual harassment education andtraining to all organizational members,including managers

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Factors to Keep in Mind AboutSexual Harassment

Every sexual harassment charge should betaken seriouslyEmployees who go along with unwantedsexual attention in the workplace can bevictimsEmployees sometimes wait before they filecomplaints

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A firms sexual harassment policy should becommunicated to each new employee andreviewed with current employees on aperiodic basisSuppliers and customers need to be familiarwith a firms sexual harassment policy

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Managers should give employees alternativeways to report incidents of sexual harassmentEmployees who report sexual harassmentmust have their rights protectedAllegations of sexual harassment should bekept confidential

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Investigations of harassment charges and anydisciplinary action should proceed in a timelymannerManagers must protect employees fromsexual harassment from any third-partyemployees

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Video: Encore Careers

How do encore careers introduce diversityinto the workforce?Do encore employees present any specialchallenges for managers?

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