Valuing Diversity— Introduction to Culture Chapter 5.
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Transcript of Valuing Diversity— Introduction to Culture Chapter 5.
Valuing Diversity—Introduction to Culture
Chapter 5Chapter 5
Introduction
Diversity – refers to the degree of differences among members of a group or an organization
Valuing diversity – means to include all groups at all levels in an organization
Diverse people behave differently and have different human relations in organizations
Prejudice and Discrimination
Prejudice – the prejudgment of a person or situation based on attitudesPrejudice is often based on stereotyping a group
Discrimination – behavior for or against a person or situationDiscrimination is usually based on prejudice
Common Areas of Employment Discrimination (1 of 2)
Recruitment –People who hire employees fail to actively recruit
people from certain groups to apply for jobs with their organization
Selection –People who select candidates from the recruited
applicants fail to hire people from certain groups
Compensation –White males make more money than other groups
Common Areas of Employment Discrimination (2 of 2)
Upward mobility –Race and gender are significant influences on
advancement
Evaluation –When organizations do not base evaluations on
actual job performance, discrimination in compensation and upward mobility occur
Valuing Diversity
Valuing diversity, equal employment opportunity (EEO), and affirmative action (AA) are different
By valuing work force diversity, management seizes the benefits differences bring
Managing and valuing diversity build on the foundations created by EEO and AA
Pre-employment Inquiries
Every question asked should be job relatedHave a purpose for using the informationOnly ask legal questions you plan to use in your
selection processInformation should relate to bona fide occupational
qualifications
Any general question that you ask should be asked of all candidatesBona fide occupational qualification
Sexism
Sexism – refers to discrimination based on sexSexism limits the opportunities of both women
and men to choose the lifestyles and careers that best suit their abilities and interests
Men and women face discrimination when they pursue careers traditionally held by the opposite sex
Culture promotes differences in males and females
Women in the Work Force
Do men and women get the same pay?
Comparable worth
Myths about women managers
The glass ceiling
Sexist language and behavior
Minorities’ Progress in the Workplace
Minorities are making slow progress into management and professional level jobsNot rapidly enough to make a significant change in
the distribution of those jobsAfrican-Americans and Hispanics tend to be
concentrated in the lower-wage service-sector jobs
Some industries have been more receptive than others to advancing women and minorities
Overcoming Sexism and Racism
Hiring and promotion decisions should not be based on sexaffirmative action plans may be implemented
Avoid using sexist and racist languageCall people by name, rather than by sexist
and racist termsBe wary of swearing in the workplaceState displeasure if sexist or racist implying
language is used
Family Sex Roles are Changing
Marriage and family agreements
Fathers roles are changing
Mothers roles are changing
Parenting
Work and Family Balance
Employees are being asked to work longer hours and to work more days each week
Heavy overtime is straining familiesBoth genders are feeling conflict between
work and familyMen and women want a better balance
between work and family
Managing Diversity
Managing diversity emphasizes helping ALL employees:meet their work-life needs, orimproving the quality of work life
Many organizations believe that providing family-friendly benefits helps motivate employees to work harder
Organizations with more extensive work-family policies have higher levels of perceived performance
Managing Diversity: Flexible Work Arrangements (1 of 2)
TelecommutingTelecentersMobile work
Flextime
Work-life, cafeteria, benefits
ChildcareOnsite and nearby centers
Managing Diversity: Flexible Work Arrangements (2 of 2)
Work-life balance classes
Tuition reimbursementPaying all or part of educational expenses
Employee assistance programs
Global Diversity: Multinational Companies
Multinational company (MNC) – conducts a large part of its business outside the country of its headquarters
MNCs link many culturesEffective human relations vary globallyExpatriates – people who live and work in a
country other than their native countryOften experience culture shock
Global Diversity: Cross-Cultural Relations
Diversity in customs
Diversity in attitudes toward time
Diversity in work ethics
Diversity in pay
Diversity in laws and politics
Diversity in ethics
Diversity in participative management
Handling Complaints Model
Step 1. Listen to the complaint and
paraphrase it
Step 2. Have the complainer recommend a
solution
Step 3. Schedule time to get all the facts and
/ or make the decision
Step 4. Develop and implement a plan, and
follow-up
Handling Customer Complaints (1 of 2)
Step 1. Admit you made a mistake
Step 2. Agree that it should not have
happened
Step 3. Tell the customer what you are going to do about it
Or ask what the customer recommends you do about it
Handling Customer Complaints (2 of 2)
Step 4. Take the action to make it up to the
customer
Step 5. Take precautions to prevent the
mistake in the future