02 Diversity.pdf

Organizational Behaviour  Organizational behavior (OB) A field of study that investigates the impact that individuals, groups, and structure have on behavior within organizations, for the purpose of applying such knowledge toward improving an organization’s effectiveness....

Organizational Behaviour  Organizational behavior (OB) A field of study that investigates the impact that individuals, groups, and structure have on behavior within organizations, for the purpose of applying such knowledge toward improving an organization’s effectiveness. 1-2  OB The Individual The Organization The Group - Diversity System - Group Dynamics - Attitudes - Culture - Communication - Emotions & - Change moods - Leadership - Personality & - Power and Values Politics - Perceptions - Motivation 1-3  The Individual 2. Diversity in Organizations 1-4  Learning Objectives After studying this chapter you should be able to: 1. Describe the two major forms of workforce diversity 2. Identify the key biographical characteristics and describe how they are relevant to OB 3. Recognize stereotypes and understand how they function in organizational settings 4. Define intellectual ability and demonstrate its relevance to OB 5. Contrast intellectual from physical ability 6. Describe how organizations manage diversity effectively 1-6 Major Forms of Workforce Diversity Surface-Level Diversity Deep-Level Diversity 1-7  Major Forms of Workforce Diversity Diversity Management Surface-Level Diversity Deep-Level Diversity 1-8  Surface-Level Diversity Those readily available in a personnel file Age Belief is widespread that job performance declines with increasing age The workforce is aging Legislation that, for all intents and purposes, outlaws mandatory retirement 1-9  Surface-Level Diversity Cont. Gender Few issues initiate more debates, misconceptions, and unsupported opinions than whether women perform as well on jobs as men do Few, if any, important differences between men and women affect job performance Psychological studies have found women are more agreeable and willing to conform to authority Men are more aggressive and more likely to have expectations of success But those differences are minor 1-10  Surface-Level Diversity Cont. Race and Ethnicity Employees tend to favor colleagues of their own race in performance evaluations, promotion decisions, pay raises Attitudes towards Affirmative Action Eg - African-Americans generally do worse than whites in employment decisions 1-11  Surface-Level Diversity Cont. Disability A person is disabled who has any physical or mental impairment that substantially limits one or more major life activities The reasonable accommodation is problematic for employers Strong biases exist against those with mental impairment 1-12  Surface-Level Diversity Cont. Tenure The issue of the impact of job seniority on job performance has been subject to misconceptions and speculations Religion Is still an issue in the workplace 1-13  Surface-Level Diversity Cont. Those not readily available in a personnel file… Sexual orientation law does not protect employees against discrimination based on sexual orientation Gender identity Often referred to as transgender employees, this topic encompasses those individuals who change genders 1-14 Stereotypes and How They Function in Organizational Settings “Discrimination” is to note a difference between things. Unfair discrimination is assuming stereotypes about groups and refusing to recognize individual differences. 1-15  Classroom Activity 1. Age discrimination- which is discriminating against 1. Prepare 5 groups a candidate based on their age 2. Explore how each form of 2. Race discrimination- which includes discrimination discrimination exhibits in based on race, skin color, ethnicity, or national modern workplaces and origin propose solutions to 3. Sex discrimination- which includes discrimination address these challenges. based on sex, gender, and/or sexual orientation 3. Design a poster on the 4. Pregnancy discrimination- which includes provided paper discrimination based on pregnancy, childbirth, or 4. Deliver a presentation to any related medical conditions the class. 5. Perspectives on LGBT+ working lives (Discrimination)  Deep-Level Diversity Personality Values Attitudes Ability etc 1-17  Deep-Level Diversity Cont. Ability is an individual’s current capacity to perform various tasks in a job Two types Intellectual abilities Physical abilities 1-18  Deep-Level Diversity Cont. Intellectual Ability Intellectual abilities are abilities needed to perform mental activities— thinking, reasoning, and problem solving. Number Aptitude Verbal Memory Comprehension Intellectual Spatial Ability Perceptual Visualization Speed Deductive Inductive Reasoning Reasoning 1-19  Dimension Description Job Example Number aptitude Ability to do speedy and accurate arithmetic Accountant: Computing the sales tax on a set of items Verbal Ability to understand what is read or heard and Plant manager: Following comprehension the relationship of words to each other corporate policies on hiring Perceptual speed Ability to identify visual similarities and Fire investigator: Identifying clues differences quickly and accurately to support a charge of arson Inductive reasoning Ability to identify a logical sequence in a Market researcher: Forecasting problem and then solve the problem demand for a product in the next time period Deductive reasoning Ability to use logic and assess the implications Supervisor: Choosing between of an argument two different suggestions offered by employees Spatial visualization Ability to imagine how an object would look if Interior decorator: Redecorating its position in space were changed an office Memory Ability to retain and recall past experiences Salesperson: Remembering the names of customers 1-20 Deep-Level Diversity Cont. Physical Abilities The capacity to do tasks demanding stamina, dexterity, strength, and similar characteristics. The three main categories of physical ability are… Strength Flexibility And Other characteristics 1-21 Deep-Level Diversity Cont. 1-22  Importance of Ability Importance of ability at work increases difficulty in formulating workplace policies that recognize disabilities. Recognizing that individuals have different abilities that can be taken into account when making hiring decisions is not problematic. It is also possible to make accommodations for disabilities. 1-23  Diversity Management Strategies Diversity management The process and programs by which managers make everyone more aware of and sensitive to the needs and differences of others. Attracting, Selecting, Developing, and Retaining Diverse Employees Diversity in Groups Effective Diversity Programs Teach the Foster the Teach Legal Skills and Market Framework Abilities of Advantages All Workers 1-24  Q&A Thank You 25