Management: Richard L. Daft

MANAGEMENT
RICHARD L. DAFT
Managing Diversity
CHAPTER 12
chapter12 Learning Outcomes
• Understand the pervasive demographic changes occurring in the domestic
and global marketplace and how corporations are responding.
• Understand how the definition of diversity has grown to recognize a broad
spectrum of differences among employees, and appreciate the dividends of a
diverse workforce.
• Recognize the complex attitudes, opinions, and issues that employees
bring to the workplace, including prejudice, discrimination, stereotypes, and
ethnocentrism.
• Recognize the factors that affect women’s opportunities, including the
glass ceiling, the opt-out trend, and the female advantage.
• Explain the five steps in developing cultural competence in the workplace.
• Describe how diversity initiatives and training programs help create a
climate that values diversity.
• Understand how multicultural teams and employee network groups help
organizations respond to the rapidly changing and complex workplace. 3
Copyright ©2010 by South-Western, a division of Cengage
Learning. All rights reserved.
chapter12 Do You Know Your Biases?
 As a manager, your day-to-day behavior will send

signals about your biases and values
 Some of our biases are active while others are unknown
 Today’s workplace is a mosaic of diverse people
 To capitalize on a diverse consumer base, workplaces
need to be diverse
 Diversity is no longer just “the right thing to do”. It
is a business imperative
4
chapter12 The Changing Workplace
• Diversity in the United States

– Aging Workforce
– Growth in Hispanic and Asian Workers
– Minority Purchasing Power
– Growth in Foreign-born Population
• Global Diversity
– The aging population is a global phenomenon
– Social and cultural differences are creating challenges
– The meaning of diversity differs around the world
– National cultures are intangible, pervasive, and difficult to comprehend
– Global businesses have global customers, employees, suppliers, and
stockholders
5
Leaders in Corporate
chapter12
Diversity
6
Growth in Employment from
chapter12 2006 to 2016 by Group
7
chapter12 Managing Diversity
• Diversity is all of the ways in which people

are different
• Companies are embracing a more

inclusive definition of diversity
– Spectrum of differences: how employees
approach work, interact, approach work,
derive satisfaction and define who they are…
8
Traditional vs. Inclusive
chapter12 Models of Diversity
9
Dividends of Workplace
chapter12 Diversity
 Better use of employee talent

 Increased understanding of the marketplace
 Enhanced breadth of understanding in leadership
positions
 Increased quality of team problem solving
 Reduced costs associated with high turnover,
absenteeism, and lawsuits
10
Factors Shaping
chapter12 Personal Bias
• Stereotypes are often based on folklore, media

portrayals, and other unreliable sources of information
• Stereotypes contain negative connotations
• Stereotypes assume that all members of a group have

the same characteristics
11
Difference Between Stereotyping
chapter12 and Valuing Cultural Differences
12
Federal and State Laws
chapter12 Regarding Diversity
• Title VII of the Civil Rights Act of 1964

• The Equal Pay Act of 1963
• The American with Disabilities Act
• The Age Discrimination in Employment Act
13
chapter12 Ethnocentrism
• The belief that one’s own group or subculture is

inherently superior
• Barrier to embracing diversity
• Ethnocentric views produce a monoculture
– A culture that accepts one way of doing things and
one set of values and beliefs
• The goal of cultural diversity is pluralism
– Organization accommodates several subcultures
14
Factors Affecting Women’s
chapter12 Careers
• Glass Ceiling. An invisible barrier that separates

women from top management positions.
• Opt-Out Trend. Many women are deciding to get off the

fast track to top management before hitting the glass
ceiling.
• The Female Advantage. The idea that women are

better managers because of their more collaborative,
less hierarchical relationship-oriented approach.
15
chapter12 The Wage Gap
16
chapter12 Cultural Competence
• Successful diversity
plans leads to a
workforce that
demonstrates
cultural
competence
• A culture that values

and nurtures its
diverse employees
17
Diversity Initiatives and
chapter12 Programs
 Changing Structures and Policies
 Expanding Recruitment Efforts
 Establishing Mentor Relationships
 Accommodating Special Needs
 Providing Diversity Skills Training
18
Increasing Awareness of
chapter12 Sexual Harassment
• Sexual harassment creates an

unhealthy and unproductive
work environment
• Sexual Harassment is illegal,
violation of Civil Rights Act
• 150% increase in sexual
harassment filings in US
• Companies are creating
awareness programs
19
chapter12 New Diversity Initiatives
• Multicultural Teams
– Teams of diverse national, racial, ethnic, and cultural
backgrounds
– Greater potential for enhanced creativity and innovation
– Strategic in global marketplace
– More difficult to manage
• Employee Network Groups
– Based on social identity: gender, race
– Organized by employees
– Focus on concerns of employee group
– Reduce social isolation through networking, training and
professional development 20

Management: Richard L. Daft

Uploaded by

Document Information

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Management: Richard L. Daft

Uploaded by

Copyright:

Available Formats

MANAGEMENT

 As a manager, your day-to-day behavior will send

• Diversity in the United States

• Diversity is all of the ways in which people

• Companies are embracing a more

 Better use of employee talent

• Stereotypes are often based on folklore, media

• Stereotypes contain negative connotations

• Stereotypes assume that all members of a group have

• Title VII of the Civil Rights Act of 1964

• The belief that one’s own group or subculture is

• Glass Ceiling. An invisible barrier that separates

• Opt-Out Trend. Many women are deciding to get off the

• The Female Advantage. The idea that women are

• A culture that values

 Changing Structures and Policies

 Expanding Recruitment Efforts

 Establishing Mentor Relationships

 Accommodating Special Needs

 Providing Diversity Skills Training

• Sexual harassment creates an

You might also like