Diversity

Diversity Management
Management

The process and programs by which managers

make everyone more aware of and sensitive to the
needs and differences of others.

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Implementing
Implementing Diversity
Diversity Management
Management

• Attracting, Selecting, Developing, and Retaining Diverse

Employees
• Diversity in Groups
• Effective Diversity Programs

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Attitude and Job
Satisfaction
Attitude
Attitude and
and its
itsAttributes
Attributes
Evaluative statements or judgments concerning
objects, people, or events.

Components:
• Cognitive Component
• Affective Component
• Behavioral Component

Cognitive Dissonance:
Any incompatibility between two or more attitudes or between
behavior and attitudes.
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Components
Components

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Job
JobAttitudes:
Attitudes:

Job Satisfaction:
A positive feeling about one’s job resulting from an evaluation of
its characteristics.

Job Involvement:
The degree to which a person identifies with a job, actively
participates in it, and considers performance important to self-
worth.

Organizational Commitment:
The degree to which an employee identifies with a particular
organization and its goals and wishes to maintain membership in
the organization.
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Job
JobAttitudes
Attitudes (Conti..)
(Conti..)

Perceived Organizational Support (POS)

The degree to which employees believe an organization values
their contribution and cares about their well-being.

Employee Engagement:
An individual’s involvement with, satisfaction with, and
enthusiasm for the work he or she does.

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Impact
Impact of
of Satisfied
Satisfied and
and Dissatisfied
Dissatisfied Employees:
Employees:
Responses to be evaluated:
• Exit
• Voice
• Loyalty
• Neglect

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Impact
Impact of
of Satisfied
Satisfied and
and Dissatisfied
Dissatisfied Employees:
Employees:

Job Satisfaction with respect to:

 Job Performance
 Organizational Citizenship Behavior
 Customer Satisfaction
 Absenteeism
 Turnover

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Summary
Summary
 Satisfied and committed employees have lower rates of turnover,
absenteeism, and withdrawal behaviors. They also perform better on
the job. Given that managers want to keep resignations and absences
down— especially among their most productive employees—they’ll
want to do things that generate positive job attitudes.

 Managers will also want to measure job attitudes effectively so they can
tell how employees are reacting to their work. As one review put it, “A
sound measurement of overall job attitude is one of the most useful
pieces of information an organization can have about its employees.”

 The most important thing managers can do to raise employee

satisfaction is focus on the intrinsic parts of the job, such as making the
work challenging and interesting.

 Although paying employees poorly will likely not attract high-quality

employees to the organization or keep high performers, managers
should realize that high pay alone is unlikely to create a satisfying work
environment.
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