BBA Program

Principles of Management
Dr. Shahid Mir,
Post Doc. (Fulbright Scholar), PhD, MBA, BE,
Assistant Professor,
Teacher, Researcher, Trainer, Consultant,
Chairman, Procurement Committee,
Ex-Director QEC, Ex. Chairman, Department of Management,
Ex-Testing In-charge, Ex-Students Counselor,
Institute of Business Administration, Karachi
Certified: SECP Board Director, SPPRA, ISO 9000
Master Trainer LUMS/McGill/CIDA, USAID, Sindh PPRA
Managing
Diversity
What is Teamwork?

Aik Haqeeqat Aik Fasana!

Aik Fasana
Aik Haqeeqat
Aik Haqeeqat
Aik Haqeeqat
Important for Organizations

• Productivity = Output/Input

e.g. Output = 1 marker

Input land, labor, capital, machinery, material & entrepreneurship

= 1 = 100%; = 1 = 80%; = 1 = 120%;

1 1.2 .8
Vectors

SYNERGY

Direction (Leader)
Aik Haqeeqat
A Great Value: Teamwork

• Work collaboratively with colleagues

• Solicit input by genuinely valuing others’ ideas
• Place team agenda before personal agenda
• Support group decisions
• Share credit, joint responsibility for shortcomings
Team Effectiveness
Model
• Hockey/Football
• Cricket
• Basketball
• Rowing
Diversity in the Workplace
• The differences people bring to the workplace are valuable
• The workforce is changing as organizations build cohesive
teams:
• Unprecedented generational diversity
• Aging workers
• Increased diversity
• Growth in women workers

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Diversity on a Global Scale
• Diversity challenges concerning progression of women into
upper management positions
• Europe has very complex social and cultural systems
• National cultures are intangible, pervasive, and difficult to
comprehend
• It is imperative to understand local cultures

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Managing Diversity

• Today diversity is defined broadly in terms of:

• Race
• Gender
• Age
• Lifestyle
• Disability
• Inclusive model includes all ways in which employees are
different (i.e., spiritual beliefs)

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Traditional vs. Inclusive Models of
Diversity

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Dividends of Workplace Diversity
• Gail Robinson and Kathleen Dechant have identified the
following dividends:
• 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

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Factors Shaping Personal Bias

• Prejudice – different is deficient

• Discrimination – acting on prejudicial attitudes
• Stereotypes – rigid, exaggerated, and irrational beliefs

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Stereotyping versus Valuing Cultural
Differences

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Ethnocentrism

• Your group or subculture is inherently superior to other

groups and cultures
• Makes it difficult to value diversity
• Business world and assumptions still somewhat homogeneous
• Organizations are shifting from a monoculture view to
pluralism and ethnorelativism
• Ethnorelativism – the assumption that cultures can only be
understood relative to one another and that particular
behavior can only be understood within a cultural context. The
opposite of ethnocentrism
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Factors Affecting Women’s Careers
• There are advantages to hiring, retaining, and promoting
women in organizations
• Men have higher wages and faster promotions than
women
• Women are favored in leadership roles for demonstrating
behaviors and attitudes that:
• Help them succeed in the workplace, a factor called
“female advantage”

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Factors Affecting Women’s Careers

Glass ceiling – an invisible

barrier that exists for women
and minorities that limits their
upward mobility in
organizations

Opt-out trend – women are

voluntarily leaving the
workforce for various
reasons
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Female Advantage
• Women are more collaborative, less hierarchical,
relationship-oriented
• Better able to deliver in terms of what modern society
requires of people

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Five Steps to Develop Diversity

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Diversity Initiatives and Programs

• Companies believe that diversity initiatives help maintain

competitive advantage, and
• Improving morale
• Decreasing interpersonal conflict
• Facilitating progress in new markets
• Increasing creativity

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Diversity Initiatives and Programs

• Enhancing structures and policies

• Expanding recruitment efforts
• Establishing mentor relationships
• Increasing awareness of sexual harassment
• Generalized
• Inappropriate/offensive

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Diversity Initiatives and Programs

• Solicitation with promise of reward

• Coercion with threat of punishment
• Sexual crimes and misdemeanors
• Multicultural teams – Teams made up of members from
diverse national, racial, ethnic, and cultural backgrounds

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