Kelli J. Schutte William Jewell College Robbins, Judge, and Vohra Organizational Behavior 14th Edition Copyright © 2012 Dorling Kindersley (India) Pvt. Ltd Authorized adaptation from the United States edition of Organizational Behavior, 14e Diversity in Organizations 2-0

Copyright © 2012 Dorling Kindersley (India) Pvt. Ltd Authorized adaptation from the United States edition of Organizational Behavior, 14e Chapter Learning Objectives  After studying this chapter, you should be able to: –Describe the two major forms of workforce diversity. –Define the key biographical characteristics and describe how they are relevant to OB. –Define intellectual ability and demonstrate its relevance to OB. –Contrast the two types of ability. –Describe how organizations manage diversity effectively. –Show how culture affects our understanding of biographical characteristics and intellectual abilities. 2-1

Copyright © 2012 Dorling Kindersley (India) Pvt. Ltd Authorized adaptation from the United States edition of Organizational Behavior, 14e Diversity Surface-level diversity Deep-level diversity Diversity Management 2-2

Copyright © 2012 Dorling Kindersley (India) Pvt. Ltd Authorized adaptation from the United States edition of Organizational Behavior, 14e Biographical Characteristics Objective and easily obtained personal characteristics.  Age –Older workers bring experience, judgment, a strong work ethic, and commitment to quality.  Gender –Few differences between men and women that affect job performance. 2-3

Copyright © 2012 Dorling Kindersley (India) Pvt. Ltd Authorized adaptation from the United States edition of Organizational Behavior, 14e Biographical Characteristics (Continued)  Disability –Today’s organizations have started making efforts to hire people with disabilities.  Tenure –People with job tenure (seniority at a job) are more productive, absent less frequently, have lower turnover, and are more satisfied. 2-4

Copyright © 2012 Dorling Kindersley (India) Pvt. Ltd Authorized adaptation from the United States edition of Organizational Behavior, 14e Other Biographical Characteristics  Religion –May impact the workplace in areas of dress, grooming, and scheduling. The law prohibits employers from discriminating against employees on the basis of their religion.  Sexual Orientation –In June 2009, the High Court of Delhi, in a landmark judgment, decriminalized homosexual sex between consenting adults, overturning a 149-year-old British colonial law –Domestic partner benefits are an important consideration.  Gender Identity –Relatively new issue – transgendered employees. 2-5

Copyright © 2012 Dorling Kindersley (India) Pvt. Ltd Authorized adaptation from the United States edition of Organizational Behavior, 14e Ability An individual’s capacity to perform the various tasks in a job.  Intellectual and Physical Abilities 2-6

Copyright © 2012 Dorling Kindersley (India) Pvt. Ltd Authorized adaptation from the United States edition of Organizational Behavior, 14e Ability  Made up of two sets of factors: –Intellectual Abilities The abilities needed to perform mental activities. General Mental Ability (GMA) is a measure of overall intelligence. No correlation between intelligence and job satisfaction. –Physical Abilities The capacity to do tasks demanding stamina, dexterity, strength, and similar characteristics. 2-7

Copyright © 2012 Dorling Kindersley (India) Pvt. Ltd Authorized adaptation from the United States edition of Organizational Behavior, 14e Dimensions of Intellectual Ability Intellectual Ability Number Aptitude Verbal Comprehension Perceptual Speed Inductive Reasoning Deductive Reasoning Spatial Visualization Memory See E X H I B I T 2–3 for details 2-8

Copyright © 2012 Dorling Kindersley (India) Pvt. Ltd Authorized adaptation from the United States edition of Organizational Behavior, 14e Nine Basic Physical Abilities 2-9 Strength Factors Dynamic strength Trunk strength Static strength Explosive strength See E X H I B I T 2–4 for details

Copyright © 2012 Dorling Kindersley (India) Pvt. Ltd Authorized adaptation from the United States edition of Organizational Behavior, 14e Flexibility Factors 2-10 Flexibility Factors Extent flexibility Dynamic flexibility See E X H I B I T 2–4 for details

Copyright © 2012 Dorling Kindersley (India) Pvt. Ltd Authorized adaptation from the United States edition of Organizational Behavior, 14e Other Physical Factors 2-11 Other Factors Body coordination Balance Stamina See E X H I B I T 2–4 for details

Copyright © 2012 Dorling Kindersley (India) Pvt. Ltd Authorized adaptation from the United States edition of Organizational Behavior, 14e Role of Disabilities  When focusing on ability, it can create problems when attempting to develop workplace policies that recognize diversity in terms of disabilities.  It is important to recognize diversity and strive for it in the hiring process.  An organization needs to be careful to avoid discriminatory practices by making generalizations about people with disabilities. 2-12

Copyright © 2012 Dorling Kindersley (India) Pvt. Ltd Authorized adaptation from the United States edition of Organizational Behavior, 14e Implementing Diversity Management Strategies  Making everybody more aware and sensitive to the needs of others Attracting, Selecting, Developing, and Retaining the Diverse Employees Working with Diversity in Groups Effective Diversity Programs

Copyright © 2012 Dorling Kindersley (India) Pvt. Ltd Authorized adaptation from the United States edition of Organizational Behavior, 14e Global Implications  Biographical Characteristics –Not much evidence on the global relevance of the relationships described in this chapter. –Countries do vary dramatically on their biographical composition. 2-14

Copyright © 2012 Dorling Kindersley (India) Pvt. Ltd Authorized adaptation from the United States edition of Organizational Behavior, 14e Additional Global Implications  Intellectual Abilities –Structures and measures of intelligence generalize across cultures.  Diversity Management –Diversity management is important across the globe. However, different cultures will use different frameworks for handling diversity. 2-15

Copyright © 2012 Dorling Kindersley (India) Pvt. Ltd Authorized adaptation from the United States edition of Organizational Behavior, 14e Summary and Managerial Implications  Summary: –Ability Directly influences employee’s level of performance. Managers need to focus on ability in selection, promotion, and transfer. Fine-tune job to fit incumbent’s abilities. –Biographical Characteristics Should not be used in management decisions: possible source of bias. 2-16

Copyright © 2012 Dorling Kindersley (India) Pvt. Ltd Authorized adaptation from the United States edition of Organizational Behavior, 14e Summary and Managerial Implications –Diversity Management Must be an ongoing commitment at all levels of the organization. Policies must include multiple perspectives and be long term in their orientation to be effective. 2-17

Copyright © 2012 Dorling Kindersley (India) Pvt. Ltd Authorized adaptation from the United States edition of Organizational Behavior, 14e All rights reserved. No part of this publication may be reproduced, stored in a retrieval system, or transmitted, in any form or by any means, electronic, mechanical, photocopying, recording, or otherwise, without the prior written permission of the publisher. Printed in the United States of America. Copyright ©2011 Pearson Education, Inc. Publishing as Prentice Hall 2-18