Chapter4Chapter4 GLOSSARYGLOSSARY EXIT Glossary Modern Management, 9 th edition Click on terms for definitions Bicultural stress Demographics Discrimination Diversity Ethnocentrism Gender-role stereotypes Majority group Minority group Pluralism Prejudice Reverse discrimination Role conflict Role overload Stereotype Tokenism Training

© Prentice Hall, 2002 RETURN to Chapter termsEXIT Glossary Bicultural stress is stress resulting from having to cope with membership in two cultures simultaneously.

© Prentice Hall, 2002 RETURN to Chapter termsEXIT Glossary Demographics are statistical characteristics of a population.

© Prentice Hall, 2002 RETURN to Chapter termsEXIT Glossary Discrimination is the act of treating an issue, person, or behavior unjustly or inequitably on the basis of stereotypes or prejudices.

© Prentice Hall, 2002 RETURN to Chapter termsEXIT Glossary Diversity is the degree of basic human differences among a given population. Major areas of diversity are gender, race, ethnicity, religion, social class, physical ability, sexual orientation, and age.

© Prentice Hall, 2002 RETURN to Chapter termsEXIT Glossary Ethnocentrism is the belief that one’s own group, culture, country, or customs are superior to others’.

© Prentice Hall, 2002 RETURN to Chapter termsEXIT Glossary Gender-role stereotypes are perceptions about the sexes based on what society believes are appropriate behaviors for men and women.

© Prentice Hall, 2002 RETURN to Chapter termsEXIT Glossary Majority group refers to that group of people in the organization who hold most of the positions that command decision- making power, control of resources and information, and access to system rewards.

© Prentice Hall, 2002 RETURN to Chapter termsEXIT Glossary Minority group refers to that group of people in the organization who are smaller in number or who possess fewer granted rights and lower status than the majority groups.

© Prentice Hall, 2002 RETURN to Chapter termsEXIT Glossary Pluralism is an environment in which cultural, group, and individual differences are acknowledged, accepted, and viewed as significant contributors to the entirety.

© Prentice Hall, 2002 RETURN to Chapter termsEXIT Glossary A prejudice is a preconceived judgment, opinion, or assumption about an issue, behavior, individual, or group of people.

© Prentice Hall, 2002 RETURN to Chapter termsEXIT Glossary Reverse discrimination is the term used to describe inequities affecting members of the majority group as an outcome of programs designed to help underrepresented groups.

© Prentice Hall, 2002 RETURN to Chapter termsEXIT Glossary Role conflict is the conflict that results when a person has to fill competing roles because of membership in two cultures.

© Prentice Hall, 2002 RETURN to Chapter termsEXIT Glossary Role overload refers to having too many expectations to comfortably fulfill.

© Prentice Hall, 2002 RETURN to Chapter termsEXIT Glossary A stereotype is a positive or negative assessment of members of a group or their perceived attributes.

© Prentice Hall, 2002 RETURN to Chapter termsEXIT Glossary Tokenism refers to being one of very few members of a group in an organization.

© Prentice Hall, 2002 RETURN to Chapter termsEXIT Glossary Training is the process of developing qualities in human resources.