1. Chapter 14 Managing Diverse Employees
Daft 6th Ed
Developed by Cool Pictures & MultiMedia Presentations
Copyright © 2003 by South-Western, a division of Thomson Learning. All rights reserved.

2. Dimensions of Diversity
US Department of Labor, Women’s Bureau
Ethnicity
Age
Workforce Diversity
Gender
Work Style Communication Style Educational Skill Level Sexual Orientation Religion
Race

3. Monoculture & Diversity
A culture that accepts only one way to do things
There is only one set of values and belies

4. Attitudes Toward Diversity
The goal for organizations seeking cultural diversity is pluralism
Ethnocentrism-The belief that one’s own group or subculture is inherently superior to other groups or cultures
Enthnorelativism-The belief that groups and subcultures are inherently equal
Pluralism-Means that an organization accommodates several subcultures

5. The Changing Workplace
Average worker
is older
Globalization
There are more women, people of color, and immigrants seeking opportunities

6. The Workplace & Bias How It Shows Up
Lack of choice assignments
Disregard by a subordinate of a minority manager’s direction
Ignoring of comments made by women & minorities at meetings
A need to become “Bicultural”

7. Challenges For Management
Organization Culture
Valuing differences
Prevailing value system
Cultural inclusion
Mind-Sets about Diversity
Problem or opportunity?
Level of majority-culture buy-in (resistance or support)
Challenge met or barely addressed?
HR Management Systems (Bias Free?)
Recruitment
Training and development
Performance appraisal
Compensation and benefits
Promotion
MANAGEMENT OF CULTURAL DIVERSITY
Promoting knowledge and acceptance
Education Programs
Educate management on valuing differences
Taking advantage of the opportunities that diversify provides
Higher Career Involvement of Women
Dual-career couples
Sexism and sexual harassment
Work-family conflict
Heterogeneity in Race/Ethnicity/Nationality
Effect on cohesiveness, communication, conflict, morale
Effects of group identity on interaction (e.g., stereotyping)
Prejudice (racism, ethnocentrism)
Source: Taylor H. Cox and Stacy Blake,”Managing Cultural Diversity: Implications For Organizational Competitiveness,” Academy of Management Executive 5, no 3 (1991), 45-56

8. Affirmative Action Debate
Affirmative action was developed in response to conditions 40 years ago.
Today more then half the U.S. workforce consists of women and minorities.
Outspoken opponents of affirmative action have brought the debate into the public consciousness.
Intended beneficiaries of affirmative action programs often disagree as to their value.

9. “Glass Ceiling” An invisible barrier Fortune 500 executives
Women make up less than 4%
Nonwhite minorities make up less than 3%
All executive positions
African Americans hold only 8%
Hispanics only about 5%

10. Implementing a Diverse Workplace
Building a corporate culture that values diversity
Changing structures, policies, and systems to support diversity
Providing diversity awareness training

11. Diversity Initiatives
Recruitment
Examine employee demographics
Examine composition of the labor pool in the area
Examine composition of the customer base
Career Advancement
Eliminate the glass ceiling
Accomplish mentoring relationships
Accommodating Special Needs
Child care
Non-English speaking training materials and information packets can be provided
Maternity or paternity leave
Flexible work schedules
Home-based employment
Long-term-care insurance, special health or life benefits

12. Stages of Diversity Awareness
Highest Level of Awareness
Integration
Multicultural attitude-enables one to integrate differences and adapt both cognitively and behaviorally
Adaptation
Able to empathize with those of other cultures
Able to shift from one cultural perspective to another
Acceptance
Accepts behavioral differences and underlying differences in values
Recognizes validity of other ways of thinking and perceiving the world
Minimizing Differences
Hides or trivializes cultural differences
Focuses on similarities among all peoples
Defense
Perceives threat against one’s comfortable worldview
Uses negative stereotyping
Denial
Assumes own culture superior
Parochial view of the world
Source: Based on M. Bennett, “A developmental Approach to Training for Intercultural Sensitivity,” International journal of Intercultural relations 10 (1986),
No awareness of cultural differences
In extreme cases, may claim other cultures are subhuman
Lowest Level of Awareness

13. Organizational Relationships
Emotional Intimacy
Sexual Harassment-The following categorize various forms of sexual harassment as defined by one university:
Generalized
Inappropriate/offensive
Solicitation with promise of reward
Coercion with threat of punishment
Sexual crimes and misdemeanors

14. Global Diversity Programs
Involve
Employee selection
Employee training
Understanding of the communication context

15. Leveraging Diversity
Multicultural teams- made up from diverse national, racial, ethnic and cultural backgrounds
Employee network groups-based on social identity, and are organized by employees to focus on concerns of employees from that group