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

2. Developed by Cool Pictures & MultiMedia PresentationsCopyright © 2003 by South-Western, a division of Thomson Learning. All rights reserved. Dimensions of Diversity Workforce Diversity Age Gender Race Work Style Communication Style Educational Skill Level Sexual Orientation Religion US Department of Labor, Women’s Bureau Ethnicity

3. Developed by Cool Pictures & MultiMedia PresentationsCopyright © 2003 by South-Western, a division of Thomson Learning. All rights reserved. Monoculture & Diversity A culture that accepts only one way to do things There is only one set of values and belies

4. Developed by Cool Pictures & MultiMedia PresentationsCopyright © 2003 by South-Western, a division of Thomson Learning. All rights reserved. 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. Developed by Cool Pictures & MultiMedia PresentationsCopyright © 2003 by South-Western, a division of Thomson Learning. All rights reserved. The Changing Workplace Average worker is older There are more women, people of color, and immigrants seeking opportunities Globalization

6. Developed by Cool Pictures & MultiMedia PresentationsCopyright © 2003 by South-Western, a division of Thomson Learning. All rights reserved. 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. Developed by Cool Pictures & MultiMedia PresentationsCopyright © 2003 by South-Western, a division of Thomson Learning. All rights reserved. Challenges For Management MANAGEMENT OF CULTURAL DIVERSITY Organization Culture Valuing differences Prevailing value system Cultural inclusion HR Management Systems (Bias Free?) Recruitment Training and development Performance appraisal Compensation and benefits Promotion 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) Promoting knowledge and acceptance Education Programs Educate management on valuing differences Taking advantage of the opportunities that diversify provides Mind-Sets about Diversity Problem or opportunity? Level of majority-culture buy- in (resistance or support) Challenge met or barely addressed? 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. Developed by Cool Pictures & MultiMedia PresentationsCopyright © 2003 by South-Western, a division of Thomson Learning. All rights reserved. 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. Developed by Cool Pictures & MultiMedia PresentationsCopyright © 2003 by South-Western, a division of Thomson Learning. All rights reserved. “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. Developed by Cool Pictures & MultiMedia PresentationsCopyright © 2003 by South-Western, a division of Thomson Learning. All rights reserved. Implementing a Diverse Workplace  Building a corporate culture that values diversity  Changing structures, policies, and systems to support diversity  Providing diversity awareness training

11. Developed by Cool Pictures & MultiMedia PresentationsCopyright © 2003 by South-Western, a division of Thomson Learning. All rights reserved. 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. Developed by Cool Pictures & MultiMedia PresentationsCopyright © 2003 by South-Western, a division of Thomson Learning. All rights reserved. Stages of Diversity Awareness Source: Based on M. Bennett, “A developmental Approach to Training for Intercultural Sensitivity,” International journal of Intercultural relations 10 (1986), 176-196. Highest Level of Awareness Lowest Level of Awareness Denial No awareness of cultural differences Parochial view of the world In extreme cases, may claim other cultures are subhuman Defense Perceives threat against one’s comfortable worldview Uses negative stereotyping Assumes own culture superior Minimizing Differences Focuses on similarities among all peoples Hides or trivializes cultural differences Accepts behavioral differences and underlying differences in values Recognizes validity of other ways of thinking and perceiving the world Acceptance Adaptation Able to empathize with those of other cultures Able to shift from one cultural perspective to another Integration Multicultural attitude-enables one to integrate differences and adapt both cognitively and behaviorally

13. Developed by Cool Pictures & MultiMedia PresentationsCopyright © 2003 by South-Western, a division of Thomson Learning. All rights reserved. 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. Developed by Cool Pictures & MultiMedia PresentationsCopyright © 2003 by South-Western, a division of Thomson Learning. All rights reserved. Global Diversity Programs Involve –Employee selection –Employee training –Understanding of the communication context

15. Developed by Cool Pictures & MultiMedia PresentationsCopyright © 2003 by South-Western, a division of Thomson Learning. All rights reserved. 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