GROUP-8_Managing-Individuals-and-a-Diverse-Workforce.pdf -...

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MANAGING INDIVIDUALS ANDADIVERSE WORKFORCEABAO, ALEYA COLEENBERGANTINOS, BELLYESTEBAN, CARLO ERBAGROUP 8MBA 501
LEARNING OUTCOMES1.Describe diversity and explain why it matters.2.Understand the special challenges that the dimensions of surface-level diversity pose for managers.3.Explain how the dimensions of deep-level diversity affectindividual behavior and interactions in the workplace.4.Explain the basic principles and practices that can be used tomanage diversity
CHANGING WORKPLACEDifferences people bring to the workplace are valuableChanging as organizations build cohesive teamsThree-generation workforceAging workersGrowth in number of Hispanic and Asian workersWomen outnumbering menGrowth in foreign-born population
DIVERSITYVariety of demographic, cultural, and personal differencesamong an organization’s employees and customersExists in a group or organizationwhen its members differfrom one another along one or more important dimensionsDescribes a wide spectrum of differences between people• Individual level: person’s sexual preference, disability status or manyother characteristics may cause the individual to be perceived asdifferentGroups of individuals: share characteristics that distinguish them fromother groupsManaging diversity is a comprehensive managerial processfor developing an environment that works for all employees
DIVERSITY MANAGEMENTVSEQUAL EMPLOYMENT OPPORTUNITYDiversity ManagementRecognizing and appreciatingdifferences among people at workAttempting to provide accommodationsfor those differences to the extent that isfeasible and possibleEqual Employment OpportunityTreating people fairly and equitablyTaking actions that do not discriminateagainst people
DIVERSITY MANAGEMENTVSAFFIRMATIVE ACTIONDiversity ManagementBroader focus that includes demographic,cultural, and personal differences.Can exist even if organizations don’t takepurposeful steps to create itNot necessarily a legal requirementGeneral purpose of diversity programs is tocreate a positive work environmentAffirmative ActionPurposeful steps taken by an organization tocreate employment opportunities forminorities and womenPolicy for actively creating diversityLegal requirementPunitive approach
AFFIRMATIVE ACTIONVSEQUAL EMPLOYMENT OPPORTUNITYAffirmative ActionRemedy to address past practices ofdiscriminationEqual Employment OpportunityProhibits discrimination against anyone
CHALLENGES OFDIVERSITYCommunication BarriersResistance to ChangeSocio-cultural FactorsEducation, age, and genderPersonality and BackgroundFIGURE 11.3Potential Problems that Can Emerge with EmployeeDiversity Management
ADVANTAGES OFDIVERSITYIncreased AdaptabilityBroader service rangeVariety of ViewpointsMore effective executionFIGURE 11.2Benefits from a Heterogeneous Workforce

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Term
Winter
Professor
NoProfessor
Tags
Discrimination, Cengage Learning

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