gomez_mhr05_im_04 - Chapter 4 Chapter 4 Managing Diversity...

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Chapter 4 Chapter 4 Managing Diversity CHAPTER OVERVIEW (PPT 4.1 - 4.2) One of the greatest challenges facing organizations today is managing workforce diversity in a way that both respects the employees' unique attitudes and promotes a shared sense of corporate identity. This chapter explores the issues that are intrinsic to diversity management. In the United States, as abroad, the design and implementation of HR programs cannot ignore the diverse nature of the workforce. Thus, by the end of this chapter the reader should have a better grasp of diversity issues and how to handle them successfully ANNOTATED OUTLINE I. What Is Diversity? (PPT 4.3- 4.5) Diversity simply refers to human characteristics that make people different. The sources of individual variations are complex, but they can generally be grouped into two categories: those over which individuals have little or no control and those over which individuals have more control. Unless effectively managed, diversity among employees may have a negative impact on productive teamwork. Affirmative action is not diversity management. Affirmative action emerged from government pressure on business to provide greater opportunities for women and minorities. Managing diversity is an outgrowth of natural or environmental trends such as demographic changes and international competition. Moreover, diversity is considered an asset in terms of improving organizational functioning and reflecting the customer market. A. Why Manage Employee Diversity? B. Affirmative Action versus Managing Employee Diversity 1. Demographic trends. 2. Diversity as an asset. 3. Marketing concerns. II. Challenges in Managing Employee Diversity (PPT 4.6- 4.7) 51
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Diversity offers opportunities as well as challenges. The challenges include appropriately valuing diversity, balancing individual needs and group fairness, dealing with resistance to change, ensuring group cohesiveness and open communication, avoiding employee resentment, keeping the focus on performance, retaining valued performers, and maximizing opportunity for all employees. A. Valuing Employee Diversity B. Individual versus Group Fairness C. Resistance to Change D. Group Cohesiveness and Interpersonal Conflict E. Segmented Communication Networks F. Resentment G. Backlash H. Retention I. Competition for Opportunities III. Diversity in Organizations (PPT 4.8- 4.11) Diversity, such as race, ethnicity, and gender, tends to have a major impact on how people relate to one another. In this section, groups that are most likely to be "left out" of the corporate mainstream are described and discussed. Not all persons within these groups are "left out" and one individual may belong to several of these groups, thus limiting group- based descriptions. A.
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gomez_mhr05_im_04 - Chapter 4 Chapter 4 Managing Diversity...

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