Chapter 2 & 7 notes - Chapter 2 Discrimination Affirmative...

Info iconThis preview shows pages 1–2. Sign up to view the full content.

View Full Document Right Arrow Icon
Chapter 2 Discrimination Occurs when employment decisions are based on factors that are not job related. Affirmative action Focuses on achieving equality of opportunity in an organization. Managing diversity Creating organizational changes that enable all people to perform up to their maximum potential. Workforce demographics Statistical profiles of adult workers. Glass ceiling Invisible barrier blocking women and minorities from top management positions. Underemployment The result of taking a job that requires less education, training, or skills than possessed by a worker. Career plateauing The end result when the probability of being promoted is very small. Social categorization theory Similarity leads to linking and attraction. Information/decision-making theory Diversity leads to better task-relevant processes and decision making. Accountability practices Focus on treating diverse employees fairly. Development practices Focus on preparing diverse employees for greater responsibility and advancement. Recruitment practices Attempts to attract qualified, diverse employees at all levels. Chapter 7 Perception Process of interpreting one's environment. Attention Being consciously aware of something or someone. Cognitive categories Mental depositories for storing information. 1. Define diversity and review the four layers of diversity. Diversity represents the individual differences that make people different from and similar to each other. Diversity pertains to everybody. It is not simply an issue of age, race, gender, or sexual orientation. The layers of diversity define an individual's personal identity and constitute a perceptual filter that influences how we interpret the world. Personality is at the center of the diversity wheel. The second layer of diversity consists of a set of internal dimensions that are referred to as surface-level dimensions of diversity. The third layer is composed of external influences and are called secondary dimensions of diversity. The final layer of diversity includes organizational dimensions. 2. Explain the difference between affirmative action and managing diversity. Affirmative action is an outgrowth of equal employment opportunity legislation and is an artificial intervention aimed at giving management a chance to correct past discrimination. Managing diversity entails creating a host of organizational changes that enable all people to perform up to their maximum potential. 3. Explain the glass ceiling and the four top strategies used by women to break the glass ceiling. The glass ceiling is an invisible barrier blocking women and minorities from top management positions.The top four strategies used by women included the following: consistently exceed performance expectations, develop a style with which male managers are comfortable, seek out difficult or challenging assignments, and find influential mentors. 4.
Background image of page 1

Info iconThis preview has intentionally blurred sections. Sign up to view the full version.

View Full DocumentRight Arrow Icon
Image of page 2
This is the end of the preview. Sign up to access the rest of the document.

This note was uploaded on 03/23/2008 for the course MAN 336 taught by Professor Edwards during the Spring '08 term at University of Texas at Austin.

Page1 / 2

Chapter 2 & 7 notes - Chapter 2 Discrimination Affirmative...

This preview shows document pages 1 - 2. Sign up to view the full document.

View Full Document Right Arrow Icon
Ask a homework question - tutors are online