This preview shows pages 1–3. Sign up to view the full content.
This preview has intentionally blurred sections. Sign up to view the full version.View Full Document
Unformatted text preview: CHAPTER 2 SUMMARY REVIEW QUESTION Diversity and Biographical Characteristics Surface-level diversity Deep-level diversity Discrimination Biographical characteristics Summary Effective diversity management increases an organizations access to the widest possible pool of skills, abilities, and ideas. Rapid change has happened to the previous predominately white, male managerial workforce. Surface-level diversity refers to differences in easily perceived characteristics, such as gender or race. Deep-level diversity refers to differences in personality, values, and work preferences. Effective diversity management also means working to eliminate unfair discrimination which means making judgments about individuals based on stereotypes regarding their demographic group. Forms of discrimination include: discriminatory policies or practices, sexual harassment, intimidation, mockery and insults, exclusion, and incivility. Biographical characteristics are important in predicting both employee performance and job satisfaction. These include age, gender, race, and tenure, among others. Misconceptions surround each of these, particularly with respect to age and gender. Older workers for example are no less productive than younger workers; in addition, they exhibit high levels of judgment, a strong work ethic, and commitment to quality. They are also less likely to leave their organization. Contrary to some perceptions, there are no consistent male-female differences in problem-solving ability, analytical skills, competitive drive, motivation, sociability, or learning ability. Working mothers are, however, more likely to prefer part-time work, flexible working schedules, and telecommuting. Differences among employees related to race are particularly difficult to identify, as race is hard to define. In employment settings, there is a tendency for individuals to favor colleagues of their own race in performance evaluations, promotion decisions, and pay raises. Section Outline I. Ability A. Intellectual ability B. Physical ability II. Biographical Characteristics A. Age B. Gender C. Race D. Tenure E. Religion F. Sexual orientation and gender identity Ability Intellectual abilities General mental abilities Physical abilities Summary Ability is helpful in predicting and explaining organizational behavior. Ability refers to an individuals capacity to perform the various tasks within a job. Abilities are comprised of two sets of factors: intellectual and physical. Number aptitude, verbal comprehension, perceptual speed, inductive reasoning, deductive reasoning, spatial visualization, and memory comprise general mental ability. Physical abilities include reasoning, spatial visualization, and memory comprise general mental ability....
View Full Document
This note was uploaded on 02/15/2011 for the course BUSI 3720 taught by Professor Jhonson during the Spring '11 term at University of North Texas Health Science Center.
- Spring '11