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Unformatted text preview: Chapter 12 Diversity Management DIVERSITY MANAGEMENT CHAPTER OBJECTIVES After studying this chapter, you should be able to: Define diversity management. Discuss the strategic importance of diversity management today. Discuss the various steps in managing diversity. List current industry practices in this field. Discuss the special challenges facing global firms in the context of diversity management. POWERPOINT SLIDES Canadian Human Resource Management includes a complete set of Microsoft PowerPoint files for each chapter. (Please contact your McGraw-Hill Ryerson representative to find out how instructors can receive these files.) In the lecture outline that follows, a reference to the relevant PowerPoint slide for this chapter is placed beside the corresponding lecture material. The slide number helps you to see your location in the slide show sequence and to skip slides that you dont want to show to the class. (To jump ahead or back to a particular slide, just type the slide number and hit the Enter or Return key.) 12-1 1 Part 6 Maintaining High Performance LECTURE OUTLINE (with PowerPoint slides) Diversity Management Slide 1 Management of Diversity Slide 2 Organizational Barriers Slide 3 Workplace Diversity Slide 4 Dimensions of Diversity Slide 5 DIVERSITY MANAGEMENT A diverse workforce requires managers with new leadership styles who understand employees varying needs and creatively respond by offering flexible management policies and practices A combination of factors including government policies, demographic and labour forces changes, increasing global operations, technological revolution have fundamentally changed the way Canadian organizations work and who they employ A variety of organizational barriers exist:-- Old boys network is the set of informal relationships that develop among male mangers and executives that provide increased opportunities for men-- Glass ceiling is the invisible but real obstructions to career advancement of women and visible minorities, resulting in frustration, career dissatisfaction, and increased turnover-- Stereotyping is the process of using a few observable characteristics to assign someone to a pre-conceived social category MEANING OF DIVERSITY MANAGEMENT Workplace diversity includes important characteristics that influence values, perceptions of self and others, behaviours, and interpretations of events Dimensions of Diversity Include: Core dimensions of diversity-- Exert considerable impact on our early socialization and have a sustained life-long impact-- Includes age, ethnicity and culture, gender, race, religion, sexual orientation, and capabilities-- Example: An individuals age impacts how (s)he is perceived by others, the individuals ability to learn, perform tasks; also impacts the individuals perceptions and behaviours Secondary dimensions of diversity -- Are less visible and more variable in their impact on individual behaviour-- Includes education, status, language, income levels, etc....
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- Spring '11