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chapter 12 - Emotional Stability Agreeableness...

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  1 Chapter 12 Managing Individuals and a Diverse  Workforce Designed & Prepared by B-books, Ltd. MGMT Chuck Williams
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  2 Diversity Affirmative Action Diversity Is Not Affirmative Action May exist without a program Broad focus Not legally based Create a positive work environment Generally accepted A purposeful, established program Narrow focus Legal requirement Compensate for past discrimination Controversial 1.1
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  3 Diversity Makes  Good Business Sense Cost Savings Attracting and Retaining Talent Driving Business Growth 1.2
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  4 Surface-Level Diversity Race/Ethnicity Mental or Physical Disabilities Age Sex/Gender 2
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  5 Deep-Level Diversity “Big Five” Dimensions of Personality Other Work-Related Aspects of Personality 3
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  6 Big Five Dimensions of Personality Extraversion
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Unformatted text preview: Emotional Stability Agreeableness Conscientiousness Openness to Experience 3.1 7 Managing Diversity Diversity Training and Practices Different Diversity Paradigms Diversity Principles 4 8 Diversity Paradigms Discrimination and Fairness Access and Legitimacy Learning And Effectiveness Acceptance and celebration of differences Integrating deep-level differences into organization Equal opportunity Fair treatment Recruitment of minorities Strict compliance with laws DIVERSITY PARADIGM FOCUS 4.1 9 Diversity Training and Practices Training Practices • Awareness Training • Skills-Based Diversity Training Diversity Audits Diversity Pairing Minority Experiences 4.3...
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