Management Chapter 4

• Majority Groups - Group of people who hold most of the decision-making power, control of resources and information, and access to rewards
• Minority Groups - Group of people who are assigned to work in positions that do not involve power, resources, acceptance, or social status
• Advantages of workforce diversity

  • Gaining and Keeping market share
  • Cost savings
  • Increased Productivity and innovation
  • Better quality management
  • Resilience against change
• Avantages of workforce diversity : Gaining and Keeping Market Share

  •Understanding of the diverse customers’ preferences

  •Enhances a company’s credibility with customers as their diverse needs are understood by the organization’s management teams
• Avantages of workforce diversity : Cost savings

  •Recruiting, training, relocating, replacing employees, and providing competitive compensation packages = high costs

  •Increasing the diverse management and employees’ willingness to stay = less turnover = fewer costs
• Advantages or workforce diversity : Better Quality Management

  •by creating more effective personnel policies and practices that will benefit all employees in the organization = wider pool of talents
• Demographics - are statistical characteristics of a population, used to understand target customer markets and labor force population
• Changes in Demographics

  Changes:–Population is growing more slowly (since 1930s)

  –Workforce is getting older

  –More women in the workforce

  –Minorities will make up a larger share of new entrants

  –Immigration is increasing in the general population and the workforce
• Generation Groups

  A) Millenial Generation Y

  B) Generation Z

  C) Generation X

  D) Baby Boomers

  E) Greates (Silent) Generation

  
• More generations a manager must manage => more diverse workforce => more challenging to manage
• Reverse mentoring – a technique managers frequently use to pair a senior employee with a junior employee for the purpose of transferring work skills

  
  

  Solution for :–When a member of a “younger” generation becomes the manager of an “older” generation
• Ethnocentrism - Belief one’s group, culture, country, and customs are far superior to those of other groups
• Ethnocentrism


  –Token” employees are given either very high or very low visibility in the organization due to their diversity
• Women – often faced with the pressure of having high expectations women have of other women
• Gender Roles – perceptions about people based on what society believes are appropriate behaviors for men and women
• Glass Ceiling – Invisible “ceiling” or barrier to advancement often used to describe the limits women face in moving up within their organizations. Stronger for females from minority groups
• Sexual Harassment – any unwanted sexual language, behavior, or imagery negatively affecting an employee
• Minorities – Many members of ethnic or racial minority groups have been socialized to be members of two cultural groups –Biculturalism role conflict and role overload
• Older workers


  •Advantages:–willingness to work nontraditional schedules, ability to serve as mentors, strong work ethics •Disadvantages:–lack of technology experience and possible increased benefit costs for health care needs
• There are managers who have confessed they were uncomfortable working with disabled workers – diversity training and awareness helped alleviate these preconceived notions
• Diversity Challenges: Negative Dynamics and Specific Groups

  • Gender Roles
  • Glass Ceiling
  • Sexual Harassment
  • Minorities
  • Older workers
  • Workers with Disabilities
• •Equal Employment and Affirmative Action - Federal agency enforcing discrimination in employment laws regulating recruiting and other management practices
• ‒Affirmative Action - Eliminate barriers and increase opportunities for underutilized and/or disadvantaged individuals
• Golden rule approach - Emphasizes individual morality "Treat others the way YOU want to be treated"
• Cultural assimilation - when an ethnic minority sacrifices its own culture to integrate into society
• How Managers Promote Diversity

  • Planning - Diversity training programs and goals
  • Organizing - Recruiting, hiring, and retaining diverse pool of employees
  • Influencing - Encouraging and supporting diverse work environment
  • Controlling - Evaluating diversity efforts to see if working
• •Donaldson/Scannell Four-Stage Model

  A) Unconcious incompetence

  B) Concious Competence

  C) Unconcious Competence

  D) Concious Incompetence

  
• Multicultural approaches - positive effect on employees’ perceptions of equity – have a positive effect on employee morale, goal setting, effort, and performance.
• Stereotype – a positive or negative assessment of members of a group or their perceived attributes (categorization based on individual’s characteristics)
• Prejudice – preconceived judgments, opinions, or assumptions about an issue, behavior, or group of people
• Discrimination – when we act on our prejudices or stereotypes
• Tokenism – Refers to being one of the few members of a group in an organization