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Diversity: most of the indi diff & similarities that exist among peep
Diversity: most of the indi diff & similarities that exist among peep
Stereotype
indi set of belief about characteristics/attribute of a group
not always '-'ive
may or may not be right
Process(3 steps)
Categorise peep into group according to criteria
Assume that peep in same category have same traits
Form expectations of others and interpret behaviour based on our stereotype
Maintained by
OVERestimating FREQUENCY of stereotype behaviour shown by others
Incorrect explanation of expected & unexpected behaviours
Separating minority indi from oneself
When useful ?
Consciously held
know that it's group norm not specific indi
Descriptive rather than evaluate
describe people not evaluate if they are good/bad
Accurate
norms are accurate for group where person belong to
First best guess about group before getting info about person
Modified
revised based on observations and experience with actual peep & situation
4 layers
Inner: Personality
2: race, age, gender
3: appearance, religion, income
management status, work location, field
Affirmative action: artificial intervention to give management a chance to correct past mistake/discrimination
Managing diversity: allow peep to perform to max potential
10 Challenges
Inaccurate stereotypes & prejudice
Ethnocentrism
Poor career planning
Hostile working envt
Office politics
Can't balance career & fam issues
diversity not seen as org priority
need to change apprasial & reward system
Resistance to change
Reverse discrimination(discri majority)
8 ways to effectively manage
Include/Exclude: primary goal is to increase/decrease no. of diverse peep in org
Deny: deny diff exist, denial
Assimilate: diverse peep learn to fit in or join dominant
Suppress: diff discouraged, can through telling others to stop complaining about issues
Isolate: maintain current way of doing things by putting diverse peep to the side so unable affect org change
Tolerate: acknowledge diff but NOT valuing/accepting
Build r/s: believe good r/s can overcome diff, understanding among diverse group
Foster mutual adaptation: peep willing to adapt/change view to create '+'ive r/s
Increase diversity in workforce
racial group face glass ceiling & discrimination
generation gap in aging workforce
Glass ceiling: barrier that prevent women from promoting to HIGHER level position
7 way to motivate & retain aging workforce
give challenging work assignments that can help firm
give autonomy & freedom in completing task
Provide
EQUAL access to training & learning when comes to new technology
recognition for skills & experience
mentoring opportunities (pass knowledge to younger emp)
ensure older workers get sensitive, high quality supervision
make work envt stimulating fun