CHAPTER 8 : SOCIOCULTURAL DIVERSITY - Coggle Diagram
CHAPTER 8 : SOCIOCULTURAL DIVERSITY
The degree to which a small group or organization is characterized by sociocultural diversity and individual diversity.
Diversity at workplace refers to differences we recognize such as :
Gender, culture, race, ethnicity, age, religion, sexual orientation, family structures, physical and mental disabilities or challenges.
First layer - organizational dimensions (classification, work content field, work location, management status)
Third layer - internal dimensions ( age, gender, sexual orientation, ethnicity, race, physical)
The core - Personality
Second layer - external dimensions ( religion, marital status, income, recreational habits, personal habits, appearance, educational background, etc)
Social Identity Theory
Perception of self and others based on the social groups that one belongs to.
This theory develop how an individual create and defined their place in society.
Diversity and Group cohesion & Performance
Provide groups with various skill-sets and perspectives
Diverse groups are generally better than homogenous groups
Can create process loss
Can also adversely influence group cohesion, commitment and communication
Types of Diversity
Culture is beliefs, values, behaviours, and values communication patterns which is one person have their own way.
Dimensions of cultural diversity
individualistic VS collectivistic cultures
Individualistic mostly happen in one person while collectivistic happen within the group
high context VS low-context cultures
high context is collectivistic - information is implicit in communication and cultural understanding
low-context is individualistic - information is explicitly communicated and value individual differences & certain level of conflict
masculinity - feminity
Focuses on the degree to which a culture favours values that have been traditionally defined as feminine or masculine, and refers to the expected gender roles in a culture
Women and men adapt distinct communication styles and strategies
team members from different generations which is each with different life experiences and values
Seniors (1920-1943), baby boomers ( 1943-1960), Generation Xers ( 1960-1980), Generation Yers ( 1980-2000)
Organizations are increasingly forming project teams that demand interaction among employees from different functional backgrounds
Professional differences and tenure within an organization can be important sources of team diversity for a cross-functional team due to their unique expertise