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Ch2 Managing Demographic and Cultural Diversity - Coggle Diagram
Ch2
Managing Demographic and Cultural
Diversity
Doing Good as a Core Business Strategy: The Case of Goodwill
Industries
Cultural Diversity
Geert Hofstede
Individualism-Collectivism
Individualistic cultures
Cultures in which people define themselves as individuals and form looser ties with their groups.
Collectivism
Cultures where people have stronger bonds to their group
membership forms a person’s self identity.
Demographic Diversity
Benefits of Diversity
Higher Creativity in Decision Making
Better Understanding and Service of Customers
More Satisfied Workforce
Higher Stock Prices
Lower Litigation Expenses
Higher Company Performance
Challenges of Diversity
Similarity-Attraction Phenomenon
surface-level diversity(表面的)
deep-level diversity(內心、價值觀的)
Faultlines
A faultline is an attribute along which a group is split into subgroups
Research shows that even groups that have strong faultlines can
perform well
if they establish
certain
norms
Stereotypes
Stereotypes are generalizations about a particular group
of people
Specific Diversity Issues
Gender Diversity in the Workplace
Earnings Gap
résumé gaps
choice of different occupations
differences in
negotiation behavior
Glass Ceiling
Race Diversity in the Workplace
Age Diversity in the Workplace
Religious Diversity in the Workplace
Employees with Disabilities in the Workplace
Sexual Orientation Diversity in the Workplace
Suggestions for Managing Demographic Diversity
Build a Culture of Respecting Diversity
Make Managers Accountable for Diversity
Diversity Training Programs
Review Recruitment Practices
Affirmative Action Programs (反歧視行動)
Simple elimination of discrimination
Targeted recruitment
Tie-breaker(反反歧視)
Preferential treatment