Human resource 1e by denisi griffin chapter 08add

Chapter Diversity Cultural Diversity in the Workplace Diversity = human characteristics that make people different from one another – Characteristics have no or little control over – Characteristics can adopt, drop, or modify Cultural Diversity in the Workplace (Cont.) Affirmative Action vs Managing Diversity: • Affirmative Action = providing opportunities for women and minorities • Managing Diversity = set of activities involved in integrating nontraditional employees (women and minorities) into the workforce and using diversity to the organization’s competitive advantage Why is Diversity Important? • Research (Rosabeth Kanter) has shown that diversity in the workforce can bring about: – Greater Creativity – Better Problem solving – Greater system flexibility – Better Information • Marketing Concerns • Changing Demographics Why is Diversity Important? “By 2050, the U.S population is expected to increase by 50% and minority groups will make up nearly half of the population… The population of older Americans is expected to more than double Onequarter of all Americans will be of Hispanic origin… More women and people with disabilities will be on the job.” U.S Department of Labor, Futurework: Trends and Challenges for Work in the 21st Century Washington, D.D (Labor Day 1999) Key Challenges to Managing Diversity • Individual vs Group Fairness – Universal Concept of Management vs Cultural Relativity Concept of Management • • • • • • Resistance to Change Group Cohesiveness & Interpersonal Conflict Segmented Communications Networks Resentment Backlash Retention – Glass Ceiling: intangible barrier in an organization that prevents female and minority employees from rising to positions above a certain level • Competition for Opportunities Key Challenges to Managing Diversity Groups identified to be most likely left out of corporate mainstream: – – – – – – – – – African-Americans Asian-Americans People with Disabilities Foreign Born Homosexuals Latinos (Hispanic-Americans) Older Workers Religious Minorities Women Managing Diversity • To manage diversity effectively, an organization must be sensitive to the needs of new workers and seek to identify and eliminate barriers, if any • Diversity training makes employees aware of their biases regarding minority groups and teaches them ways to overcome those biases Managing Diversity • Breaking the “glass ceiling” • Meeting the needs of older employees • Implementing work and family programs – Telecommuting – Flextime – Job sharing If we could shrink the earth's population to a village of precisely 100 people, with all the existing human ratios remaining the same, it would look like this There would be: • 61 Asians • 12 Europeans • 14 from the Western Hemisphere, both north and south • 13 Africans • 50 would be female • 50 would be male • 74 would be nonwhite • 26 would be white • 67 would be non-Christian • 33 would be Christian • 89 would be heterosexual • 11 would be homosexual • people would possess 59% of the entire world's wealth and all would be from the United States • 80 would live in substandard housing • 14 would be unable to read • 33 would die of famine • would be near death; • would be near birth • would have a college education • would own a computer .. .Chapter Diversity Cultural Diversity in the Workplace Diversity = human characteristics that make people different from one another... Marketing Concerns • Changing Demographics Why is Diversity Important? By 2050, the U.S population is expected to increase by 50% and minority groups will make up nearly half of the population…... could shrink the earth's population to a village of precisely 100 people, with all the existing human ratios remaining the same, it would look like this There would be: • 61 Asians • 12 Europeans