Human Relations: Principles and Practices

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Chapter 6
Cross-Cultural Relations Diversity
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The Nature of Diversity

• Diversity may be defined as valuing uniqueness
  while respecting differences and maximizing
  individual potential.
• In the past, U.S. organizations attempted to
  assimilate everyone into one American way of
  doing things.

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The Nature of Diversity

• The trend now is to identify, respect, and value
  individual differences in a new and diverse
  workplace.
• Every worker is encouraged to make his or her
  full contribution.

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The Nature of Diversity

• Minority group members are growing 7x as fast as
  majority population
• Minorities and workers from other countries
  occupy 26 of US jobs

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Dimensions of Diversity
Secondary Dimensions
Health Habits
Income
Primary Dimensions
Age
Religious Beliefs
Communication Style
Gender
Race
Physical and Mental Attitudes
Sexual Orientation
Education and Training
Ethnic Customs
Relationship Status
General Appearance
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Prejudiced Attitudes

• Prejudice can be defined as a premature judgment
  or an opinion that is formed without examination
  of the facts.
• Often these prejudgments are based on primary or
  secondary dimensions.

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Prejudiced Attitudes

• Attitudes in favor of or against people that are
  based on these traits are prejudices.
• Prejudiced people tend to think in terms of
  stereotypes, which are generalizations made about
  all members of a particular group.

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Prejudiced Attitudes

• Stereotypes exist because they provide easy and
  convenient ways to deal with people.
• Stereotypes often are based on one or several
  real experiences in dealing with others.

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Prejudiced Attitudes

• Stereotypes are resistant to change because
  people more readily believe information that
  confirms their previous experience than evidence
  that challenges it.

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How Prejudiced Attitudes Are Formed and Maintained

• Three major factors contribute to the formation
  of prejudice
• Childhood experiences
• Ethnocentrism
• Economic factors

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Understanding Cultural Differences

• Competency Goals
• Cultural Sensitivity
• Respect for All Workers and Cultures
• Cultural Fluency

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Dimensions of Differences

• Individualism vs. Collectivism
• Power Distance
• Uncertainty Avoidance
• Materialism versus concern for others
• Long-term vs. Short-term orientation
• Formality vs. Informality
• Urgent vs. Casual time orientation
• High context vs. Low context cultures

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Improving Cross-Cultural Relations

• Cultural Training
• Language Training
• Diversity Training

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