BA%20351%20Managing%20Organizations

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BA 351 Managing Organizations

• Employee Diversity

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As globalization increases, the need
for__________ increases.

1. affirmative action programs
2. diversity management
3. brainstorming
4. climate oriented teamwork
5. Both C and D

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If effectively managed, diversity can provide

• A powerful competitive edge
• The ability to foster creativity
• Improve problem solving
• Provide greater flexibility
• Make the firm more attractive to a broad labor
  market

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Diversity Defined

• Diversity is a characteristic of a group of
  people suggesting differences among those people
  on any relevant dimension
• Diversity is a group
• characteristic, not an
• individual characteristic

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Advantages of Employee Diversity
Improved International Competition
Better Market Access
Multiplicity of Points of View
Better Team Performance
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The Challenges of Diversity
Pressures Toward Homogenization
Lower Cohesiveness
Interpersonal Conflict and Tension
Confusing Diversity With Affirmative Action
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The U.S. workforce is a mosaic of diverse
cultures and groups
African Americans
Older Workers
Asian Americans
Women
Disabled Americans
Homosexuals
Hispanic Americans
Foreign-Born Americans
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Fourteen Dimensions of Diversity Diagram
Work Background
Income
Educational
Sexual/ Affection Orientation
Age
Race
Marital Status
Parental Status
Physical Abilities/ Qualities
Ethnicity
Gender
Military Experience
Geographic Location
Religious Beliefs
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Laws Preventing Discrimination
Exhibit 2.3
Federal Laws Preventing Employment Discrimination
Law Employers Covered Who Is Protected
Title VII of the 1964 Civil Rights Act, Civil
Rights Act of 1991
Private employers, state and local governments,
education institutions, employment agencies, and
labor unions with 15 or more individuals
Everyone based on race, color, religion, sex, or
national origin
Equal Pay Act of 1963
Virtually all employers
Men and women who perform substantially equal work
Age Discrimination in Employment Act of 1967
Private employers, state and local governments,
education institutions, employment agencies, and
labor unions with 20 or more individuals
Individuals who are 40 years old or older
Title I of the Americans with Disabilities Act of
1990
Private employers, state and local governments,
education institutions, employment agencies, and
labor unions with 15 or more individuals
Individuals who are qualified and have a
disability
Source U.S. Equal Employment Opportunity
Commission, 2002, http//www.eeoc.gov/facts/qanda.
html
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Exhibit 2-1
Exhibit 2.1
Affirmative Action Programs vs. Diversity
Management Programs
Affirmative Action Diversity Management
To create an inclusive work environment where all
associates are empowered to perform their best
To prevent and remedy discrimination
Purpose
Assimilation
Assumes individuals will individually assimilate
into the organization individuals will adapt
Assumes that managers and the organizations will
change (i.e., culture, policies, and systems
foster an all-inclusive work environment)
Focus
Recruitment, mobility, and retention
Creating an environment that allows all
associates to reach their full potential
Cause of Diversity Problems
Does not address the cause of problems
Attempts to uncover the root causes of diversity
problems
Time Frame
Temporary, until there is appropriate
representation of disadvantaged groups
Ongoing, permanent changes
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True or False

• Affirmative Action programs attempt to uncover
  the root cause of diversity problems

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Effective Diversity Management in
High-Involvement Organizations

• Individual outcomes
• Commitment to the organization
• Job involvement
• Satisfaction
• Group outcomes
• Decision making
• Creativity
• Complex tasks
• Organizational outcomes
• Productivity
• Return on equity
• Market performance

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Effectively Creating and Managing Diversity

• Commitment of the organizations leaders
• Communicate message through multiple channels
• Top leaders personally lead all diversity efforts
• Vice presidents sponsor employee councils
• All managers held accountable for advancing
  diversity initiatives
• May require associates to be diversity advocates
  before promotion into leadership positions

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Top Management Commitment

• Question to improve diversity
• How can we develop all employees so that they are
  ready for opportunities that arise in the
  company?
• How can we be sure that minorities and women gain
  access to better jobs, as they become available?
• How can we make sure that we give minorities and
  women opportunities without discriminating
  against white men?
• How can we show all employees that we value their
  contributions?
• How can we change attitudes of both employees and
  customers?
• Will the same approach work for new employees and
  those with many years of service?

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Linking Diversity to Strategies and Objectives

• It should be key components of corporate mission
  statements
• Inclusion in corporate handbooks
• Examples
• Diversity briefing for senior management
• Networking groups
• Linking diversity performance to other corporate
  objectives
• Benchmarking with other companies

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Effectively Creating and Managing Diversity

• Integration with the strategic plan
• Diversity Audits - Define and measure diversity
  effectiveness
• Associates attrition rate
• Associates work satisfaction
• Increased market share and new customer bases
• External awards for diversity efforts
• Satisfaction with workplace climate

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Effectively Creating and Managing Diversity

• Associate involvement
• Focus groups
• Employee satisfaction surveys
• Cultural diversity audits
• Informal employee feedback hotlines

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Effectively Creating and Managing Diversity

• Individual efforts
• Avoid rushing to judgment about others
• Take responsibility for being the gatekeeper at
  meetings

• Get to know people who are different from you
• Stick up for others when you see unfair behaviors

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Problems With Stereotyping
Faulty decision making
Unrealistic assumptions
Unfair treatment
Stereotype
Behavior
Negative effects on interpersonal relations
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Some of the problems with Stereo Typing
individuals include all of the following except

1. Unfair treatment
2. Realistic assumptions
3. Negative effects on interpersonal relationships
4. Faulty decision making

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