MANAGING DIVERSITY Introductions Ground Rules Course Outline Managing Diversity Background- Drivers...

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MANAGING DIVERSITY •Introductions • Ground Rules •Course Outline •Managing Diversity •Background- Drivers •Defining Managing Diversity-Video •Four Layers of diversity

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Transcript of MANAGING DIVERSITY Introductions Ground Rules Course Outline Managing Diversity Background- Drivers...

Page 1: MANAGING DIVERSITY Introductions Ground Rules Course Outline Managing Diversity Background- Drivers Defining Managing Diversity-Video Four Layers of diversity.

MANAGING DIVERSITY

•Introductions• Ground Rules•Course Outline•Managing Diversity•Background- Drivers•Defining Managing Diversity-Video•Four Layers of diversity

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MANAGING DIVERSITY

COURSE OUTLINE

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COURSE MATERIAL

• Prescribed Text: Managing Diversity, Gardenswartz and Rowe (1998): McGraw Hill.

• Reading List: Supplementary reading list to be supplied

• Other tools: Videos and exercises

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Course Description

This course is designed to enable participants to understand and address diversity as it manifests itself in the context of the workplace.

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Course Description (Cont.)

We will explore a range of concepts and issues related to diversity; these include understandings of culture (both societal and organizational), race, gender, ethnicity, religion, age, and disability inter alia.

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Course Description (Cont.)

Participants will have the opportunity to become familiar with and draw on cross-cultural theories, research and case studies involving interpersonal and inter-group relations.

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Methodology

• interactive and experiential

• bring to the course and to class invaluable life experiences

• Reading prior to coming to class

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Course Objectives

• Appreciate the effects of one’s own cultural roots, biases and stereotypes on perception and behavior

• Demonstrate an understanding of interpersonal and inter-group theories related to diversity

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Course Objectives (cont.)

•Understand the challenges managers face as they work with diversity and cross-cultural organizational issues•Demonstrate an understanding of the impact of diversity on organizational effectiveness and profit

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Course Objectives (cont.)

•Use the tools for assessing themselves and organizations in respect of diversity•Develop an intervention for diversity management within an organizational setting

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EVALUATION

• Class participation and attendance • Individual assignment: Sources of

cultural programming • Individual assignment 2: case

study • Final Project : Group Assignment

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Diversity Drivers:Overview

•Demographic changes •Affirmative action backlash•Uneven education •Globalization

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Defining Diversity

Roosevelt Thomas

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Four Layers of Diversity

•Personality•Internal Dimensions•External Dimensions•Organizational Dimensions

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Personality

•Unique core of individual•Characteristics, warm, outgoing etc•Basically stable•Personality styles

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Internal Dimensions

•Age•Race •Gender•Ethnicity•Physical ability•Sexual Orientation

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External Dimensions

•Geographic location•Marital status•Parental Status•Appearance•Work Experience

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External Dimensions (cont)

•Educational Background•Religion•Recreational Habits•Personal Income

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Organizational Dimensions

•Functional level/classification•Management status•Union Affiliation•Work Location

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Organizational Dimensions

•Seniority•Division/Department•Work content/field•Reward based membership

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CHAPTER 4

Understanding the Range of Cultural Behaviors and

Expectations

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Culture as Behavioral Software

•How to: -Interact -Solve problems -Control the world -give meaning to behavior

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Sources of Cultural Programming

•Parents•Ethnicity- group affiliation•Race- racial group•Religion•Education•Professional field/work•Organizational affiliation

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Understanding Cultural Programming

1. Sense of self and space2. Communication and

language3. Dress and appearance4. Food and eating habits5. Time and time

consciousness

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Understanding Cultural Programming (Cont)

6. Relationships7. Values and Norms8. Beliefs and attitudes9. Mental processes and

learning10.Work habits and practices

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1. Sense of Self and Space

•Personal space•Showing respect

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2. Communication and language

•Verbal•Non-verbal -Half communication non-verbal -Smiles -Gestures: head, hands -Tone of voice

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3. Dress and Appearance

•Dashikis•Sari•Head gear, e.g.. Forelocks, hats, braids, dreadlocks Mini skirts•Pants

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4. Food and eating habits

•Vegetarians•Non-pork eaters•Use of hands •Use of utensils

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5. Time

•Linear and finite•Elasticity•Punctuality

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6. Relationships

•Family/kinship•Hierarchy•Loyalty

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7. Values and Norms

• Group oriented -Communal -Conformity -Cooperation• Individualism• Respect

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8. Beliefs and Attitudes

• Religion• Position of women• Social order and authority

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9. Mental processes and learning

• Learning best through: Listening Pictures/diagrams Participation Didactic• Problem solving

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10. Work Habits and Practices

• How work is viewed in different societies

• Type of work and status• Dependence/independence

(initiative, etc.)

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Ways to learn more about other cultures1. Ask the employee2. Ask colleagues from other cultures-cultural

informants3. Tap community resources4. Read about various cultures5. Observe without judgment6. Share knowledge and experiences7. Conduct focus groups8. Use employee/customer survey data9. Experiment with new methods10. Spend in other cultures

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Ethnocentrisms as sabotage of MD

• Considering own culture as superior

• Assigning negative value judgments to the other culture(s)

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Prejudice

• Prejudice: Preconceived notions• Stereotypes -Seldom neutral -Often negative -Are rigid- ignore info to the contraryXenophobia

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Assumption leading to self-fulfilling prophecies

• Seeing what we are looking for -validation of pre-conceived notions• Internalization of expectations -Behaving as others expect


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