MGT 3231 What is workplace diversity, and why is it important? Workforce diversity. Challenge of...

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What is workplace diversity,and why is it important?

Workforce diversity.Challenge of workforce diversity.Workforce diversity is increasing.Workforce diversity can help in building

customer relationships.

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Equal employment opportunity.

– Nondiscriminatory employment decisions.

– Affirmative action.

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Equal employment opportunity — cont.– Title VII of the Civil Rights Act of 1964

prohibits employer discrimination with respect to:

• Race.• Color.• Religion.• Sex.• National origin.

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Managing diversity.

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What are demographic differences among individuals, and why are they important?

Demographic characteristics.– Gender.– Age.– Race.– Ethnicity.– Able-bodiedness.

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Gender.– No consistent differences between men and

women in:• Problem-solving abilities.• Analytical skills.• Competitive drive.• Motivation.• Learning ability.• Sociability.

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Age.

– Older workers …

• Are often stereotyped as inflexible.

• Sometimes complain that their experience and

skills are not valued.

• Have lower turnover.

• Have lower avoidable absences.

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Able-bodiedness. ADA

– Despite evidence of effective job performance,

most disabled persons are unemployed.

– Most disabled persons want to work.

– More firms are likely to hire disabled workers

in the future.

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Racial and ethnic groups.

– African Americans, Asian Americans, and

Hispanic Americans make up an ever-

increasing percentage of the American

workforce.

– Potential for stereotypes and discrimination

can adversely affect career opportunities.

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What are aptitude and ability differences among individuals, and why

are they important?

Aptitude.

– A person’s capability of learning something.

Ability.

– A person’s existing capacity to perform the

various tasks needed for a given job.

– Includes relevant knowledge and skills.

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What are aptitude and ability differences among individuals, and why

are they important?

Aptitude and ability tests may be used as

employment screens in the hiring process.

To be legal, employment tests must

accurately predict job success.

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What are personality determinants and differences among individuals,and why are they important?

Personality.– The overall profile or combination of

characteristics that capture the unique nature of a person as that person reacts and interacts with others.

– Combines a set of physical and mental characteristics that reflect how a person looks, thinks, acts, and feels.

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Personality determinants and development.– Is personality genetically determined, or is it

formed by experience?– Heredity sets the limits on the development of

personality characteristics.– Environment determines development within

these limits.– Across all characteristics there is about a 50-

50 heredity-environment split.

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Personality determinants and development

— cont.

– Key environmental factors in personality

development.

• Cultural values and norms.

• Situational factors.

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“Big Five” personality dimensions.

– Extraversion.

– Agreeableness.

– Conscientiousness.

– Emotional stability.

– Openness to experience.

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Emotional Intelligence

Daniel Goleman Developing emotional intelligence Five dimensions:

– Self-awareness: Realistic self assessment-how does this fir with my values; analyze gut feeling

– Managing emotions: anger, anxiety, sadness – controlling one’s impulses; manage stress; effect on ability to pay attention

– Motivating other: what moves us to action is emotion; optimism– Showing empathy: read emotions in others; prevents acting in

self interest – Staying connected: emotions are not only contagious, they

spread from the top down

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Social traits.

– Surface-level traits that reflect the way a

person appears to others when interacting in

various social settings.

– An important social trait is problem-solving

style.

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Problem-solving style components.– Information gathering.

• Getting and organizing data for use.• Sensation-type individuals.• Intuitive-type individuals.

– Evaluation.• Using collected information.• Feeling-type individuals.• Thinking-type individuals.

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Problem-solving styles. Myers-Briggs

– Sensation-feeling (SF).

– Intuitive-thinking (IF).

– Sensation-thinking (ST).

– Intuitive-thinking (IT).

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Personal conception traits.– The way individuals tend to think about their

social and physical settings as well as their major beliefs and personal orientation.

– Key Traits:• Locus of control.• Authoritarianism/dogmatism.• Machiavellianism.• Self-monitoring.

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Locus of control.– The extent to which a person feels able to

control his/her own life.– Internal locus of control.

• People believe they control their own destiny.

– External locus of control.• People believe that much of what happens to them

is determined by environmental forces.

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Authoritarianism/dogmatism.

– Authoritarianism.

• Tendency to adhere rigidly to conventional values

and to obey recognized authority.

– Dogmatism.

• Tendency to view the world as a threatening place.

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Machiavellianism.

– Rooted in Niccolo Machiavelli’s The Prince.

– Evokes images of guile, deceit, and

opportunism.

– Tendency to view and manipulate others

purely for personal gain.

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Machiavellianism — cont.– People with a high-Mach personality:

• Approach situations logically and thoughtfully.• Are capable of lying to achieve personal goals.• Are rarely swayed by loyalty, friendships, past

promises, or others’ opinions.• Are skilled at influencing others.• Try to exploit loosely structured situations.• Perform in a perfunctory or detached manner in

highly structured situations.

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Machiavellianism — cont.– People with a low-Mach personality:

• Accept direction imposed by others in loosely structured situations.

• Work hard to do well in highly structured situations.

• Are strongly guided by ethical considerations.• Are unlikely to lie or cheat.

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Self-monitoring.– A person’s ability to adjust his/her behavior to

external, situational factors.– High self-monitors:

• Sensitive to external cues.• Behave differently in different situations.

– Low self-monitors:• Not sensitive to external cues.• Are not able to disguise their behaviors.

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Emotional adjustment traits.– How much an individual experiences distress

or displays unacceptable acts.– Type A orientation.

• Characterized by impatience, desire for achievement, and perfectionism.

– Type B orientation.• Characterized as more easygoing and less

competitive in relation to daily events.

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Personality and self-concept.

– Personality dynamics.

• The ways in which an individual integrates and

organizes personality dimensions and traits.

– Self-concept.

• The view individuals have of themselves as

physical, social, and spiritual beings.

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Two aspects of self-concept.

– Self-esteem.

• A belief about one’s worth based on an overall

self-evaluation.

– Self-efficacy.

• An individual’s belief about the likelihood of

successfully completing a specific task.

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What are value and attitudedifferences among individuals,

and why are they important?

Values.

– Values are broad preferences concerning

appropriate courses of action or outcomes.

– Values influence behavior and attitudes.

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What are value and attitude differences among individuals,


Sources of values.

Culture/ Society

– Parents.

– Friends.

– Teachers.

– Role models.

– External reference groups.

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Types of values.– Milton Rokeach’s value categories: terminal

values and instrumental values.– Terminal values.

• Preferences concerning the ends to be achieved.

– Instrumental values.• Preferences for the means to be used in achieving

desired ends.

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Types of values — cont.– Gordon Allport’s values categories.

• Theoretical values.• Economic values.• Aesthetic values.• Social values.• Political values.• Religious values.

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Types of values — cont.

– Maglino’s categories of workplace values.

• Achievement.

• Helping and concern for others.

• Honesty.

• Fairness.

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Value congruence.

– Occurs when individuals express positive

feelings upon encountering others who exhibit

values similar to their own.

– Incongruent values may result in conflicts

over goals and the means to achieve them.

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Patterns and trends in values.– Movement away from the following values:

• Duty.• Honesty.• Responsibility.• Economic incentives.• Organizational loyalty.• Work-related identity.

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Patterns and trends in values — cont.

– Movement toward the following values:

• Meaningful work.

• Pursuit of leisure.

• Personal identity.

• Self-fulfillment.

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and why are they important? Patterns and trends in values — cont.

– Important work-related values for the present and the future:

• Recognition for competence and accomplishments.• Respect and dignity.• Personal choice and freedom.• Involvement at work.• Pride in one’s work.• Lifestyle quality.• Financial security.• Self-development.• Health and wellness.

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Attitudes.– Attitudes are influenced by values and are

acquired from the same sources as values.

– An attitude is a predisposition to respond in a positive or negative way to someone or something in one’s environment.

– An attitude is a hypothetical construct.

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and why are they important? Components of attitudes.

– Cognitive component.• The beliefs, opinions, knowledge, or information a person

possesses.

– Affective component.• A specific feeling regarding the personal impact of the

antecedents.

– Behavioral component.• An intention to behave in a certain way based on specific

feelings.

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Attitudes and behavior.– An attitude results in intended behavior, which

may or may not result in actual behavior.– The attitude-behavior relationship is stronger

when:• Attitudes and behaviors are more specific.• There is freedom to carry out the behavioral intent.• The person has experience with the attitude.

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Attitudes and cognitive consistency.– Cognitive dissonance.

• Describes a state of inconsistency between an individual’s attitudes and his or her behavior.

– Cognitive dissonance can be reduced by:• Changing the underlying attitude.• Changing future behavior.• Developing new ways of explaining or

rationalizing the inconsistency

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Attitudes and cognitive consistency —

cont.

– Dissonance reduction choices are influenced

by:

• The degree of control a person has over the

situation.

• The magnitude of the rewards involved.

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What does managing diversity and individual differences involve,

and why is it important? Dealing with diversity and individual

differences is one of the most important issues challenging managers.– Applies in the:

• United States.• Canada.• European Union countries.• Several Asian countries.

MGT 3231 What is workplace diversity, and why is it important? Workforce diversity. Challenge of...

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