jones global mgt ch05.ppt
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ManagingDiverse
Employeesin a Multicultural
Environment
chapter five
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Learning Objectives
1. Discuss the increasing diversity of the workforce and of theorganizational environment.
2. Explain the central role that managers play in the effectivemanagement of diversity.
3. Explain why the effective management of diversity is both anethical and a business imperative.
4. Discuss how perception and the use of schemas can result inunfair treatment.
5. List the steps managers can take to effectively managediversity
6. Identify the two major forms of sexual harassment and howthey can be eliminated.
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The Increasing Diversity of theWorkforce and the EnvironmentDiversity
Dissimilarities/differences among people in age,gender, race, ethnicity, religion, sexualorientation, socioeconomic background, andcapabilities/disabilities
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Sources of Diversity in theWorkplace
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Figure 5.1
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Example - Google
International users account for more than 50%of Googles total user base In May 2007, Google started their 40Language Initiative with the goal of gettingGoogle products into 40 languages.
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http://www.google.com/corporate/diversity/business.html -
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Other Kinds of Diversity
Whether individuals are attractive orunattractive, thin or overweight, in most caseshas no bearing on their job performanceSometimes these physical sources of diversityend up influencing advancement rates andsalaries
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Critical Managerial Roles
Managers can take many more steps tobecome sensitive to the ongoing effects ofdiversity in their organizations, take advantageof all the contributions diverse employees canmake, and preventdiverse employees
from being unfairlytreated.
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Critical Managerial Roles
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Insert Table 5.2
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The Ethical Imperative to ManageDiversity Effectively
Distributive Justice A moral principle calling for fair distribution of
pay, promotions, and other organizationalresources based on meaningful contributions thatindividuals have made and not personalcharacteristics over which they have no control.
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The Ethical Imperative to ManageDiversity Effectively
Procedural Justice A moral principle calling for the use of fair
procedures to determine how to distributeoutcomes toorganizationalmembers.
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Procedural Justice
Exists when managers: carefully appraise a subordinates performance take into account any environmental obstacles
to high performance ignore irrelevant personal characteristics
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Weekly Earnings by Sex andOccupation in 2009 in the U.S.
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Managing Diversity EffectivelyMakes Good Business Sense
What a Diversity of Employees Provides A variety of points of view and approaches to
problems and opportunities can improve managerial
decision making. Diverse employees can provide a wider range of
creative ideas Diverse employees are more attuned to the needs of
diverse customers. Diversity can increase the retention of valued
organizational members. Diversity is expected/required by other firms
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Perception
Perception The process through which people select,
organize, and interpret what they see, hear,touch, smell, and taste to give meaning and orderto the world around them.
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Perception
Schema An abstract knowledge structure stored in
memory that allows people to organize and
interpret information about a person, event, orsituation
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Perception
Gender Schema Preconceived beliefs or ideas about the nature of
men and women, their traits, attitudes, behaviors,
and preferences
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Perception
Stereotype Simplistic and often
inaccurate beliefs
about the typicalcharacteristics ofparticular groups ofpeople
Bias The systematic
tendency to use
information aboutothers in ways thatresult in inaccurateperceptions
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Bias
Similar-to-me effect perceive others who aresimilar to ourselves more positively than we perceivepeople who are different
Social status effect perceive individuals with highsocial status more positively than those with lowsocial status
Salience effect focus attention on individuals whoare conspicuously different
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Overt Discrimination
Overt Discrimination Knowingly and willingly denying diverse
individuals access to opportunities and outcomes
in an organization Unethical and illegal
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Steps in Managing DiversityEffectively
Secure top management commitment
Strive to increase the accuracy of perceptionsIncrease diversity awarenessIncrease diversity skills
Encourage flexibility
Pay close attention to how organizational members
are evaluatedConsider the numbers
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Steps in Managing DiversityEffectively (cont.)
Empower employees to challenge discriminatorybehaviors, actions, and remarksReward employees for effectively managingdiversityProvide training utilizing a multi-pronged,ongoing approach
Encourage mentoringof diverse employees
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Diversity Awareness Programs
Provide members with accurate information aboutdiversityUncover personal biases and stereotypes
Assess personal beliefs, attitudes, and values andlearning about other points of viewDevelop an atmosphere in which people feel free toshare their differing perspectives
Improve understanding of others who are different
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How to Manage Diversity
Mentoring A process by which an experienced member of an
organization provides advice and guidance to an
less experienced member and helps them learnhow to advance in the organization and in theircareer.
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Forms of Sexual Harassment
Quid pro quo Asking for or forcing an
employee to perform
sexual favors inexchange for receivingsome reward oravoiding negative
consequences.
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Steps to Eradicate SexualHarassment
Develop and clearly communicate a sexualharassment policy endorsed by topmanagementUse a fair complaint procedure to investigatecharges of sexual harassment
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Steps to Eradicate SexualHarassment
When it has been determined that sexualharassment has taken place, take correctiveaction as soon as possibleProvide sexual harassment education andtraining to all organizational members,including managers
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Factors to Keep in Mind AboutSexual Harassment
Every sexual harassment charge should betaken seriouslyEmployees who go along with unwantedsexual attention in the workplace can bevictimsEmployees sometimes wait before they filecomplaints
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Factors to Keep in Mind AboutSexual Harassment
A firms sexual harassment policy should becommunicated to each new employee andreviewed with current employees on aperiodic basisSuppliers and customers need to be familiarwith a firms sexual harassment policy
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Factors to Keep in Mind AboutSexual Harassment
Managers should give employees alternativeways to report incidents of sexual harassmentEmployees who report sexual harassmentmust have their rights protectedAllegations of sexual harassment should bekept confidential
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Factors to Keep in Mind AboutSexual Harassment
Investigations of harassment charges and anydisciplinary action should proceed in a timelymannerManagers must protect employees fromsexual harassment from any third-partyemployees
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Video: Encore Careers
How do encore careers introduce diversityinto the workforce?Do encore employees present any specialchallenges for managers?
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