Term
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Definition
| Males & females must be paid the same for jobs that require equal skill, effort, and responsibility |
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Term
| Title VII of the Civil Rights Act (1964) |
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Definition
| Prohibits discrimination in employment based on: race, sex, national origin, religion, and color |
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Term
| Age Discrimination in Employment Act (1974) |
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Definition
| Prohibits discrimination of workers over the age of 40 |
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Term
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Definition
| Compensatory (comp $100,000 to a plaintiff in order to compensate for some sort of loss) & punitive damages (you can punish the organization |
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Term
| Americans with Disabilities Act (1994( |
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Definition
| Reasonable accommodation for "qualified disabled" |
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Term
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Definition
| "Pre-judgment" & can be positive, negative, or neutral. When reality doesn't correspond to our prejudice, it's easier for our brains to change our interpretation of reality than to change the prejudice- (1) preconceived evaluative attitudes about someone based on his/her group memberships. (2) Comes from many sources: socialization as children, media, peers. (3) Learned |
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Term
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Definition
| "Picture", can be positive, negative, or neutral.- Over generalized beliefs that categorize all members of a social identity group as representative or typical of that group- (1) Negative stereotypes can actually change the beliefs members have about themselves. (2) Greatest effect is on the best and the brightest |
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Term
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Definition
| A behavior that occurs when members of a social identity group are treated unfairly or unequally because of their group membership |
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Term
| 3 Types of Discrimination |
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Definition
| (1) Individual- Person discriminates against another person. (2) Structural- Organizations unintentionally discriminate against members of a social identity group through policies & practices (most organizations have this). (3) Institutional- Organizations intentionally discriminate |
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Term
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Definition
| Refers not just to differences but to differences and similarities. Diversity is a collective (& inclusive) mixture of differences and similarities along a given dimension.- (1) Micro view- social identity components. Differences: a jar of red jelly beans. (2) Macro view- similarities among people. Similarities: add purple & green jelly beans. |
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Term
| Diversity Management Process |
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Definition
| (1) Be clear about the problem- usually not as easy as it sounds because of pre-judgments and personal biases. (2) Analyze the diversity mixture- goal is to be able to define the situation in terms of a diversity mixture. (3) Check for diversity tension- Ask yourself 2 questions: Am I seeing tension here as a result of the diversity mixture? And if so, do I need to do anything about it? Diversity tension refers to the conflict, stress, and strain associated with the interaction of elements of the mixture. Real question is Does it require attention?. (4) Review action options- Review what is being done to address your primary problems & decide how well that approach is working. If it's not working, find something else using the diversity paradigm. |
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Term
| Diversity Paradigm Action Options |
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Definition
| (1) Include/exclude- more or less. (2) Deny- explain why. (3) Assimilate- minority components conform to established norms. (4) Suppress- ignore & pretend there is not a problem. (5) Isolate- identified a problem but address it later. (6) Tolerate- room for all attitude with superficial interaction. (7) Build Relationships- fostering quality relationships with understanding. (8) Foster mutual adaption- all components change somewhat to achieve common objectives. Everyone adapting, everyone changing, have a new goal for everyone so that everyone starts on the same page. |
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Term
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Definition
| Restricting associations to those similar to you; separating conflicting individuals |
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Term
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Definition
| Refusal to allow disagreements to emerge; overemphasis on "teamwork" |
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Term
| Dangers of Avoidance & Repression (RGOL) |
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Definition
| (1) Resistance- to new ideas. (2) Groupthink- comes from high level of cohesiveness. (3) Over compatibility- everyone loves each other to much. (4) Less creativity- have 1 blended form of creativity. Example: family businesses are more successful when they have employees from elsewhere because they are more creative. |
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Term
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Definition
| Privilege is an unearned advantage. Males, whites, Christians, and straight people are taught not to recognize their privileges. |
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Term
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Definition
| (1) I have a much lower chance of being murdered than a man. (2) I can choose to remain seated to meet most people. (3) I am among the first to get off a sinking ship. |
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Term
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Definition
| (1) If I am never promoted, it's not because of my sex. (2) If I'm careless with my driving it wont be attributed to my sex. (3) I have the privilege of being unaware of my male privilege |
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Term
| Macro-Micro Level Differences |
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Definition
| (1) Dominant/ agent groups- blend into society better, hold more power in the society's institutions, are less apt to experience being targets of discrimination, and are often unaware of their privileges in society. Caucasians. (2) Non-dominant/ target groups- less power than dominants, experience more discrimination, and aware of their nondominant status in society |
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Term
| Saliency (level of importantness) |
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Definition
| Social identity (self-concept) depends on the degree of saliency of one's group memberships. Example: if you identify strongly with your Jewish heritage and religion, it will be salient to whom you are, how you behave, and how you experience the world. |
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Term
| Multiple Social Identities |
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Definition
| (1) Primary dimensions- considered to be more fixed, visible, and relevant to a person's identity. Examples: age, gender, mental/physical abilities, race, ethnic heritage, sexual orientation. (2) Secondary dimensions- considered to be more fluid and less central to one's social identity. Examples: Geographic location, military & work experience, family status, income, religion, first language, education, communication & work styles, organizational role & level. |
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Term
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Definition
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Term
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Definition
| A system of advantage (privilege) based on race |
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Term
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Definition
| Black men given the right to vote |
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Term
| Components of Institutional Racism |
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Definition
| (1) Education- Much of the standard curriculum in public schools is centered on culture & contributions of white Americans. Example: white privilege is taught in elementary history classes. (2) Health care- Statistically, African American & other minorities tended to receive lower quality healthcare, even with same insurance. (3) Criminal Justice- racial profiling: using race to stop or detain, 90% are not arrested. (4) Workplace- African Americans, along with other racial minorities make up 1% of the most powerful positions in corporate America |
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Term
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Definition
| Largest minority group in the US. Hispanics are racially white but often prefer to be classified differently under the census. Prior to 1980, residents were asked to list their country of origin (Cuban, Mexican, Puerto Rican, etc). Post 1980, "Hispanic" became a distinct statically & social category. For a majority of minorities, the truest test of intergroup integration was intermarriage (40% of 3rd generation Hispanic women are marrying outside of their ethnic group.) |
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Term
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Definition
| Culture replaces less useful features with advances from other cultures. Today, culturally groups cannot remain isolated- need to compete economically for livelihood. Cultures need to use knowledge from other cultures. Cultural features include: (1) Concepts- astronomy from Babylonia. (2) Techniques- Egyptian pyramids. (3) Information- Study of optics from China. (4) Products- Compass from China. (5) Technology- Mechanics from China |
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Term
| Differences among cultures due to: |
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Definition
| (1) Social histories. (2) Social & geographic environments. (3) Rarely due to luck- Jewish immigrants & brooms garment district |
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Term
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Definition
| Media, immigration , travel, exports |
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Term
| Social & Labor Force Contributions of Immigration |
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Definition
| (1) Socially- Immigrants bring new customs, religions, languages, & values. (2) Labor Force-Immigration helped the U.S. to meet labor shortages today & in the future (circa 2009). U.S. immigration policy today has become more restricted- U.S. Citizenship & Immigration Services announced 1-26-2011 that it has received a sufficient number of H1B petitions to reach the statutory cap for the fiscal year 2011 |
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Term
| Transitions for Immigrants |
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Definition
| (1) Acceptance/assimilation- social acceptance varies. Smoothest transitions tend to be for the educated/skilled. (2) Legal & Political Backlash- Arizona Law, Tennessee (driver's license) & Utah (driving privilege). (3) Exploitation of immigrants- poor working conditions, contribute $330 billion to economy in terms of wages & taxes, support local economy/agriculture |
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Term
| Costs & Trade-offs of Immigrants |
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Definition
| (1) Social Services- burden placed on courts, health facilities, administration of non-English speakers. (2) Age: at least half are 18-34…most productive & least demands. (3) Low income workers. (4) Crime & gangs- conflicting reports… some higher rates, some report lower. (5) Entrepreneurship- Between 1999-2007, 25% of new U.S. technical & engineering companies started by immigrants. (6) Taxes- undeclared workers contribute but don't benefit from most government sponsored programs. Subsidize social security by as much as $7 billion per year |
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Term
| 10 Elements (Questions) that Impact Inter-Cultural Negotiation |
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Definition
| (1) Relationship vs. Deal. (2) Is the negotiating attitude a win-lost or win-win?- Collaborative vs. confrontational. (3) Is the personal style informal or formal?- Use titles, avoid personal anecdotes vs. personal, friendly. (4) Is the communication direct or indirect?- Facial expressions, body language. (5) Is the sensitivity to time high or low?- Negotiate slowly vs. quick to make a decision. (6) Is the emotionalism high or low?- Show emotions vs. hide feelings. (7) Is the form of agreement general or specific?- Look to contract or look to relationship. (8) Is the agreement built bottom up or top down?-Start with agreement in principle or start with agreement on specifics. (9) Does the team have one leader or is there a need for consensus?- Team negotiation/consensus decision-making vs. supreme leader. (10) Is the tolerance for risk taking high or low?- Risk averse (need information) vs. risk takers. |
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Term
| Cultural Barriers to Communication |
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Definition
| (1) Power distance- the extent to which less powerful members of organizations accept & except that power is distributed unequally. (2) Uncertainty avoidance- extent to which a culture programs its members to feel either uncomfortable or comfortable in unstructured situations. (3) Individualism/collectivism- the degree to which individuals are supposed to look after themselves or remain integrated into groups, usually around family. (4) Masculinity/feminity- the distribution of emotional roles between genders. Masculine-tough, Feminine- caring. (5) Long term/short term orientation- the extent to which a culture programs its members to accept delayed gratification of their materials, social, and emotional needs. |
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Term
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Definition
| Equal access to higher education & sports teams |
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Term
| Equal Rights Amendment (ERA) |
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Definition
| Written in 1922, passed in 1972- sent to individual states to be ratified, fell 3 states short (needed 38) to add to U.S. Constitution, equality of rights shall not be denied or abridged on account of sex. |
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Term
| Inequalities & Contributing Factors to Low # of Women Executives |
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Definition
| (1) Pay- 77 cents on the dollar, all things being equal. Additional disparity with mothers vs. non-mothers. (2) Career choice- women choose lower paying careers. (3) Glass ceiling- supported by organizations still paying millions in gender discrimination lawsuits including a $31M pay out by Amex. (4) Leadership styles- Successful leaders seem to have "masculine" qualities, but still viewed differently. (5) Career paths- Lack of general management experience. (6) Mentoring- lack there of. (7) Family responsibilities- sandwich generation which means taking care of their kids and their parents. (8) Work-life balance. (9) Myth of having it all |
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Term
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Definition
| 49% of women earning $100k+, aged 41 to 55, are childless. In 2011, childless & unmarried women out earned men- extenuating factors: less manufacturing, more living at home. The more successful man is more likely to have children- 19% children, 17% unmarried. |
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