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| the ways in which people in an organization are different from and similar to on another |
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| "one of the most popular business topics over the past two decades" |
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| one of the most controversial and least understood topics in business |
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| the word "_______" often invokes a variety of attitues and emotional responses in people |
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| all the ways people can differ |
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| even though there are many definitions for diversity, each definition focuses on... |
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| years that focused on complying with laws and regulations regarding diversity |
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| years that focused on assimilating minorities and women into corporate settings (regarding divsersity) |
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| years that focused on the concept of workforce diversity expanded from compliance to an issue of business survival |
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| years that focuses on fostering sensitivity (regarding diversity) |
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| years that focus on diversity and inclusion for business success |
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| easily perceived differnces that may triggger certain stereotypes, BUT DO NOT NECESSARILY reflect the ways people think or feel |
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| demographic characteristics that we tend to think of when we think of diversity |
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| characteristics such as - age, race, gender, ethnicity, etc. - reflect _______ diversity |
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| surface-level differences |
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| can affect the way people perceive others, especially when it comes to assumptions or stereotyping |
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| surface-level differences |
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| as people get to know each other, _______ diversity becomes less important |
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| as people get to know each other, __________ diversity becomes more important |
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| differnces in values, personality, and work preferences exhibit _________ diversity |
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| ________ level differences can affect the way people view organizational work rewards, communicate, react to leaders, negotiate, and generally behave at work |
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1. people management
2. organizational performance
3. strategic |
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Definition
| workplace diversity benefits fall into these three main categories: |
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| "people management" diveristy benefit |
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Definition
| better use of employee talent is a ________ benefit |
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| "people management" diversity benefit |
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Definition
| increased quality of team problem-solving efforts is a ______ benefit |
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| "peope management" diversity benefit |
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Definition
| the ability to attract and retain employees of diverse backgrounds is a ___________ benefit |
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| "organizational performance" diversity benefits |
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Definition
| reduced costs associated with high turnover, absenteeism, and lawsuits are examples of ________ benefits |
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| "organizational performance" diversity benefits |
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| enhanced problem-solving abilities are _________ benefits |
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| "organizational performance" diversity benefit |
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| improved system flexibilty is a __________ benefit |
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| "strategic" diversity benefits |
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Definition
| increased understanding of the marketplace, which improves ability to better market to diverse consumers is a _________ benefit |
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| "strategic" diversity benefit |
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Definition
| potential to improve sales growth and increase market share is a __________ benefit |
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| "strategic" diversity benefit |
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Definition
| potential source of competitive advantage because of innovation efforts is a __________ benefit |
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| "strategic" diversity benefit |
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Definition
| viewed as moral and ethical; the 'right' thing to do ---examples of _________ benefits |
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| more interdependent tasks over a long period of time |
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Definition
| recent research indicates that 'people management' diversity benefits are harder to come by in teams performing.... |
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| recognized their abilities |
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| a study shows that 34% of people who left their jobs because of diversity related issues would have stayed on if managers would have ... |
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| organizations with a _________ can better anticipate and respond to changing conusmer needs |
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| innovation thrives in such an environment |
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| a diverse workforce has a competitive advantage primarily because... |
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| "__________ offers the flexibility and creativity we need to re-create the global economy for the twenty-first century" |
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| tapping into differing voices and viewpoints |
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| these can be powerful factors in steering innovation |
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| "__________ powers innovation, helping businesses generate new products and services" |
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| projected U.S. population by 2050 |
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| one in _____ Americans will be an immigrant by 2050 |
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| one in _______ Americans were immigrants in 2005 |
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| "______ will continue to be one of the most important defining characteristics of the U.S. population" |
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| Nearly one in _____ American workers is foreign-born |
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| the "__________" perspective in America is no longer relevant |
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| estimated total world population in 2010 |
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| forecasted total world population in 2050 |
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| a rising proportion of young people entering the workforce, driving productivity and economic growth |
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| this demographic trend is one of critical importance for organizations |
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| the world's population of children under 5 yrs old ________ people aged 65 or older |
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| which of the world's developing regions has the highest percentage of older people? |
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| Africa, Asia, Latin America, the Caribbean, and Oceania |
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| more than half of the world's older people live in the developing regions of ... |
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| which country had the highest percentage of older people in 2008? |
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| how many baby boomers are still employed? |
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| Generation __ workers bring their own ideas and approaches to the workplace |
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| ________ tend to be more agreeable and willing to conform to authority |
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| _______ are more aggressive and more likely to have expectations of success |
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part-time work, flexible schedules, and telecommuting
-also prefer jobs that promote work-life balance |
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| working mothers are more likely to prefer ... |
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| _______ tend to use a broader, more effective range of leadership styles to motivate and engage people |
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| Men tend to rely on ______ management styles |
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| ____________ are significantly more likely to coach and develop others |
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| ___________ are significantly more likely to create more committed, collaborative, inclusive, and ultimately more effective teams |
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| _________ are more likely to foster genuine collaboration |
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| ________ are more likely to view negotiations and other business transactions as zero-sum games |
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| the biological heritage (including skin color and associated traits) that people use to identify themselves |
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| social traits ( such as cultural backgrounds or allegiance) that are shared by a human population |
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| one of the fastest-growing demographic groups in our country |
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| racial and ethinic diversity in the U.S. population is increasing at a ________ rate |
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| Americans with Disabilities Act |
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Definition
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Definition
| the _______ requires employers to make reasonable accomodations for people with disabilities |
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| most workplace accomodations for disabled employees cost around $_____ |
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Definition
| most religious diversity issues revolve around _______- |
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| Gay, Lesbian, Bisexual, and Transgender people |
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Definition
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| Federal law DOES NOT PROHIBIT discrimination of employees based on ________- |
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| personal bias and the glass ceiling |
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Definition
| managers face these challenges when creating accomodating environments for diverse employeesq |
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Term
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Definition
| a term that describes a tendency or preference toward a particular PERSPECTIVE or IDEALOGY |
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Definition
| _________ cause us to have preconceived opinions about people |
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| a preconceived belief, opinions, or judgement toward a PERSON or GROUP OF PEOPLE |
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| major factor in prejudice |
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| judging a person on the basis of one's perception of a group to which he or she belongs |
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Definition
| "married persons are more stable employees than single persons" is an example of __________- |
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| both prejudice and stereotyping |
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Definition
| _______________ can lead someone to treating others who are members of a particullar group unequally |
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Definition
| when someone acts out their prejudicial attitudes toward people |
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| Discriminatory policies or practices |
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Definition
| actions taken by represenatives of the organization that deny equal oppurtunity to perform or unequal rewards for performance |
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| overt threats or bullying directed at members of specific groups of employees |
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| jokes or negative stereotypes, sometimes the results of jokes taken too far |
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| exclusion of certain people for job opportunities, social events, discussions, or informal mentoring; (*can occur unintentionally*) |
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| disrespectful treatment, including behaving in an aggressive manner, interrupting the person, or ignoring his or her opinions |
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1. top management commitment
2. mentoring
3. diversity skill trainging
4. employee resource groups |
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Definition
| name four additional diversity initiatives and programs |
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| a sustainable diversity and inclusion strategy |
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Definition
| Must play a central role in decision making at the highest level of leadership and filter down through the company |
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| a process whereby an experienced organizational member provides advice and guidance to a less-experienced member (a protege) |
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| career development and social support |
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| mentors usually provide these two unique forms of mentoring funtions: |
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| not to accept or approach anything that is different from us |
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Definition
| our natural human nature tells us ... |
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| diversity skills training |
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Definition
| specialized training to educate employees about the importance of diversity and teach them skills for working in a diverse workplace |
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| diversity awareness training |
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Definition
| most diversity skills training programs start with... |
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Definition
| groups made up of employees connected by some common dimension of diversity |
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| 'employee networks' or 'affintiy groups' |
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Definition
| employee resource groups can also be referred to as : |
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| duverse groups have the opportunity to see that their existence is acknowledged and supported by others |
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Definition
| what is the main reason that employee resource groups are so popular? |
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| refers to the invisible barrier that separates women and minorities from top management positions |
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Term
| ***TEST CARD TO HIDE CARDS IN CH.13*** |
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Definition
| ***TEST CARD TO HIDE CARDS IN CH.13*** |
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Term
1. create corporate culture that values diversity
2. change structures and policies
3. diversity awareness training |
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Definition
| the three steps to Developing Diverse Workplace |
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