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Week 3 - Chapter 2 - OB eBook
Diversity, Personality, and Values
18
Management
Undergraduate 1
04/11/2018

Additional Management Flashcards

 


 

Cards

Term

Individual differences

 

(OB, page 52)

Definition
are the ways in which people are similar and dissimilar in personal characteristics
Term

Surface-level diversity

 

(OB, page 52)

Definition
involves individual differences in visible attributes such as race, sex, age, and physical abilities.
Term

Deep-level diversity

 

(OB, page 52)

Definition
involves individual differences in attributes such as personality, values and attitudes.  May take time and effort to understand.
Term

Self-concept 

 

(OB, page 52)

Definition
is the view individuals have of themselves as physical, social, spiritual, or moral beings.
Term

Self-awareness

 

(OB, page 52)

Definition
means being aware of one's own behaviors, preferences, styles, biases, personalities, and so on.
Term

Awareness of others

 

(OB, page 52)

Definition
is being aware of the behaviors, preferences, styles, biases, and personalities of others.
Term

self-esteem

 

(OB, page 52)

Definition
is a belief about one's own worth based on an overall self-evaluation
Term

self-efficacy

 

(OB, page 52)

Definition
is an individual's belief about the likelihood of successfully completing a specific task
Term

Prejudice

 

(OB, page 52)

Definition
is the display of negative, irrational, and superior opinions and attitudes toward persons who are different from ourselves.
Term

Discrimination

 

(OB, page 53)

Definition
actively denies minority members the full benefits of organizational membership
Term

glass ceiling effect

 

(OB, page 55)

Definition

is an invisible barrier limiting career advancement of women and minorities.

 

Examples:  a manager refuses to promote a working mother on the belief that "she has too many parenting responsibilities to do a good job at this level"

 

Glass ceiling effect is a form of discrimination.

Term

Title VII of the Civil Rights Act of 1964 

 

(OB, page 54)

Definition
protects individuals against employment discrimination on the basis of race and color, as well as national origin, sex, and religion
Term

leaking pipeline

 

(OB, page 54)

Definition
describes how women drop out of careers before reaching the top levels of organizations.
Term

leadership double bind

 

(OB, page 54)

Definition

describes how women are seen as weak in leadership if they conform to the feminine stereotype and also weak if they go against it.

 

Other mantra's to describe this: "damned if they do, doomed if they don't"

 

Example:  Women are stereotyped for "caretaking skills" such as supporting and encouraging others.  If they conform to the stereotype, they are seen as weak, and if they go against the stereotype they are breaking norms of femininity.

Term

disability rights movement

 

(OB, page 56)

Definition
this movement has been working to bring attention and support to the needs of disabled workers.
Term

Americans with Disabilities Act

 

(OB, page 57)

Definition

is a federal civil rights statute that protects the rights of people with disabilities

 

Other Facts:  enacted in 1990

Term

Universal Design

 

(OB, page 57)

Definition
The practice of designing products, buildings, public spaces, and programs to be usable by the greatest number of people.
Term

Stigma

 

(OB, page 57)

Definition

is a phenomenon whereby an individual is rejected as a result of an attribute that is deeply discredited by his or her society.

 

Because of this, many are reluctant to seek coverage under the ADA because they do not want to experience discrimination in the form of stigmas.

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