managing diversity introductions ground rules course outline managing diversity background- drivers...
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MANAGING DIVERSITY
•Introductions• Ground Rules•Course Outline•Managing Diversity•Background- Drivers•Defining Managing Diversity-Video•Four Layers of diversity
MANAGING DIVERSITY
COURSE OUTLINE
COURSE MATERIAL
• Prescribed Text: Managing Diversity, Gardenswartz and Rowe (1998): McGraw Hill.
• Reading List: Supplementary reading list to be supplied
• Other tools: Videos and exercises
Course Description
This course is designed to enable participants to understand and address diversity as it manifests itself in the context of the workplace.
Course Description (Cont.)
We will explore a range of concepts and issues related to diversity; these include understandings of culture (both societal and organizational), race, gender, ethnicity, religion, age, and disability inter alia.
Course Description (Cont.)
Participants will have the opportunity to become familiar with and draw on cross-cultural theories, research and case studies involving interpersonal and inter-group relations.
Methodology
• interactive and experiential
• bring to the course and to class invaluable life experiences
• Reading prior to coming to class
Course Objectives
• Appreciate the effects of one’s own cultural roots, biases and stereotypes on perception and behavior
• Demonstrate an understanding of interpersonal and inter-group theories related to diversity
Course Objectives (cont.)
•Understand the challenges managers face as they work with diversity and cross-cultural organizational issues•Demonstrate an understanding of the impact of diversity on organizational effectiveness and profit
Course Objectives (cont.)
•Use the tools for assessing themselves and organizations in respect of diversity•Develop an intervention for diversity management within an organizational setting
EVALUATION
• Class participation and attendance • Individual assignment: Sources of
cultural programming • Individual assignment 2: case
study • Final Project : Group Assignment
Diversity Drivers:Overview
•Demographic changes •Affirmative action backlash•Uneven education •Globalization
Defining Diversity
Roosevelt Thomas
Four Layers of Diversity
•Personality•Internal Dimensions•External Dimensions•Organizational Dimensions
Personality
•Unique core of individual•Characteristics, warm, outgoing etc•Basically stable•Personality styles
Internal Dimensions
•Age•Race •Gender•Ethnicity•Physical ability•Sexual Orientation
External Dimensions
•Geographic location•Marital status•Parental Status•Appearance•Work Experience
External Dimensions (cont)
•Educational Background•Religion•Recreational Habits•Personal Income
Organizational Dimensions
•Functional level/classification•Management status•Union Affiliation•Work Location
Organizational Dimensions
•Seniority•Division/Department•Work content/field•Reward based membership
CHAPTER 4
Understanding the Range of Cultural Behaviors and
Expectations
Culture as Behavioral Software
•How to: -Interact -Solve problems -Control the world -give meaning to behavior
Sources of Cultural Programming
•Parents•Ethnicity- group affiliation•Race- racial group•Religion•Education•Professional field/work•Organizational affiliation
Understanding Cultural Programming
1. Sense of self and space2. Communication and
language3. Dress and appearance4. Food and eating habits5. Time and time
consciousness
Understanding Cultural Programming (Cont)
6. Relationships7. Values and Norms8. Beliefs and attitudes9. Mental processes and
learning10.Work habits and practices
1. Sense of Self and Space
•Personal space•Showing respect
2. Communication and language
•Verbal•Non-verbal -Half communication non-verbal -Smiles -Gestures: head, hands -Tone of voice
3. Dress and Appearance
•Dashikis•Sari•Head gear, e.g.. Forelocks, hats, braids, dreadlocks Mini skirts•Pants
4. Food and eating habits
•Vegetarians•Non-pork eaters•Use of hands •Use of utensils
5. Time
•Linear and finite•Elasticity•Punctuality
6. Relationships
•Family/kinship•Hierarchy•Loyalty
7. Values and Norms
• Group oriented -Communal -Conformity -Cooperation• Individualism• Respect
8. Beliefs and Attitudes
• Religion• Position of women• Social order and authority
9. Mental processes and learning
• Learning best through: Listening Pictures/diagrams Participation Didactic• Problem solving
10. Work Habits and Practices
• How work is viewed in different societies
• Type of work and status• Dependence/independence
(initiative, etc.)
Ways to learn more about other cultures1. Ask the employee2. Ask colleagues from other cultures-cultural
informants3. Tap community resources4. Read about various cultures5. Observe without judgment6. Share knowledge and experiences7. Conduct focus groups8. Use employee/customer survey data9. Experiment with new methods10. Spend in other cultures
Ethnocentrisms as sabotage of MD
• Considering own culture as superior
• Assigning negative value judgments to the other culture(s)
Prejudice
• Prejudice: Preconceived notions• Stereotypes -Seldom neutral -Often negative -Are rigid- ignore info to the contraryXenophobia
Assumption leading to self-fulfilling prophecies
• Seeing what we are looking for -validation of pre-conceived notions• Internalization of expectations -Behaving as others expect