robbinsob15geinppt02-121024142221-phpapp02

8/9/2019 robbinsob15geinppt02-121024142221-phpapp02

1/21

Copyright 2013 Pearson Education

Behavior15th GlobalEdition

Diversity in Organizations

2-1

Robbins and JudgeChapter2


2/21


Chapter 2 Learning Objectives

After studying this chapter you should be able to:

Describe the two major forms of workforce diversity

Identify the key biographical characteristics and describe how they arerelevant to OB

Recognie stereotypes and understand how they function in organiational

settings

Define intellectual ability and demonstrate its relevance to OB

!ontrast intellectual from physical ability

Describe how organiations manage diversity effectively

2-2


3/21


Describe the Two Major Forms

of Workforce Diversity

2-3

LO 1

Surface-Level Diversity

Deep-Level Diversity

Diversity anage!ent


4/21


Describe the Two Major Forms of Workforce Diversity

2-4

Insert Exhibit2.1


5/21


Biographica Characteristics

an! "ow #re They $eevant to OB

AgeBelief is widespread that job

performance declines with

increasing age"

#he workforce is aging"

2-5

Those readily available in apersonnel le


6/21




$ender

%ew issues initiate more debates& misconceptions& andunsupported opinions than whether women perform as

well on jobs as men do"

%ew& if any& important differences between men and

women affect job performance"

'sychological studies have found women are moreagreeable and willing to conform to authority& whereas

men are more aggressive and more likely to have

e(pectations of success& but those differences are minor"

2-!



7/21




Race and )thnicity

)mployees tend to favor colleagues fortheir own race in performance

evaluations& promotion decisions& pay

raises"

Different attitudes on affirmative action or

*uota filling can affect the performance

of minority groups in the organisation"

2-"

LO 2



8/21




Disability A person is disabled who has any physical or

mental impairment that substantially limits one

or more major life activities"

#he +reasonable accommodation, is

problematic for employers" -trong biases e(ist against those with mental

impairment"

2-#



9/21




#enure

#he issue of the impact of job seniority on jobperformance has been subject to

misconceptions and speculations"

Religion Although employees are protected by federal

law regarding their religion in some countries& it

is still an issue in the workplace"

2-$



10/21




-e(ual orientation

%ederal law does not protect employeesagainst discrimination based on se(ual

orientation"

$ender identityOften referred to as transgender

employees& this topic encompasses

those individuals who change genders"

2-1%

Those not readily available in apersonnel le&


11/21


%tereotypes an! "ow They

F&nction in Organi'ationa %ettings

+Discrimination, is to note a difference

between things"

.nfair discrimination is assuming

stereotypes about groups and refusing

to recognie differences"

2-11


12/21


13/21


Define Intellectual Abilityan!

Demonstrate (ts $eevance to OB

Intellectual abilities are abilities needed

to perform mental activities/thinking&

reasoning& and problem solving"

0ost societies place a high value on

intelligence& and for good reason"

2-13


14/21

Copyright 2013 Pearson Education 2-14

Intelle)tual'bility

u+ber'ptitude

/erbal0o+prehension

er)eptualpeed

Indu)tiveReasoning

edu)tiveReasoning

patial/isualiation

e+ory

Exhibit 2.2


15/21


Contrast (nteect&a from )hysica #biity

'hysical Abilities#he capacity to do tasks demanding

stamina& de(terity& strength& and similar

characteristics"

#he three main categories of physical

ability are1

-trength%le(ibility

And Other characteristics

2-15


16/21

Copyright 2013 Pearson Education 2-1!

Insert Exhibit2.3



17/21


Importance of ability at work increases

difficulty in formulating workplace policies

that recognie disabilities"

Recogniing that individuals have different

abilities that can be taken into account when

making hiring decisions is not problematic"

It is also possible to make accommodations

for disabilities"

2-1"



18/21


Describe "ow Organi'ations

Manage Diversity *ffectivey

2-1#

'ttra)ting6 ele)ting6eveloping6 and

Retaining iverseE+ployees

iversity in7roups

E8e)tiveiversityrogra+s


19/21


Describe "ow Organi'ations

Manage Diversity *ffectivey

2-1$

E8e)tiveiversityrogra+s Tea)h

9egal:ra+e;or,

Tea)h thear,et

'dvantages

:oster the ,illsand 'bilities o*

'll


20/21


Manageria (mpications an! %&mmary

2-2%

This )hapter loo,ed at diversity*ro+ +any perspe)tives paying

parti)ular attention to threevariables=biographi)al )hara)teristi)s6ability6 anddiversity progra+s.


21/21


Manageria (mpications an! %&mmary

2-21

iversity progra+sele)tion

'n e8e)tive sele)tion pro)ess ;illi+prove the t bet;een e+ployeesand ob re>uire+ents.

iversity anage+entiversity +anage+ent +ust be an

ongoing )o++it+ent that )rossesall levels o* the organiation.

robbinsob15geinppt02-121024142221-phpapp02

Documents