Transcript Robbins & Judge Organizational Behavior 13e
Robbins & Judge
Organizational Behavior
14th Edition
Diversity in Organizations
Kelli J. Schutte William Jewell College 2-0 Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall
Chapter Learning Objectives
After studying this chapter, you should be able to:
– – Describe the two major forms of workforce diversity.
Define the key biographical characteristics and describe how they are relevant to OB.
– Define intellectual ability and demonstrate its relevance to OB.
– – Contrast the two types of ability.
Describe how organizations manage diversity effectively.
– Show how culture affects our understanding of biographical characteristics and intellectual abilities.
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Diversity
Surface-level diversity Deep-level diversity Diversity Management
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Biographical Characteristics
Objective and easily obtained personal characteristics.
Age
– Older workers bring experience, judgment, a strong work ethic, and commitment to quality.
Gender
– Few differences between men and women that affect job performance.
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Biographical Characteristics (Continued)
Race & Ethnicity
– Contentious issue: differences exist, but could be more culture based than race based.
Tenure
– People with job tenure (seniority at a job) are more productive, absent less frequently, have lower turnover, and are more satisfied.
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Other Biographical Characteristics
Religion
– May impact the workplace in areas of dress, grooming and scheduling
Sexual Orientation
– Federal law does not protect against discrimination (but state or local laws may).
– Domestic partner benefits are important considerations.
Gender Identity
– Relatively new issue – transgendered employees.
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Ability
An individual’s capacity to perform the various tasks in a job.
Intellectual and Physical Abilities Copyright © 2011 Pearson Education, Inc. publishing as Prentice Hall 2-6
Ability
Made up of two sets of factors:
– Intellectual Abilities • The abilities needed to perform mental activities.
• General Mental Ability (GMA) is a measure of overall intelligence. • Wonderlic Personnel Test: a quick measure of intelligence for recruitment screening.
• No correlation between intelligence and job satisfaction.
– Physical Abilities • The capacity to do tasks demanding stamina, dexterity, strength, and similar characteristics.
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Dimensions of Intellectual Ability
Number Aptitude Memory Verbal Comprehension Spatial Visualization
Intellectual Ability
Perceptual Speed Deductive Reasoning Inductive Reasoning
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Nine Basic Physical Abilities
Strength Factors • Dynamic strength • Trunk strength • Static strength • Explosive strength
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Flexibility Factors
Flexibility Factors
•Extent flexibility •Dynamic flexibility
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Other Physical Factors
Other Factors
•Body coordination •Balance •Stamina
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Role of Disabilities
When focusing on ability, it can create problems when attempting to develop workplace policies that recognize diversity in terms of disabilities.
It is important to recognize diversity and strive for it in the hiring process.
An organization needs to be careful to avoid discriminatory practices by making generalizations about people with disabilities.
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Implementing Diversity Management Strategies
Making everybody more aware and sensitive to the needs of others.
Attracting, Selecting, Developing, and Retaining the Diverse Employees Working with Diversity in Groups Effective Diversity Programs
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Global Implications
Biographical Characteristics
– Not much evidence on the global relevance of the relationships described in this chapter.
– Countries do vary dramatically on their biographical composition.
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Additional Global Implications
Intellectual Abilities
– Structures and measures of intelligence generalize across cultures.
Diversity Management
– Diversity management is important across the globe. However, different cultures will use different frameworks for handling diversity.
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Summary and Managerial Implications
Summary:
– Ability • Directly influences employee’s level of performance.
• Managers need to focus on ability in selection, promotion, and transfer.
• Fine-tune job to fit incumbent’s abilities. – Biographical Characteristics • Should not be used in management decisions: possible source of bias.
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Summary and Managerial Implications
–
Diversity Management
• Must be an ongoing commitment at all levels of the organization.
• Policies must include multiple perspectives and be long term in their orientation to be effective.
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