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Diversity Management in HRM
Terms in this set (41)
This refers to all kinds of differences. Differences can include religious affiliation, age, gender, race, sexual orientation, disability status, economic class, military experience, educational level, ethnicity and nationality.`
Group Identity Diversity
Includes race nationality, gender and age
Values and Beliefs Diversity
Includes cultural values, work style orientation values and social values
Skills and knowledge Diversity
Includes specialisation and experience in the area and the industry
Verbal and Non Verbal Behaviour Diversity
Includes verbalised and non verbalised discussions and behaviour
Organisational Cohort Diversity
Includes group tenure and employment status
This involves the basic activities such as recruiting, training, promotion, and utilizing individuals with different backgrounds, beliefs, capabilities, and cultures.
Minorities and immigrants
These people face disparities in employment and earnings, are underrepresented in managerial and professional jobs, and there is evidence of illegal discrimination against them.
Mentally and physically disabled
This group of people are the largest unemployed minority.
Changes to the workplace that allow qualified workers with disabilities to perform their jobs.
Treating people differently (e.g., in hiring and firing, promotion, and compensation decisions) because of their age
A type of employment scheduling that includes scheduling options such as job sharing or flextime.
Invisible barrier that makes it difficult for women to move into top-level management jobs.
Conduct of a sexual nature that has negative consequences for employment.
Quid pro quo
This form of harassment occurs when job benefits are made contingent on the provision of sexual favors, or when an employee losses or is denied of a job benefit because they did not provide their superior with the sexual favors they desired.
This occurs when an employee's superior makes offensive sexual notions, gestures, comments, or advancements that causes them to feel uncomfortable in their work place.
Special efforts to recruit, hire, and promote qualified members of groups that have been unfairly discriminated against in the past.
The assertion that affirmative action programs that require preferential treatment for minorities discriminate against those who have no minority status.
Intentional discrimination that occurs when people are purposely not given the same hiring, promotion, or membership opportunities because of their race, color, sex, age, ethnic group, national origin, or religious beliefs
Unintentional discrimination that occurs when members of a particular race, sex, or ethnic group are unintentionally harmed or disadvantaged because they are hired, promoted, or trained (or any other employment decision) at substantially lower rates than others
An organization that has a low degree of structural integration - employing few women, minorities, or other groups that differ from the majority - and thus has a highly homogenous employee population.
An organization that has a relatively diverse employee population and makes an effort to involve employees from different gender, racial, or cultural backgrounds.
An organization that values cultural diversity and seeks to utilize and encourage it.
This type of environment allows all employees to contribute their maximum potential and the advantages of diversity can be fully realized.
These types of conflicts arise based on gender, race, etc., differences among individuals from different cultural backgrounds
Preconceived beliefs about the nature of a group of people, their traits, attitudes, behaviors, and preferences.
High expectations lead to high performance.
Low expectations lead to lower performance.
Similarity attraction paradigm
Humans are inclined to be attracted to others they perceive similar to them in background personal attributes interests and values.
Social Identity Theory
Group members attempt to enhance their self image and self esteem by showing favouritism to other people who are in their own social group at the expense of others not in that group.
Social Categorisation Theory
People tend to define their self-concepts in terms of social group membership and as such categorise themselves and others into various social catogories namely in-groups and out-groups
Is a group whose members perceive themselves to be similar
Is a group to which the individual does not belong and they perceive to be different
any difference or preference based on race, gender, colour, religion, age, ethinicity, nationality, disability, sexual preference, membership of a trade union, pregnancy or marital status,
The areas that can be Positively Effected by Diversity
2. Enhanced Customer Service
4. Information Sharing
5. Group Decision Effectivness
6. Openness to Dissimilarity
7. Access to wider networks
The areas that can be Negatively effected by Diversity
4. Poor Cohesion
5. Decreased Productivity
6. Power Plays
7. Low Levels of Commitment
refers to the planning organising and controlling of diversity friendly policies and practices and is reflected in an open minded organisational culture and climate.
individuals' personal perceptions of their overall happiness and life satisfaction
Business case for diversity
Lessen turnover, recruit better employees, be more sensitive to diverse customers, more effective global operation, more innovative in solving problems, more flexible and change ready.
information, skills, attitudes, conceptions, beliefs, values, and other mental components of culture that people socially learn during enculturation
the mode of thinking that occurs when the desire for harmony in a decision making group overrides a realistic appraisal of alternatives
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