Organizational Behavior: Ch2
Terms in this set (18)
Unwanted sexual attention that creates an adverse or hostile work environment.
The host of individual differences that make people difference from and similar to each other.
Layers of Diversity
Personality is at the center, internal dimensions (NO CONTROL age, gender, sexual orientation, race, physical ability), external dimensions (SOME CONTROL geographic location, income, habits, religion, education, appearance), organizational dimensions (work field, seniority, job title)
Equal Employment Opportunity: outlaw discrimination and encourage organizations to proactively prevent discrimination.
Occurs when employment decisions are based on factors that are not job related
Focuses on achieving equality of opportunity in an organization. Negatively impact minorities when they feel stigmatized as incompetent/unqualified.
Creating organizational changes that enable all people to perform up to their maximum potential.
Statistical profiles of adult workers. Allow managers to anticipate and adjust for surpluses or shortages of appropriately skilled individuals.
Invisible barrier blocking women and minorities form top management positions.
Racial groups glass ceiling/discrimination
Generally advance less in professional ranks, paid less, more racism-related stress, less psychological support
Mismatch between educational attainment and occupational requirements
Lack teamwork skills, critical thinking, analytics reasoning. Shortage in science/math/engineering. Incompetent high school students
Retirement means skill shortages in fast growing technical skills. Friction between conflicting traits of generations.
Social Categorization Theory
Similarity leads to liking and attraction. More cooperation, less negative impressions.
Diversity leads to better task-relevant processes and decision making. Broader range or skills, abilities, knowledge
Demographic Fault Line
A hypothetical diving line that splits groups into demographically based subgroups.
Barriers to managing diversity
Inaccurate stereotypes and prejudice (differences are weakness, ethnocentrism (one's norms are superior), poor career planning (lack of opportunities for diverse workers), negative diversity climate, unsupportive/hostile working environment, lack of political savvy, difficulty in balancing career/family, fear of reverse discrimination, not seen as priority
Employees' aggregate perceptions about an organization's policies, practices, and procedures pertaining to diversity.
R Roosevelt Thomas Jr's Generic Action Options
Include/Exclude (hire/support minorities), deny (deny differences exist - all based on merit), assimilate (all diverse people will learn to fit in), suppress (discourage differences), isolate, tolerate (live and let live), build relationships (with minority organizations), foster mutual adaptation (agree everyone is open to change)
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