MANAGING DIVERSITY:

RELEASING EVERY EMPLOYEES

POTENTIAL

CHAPTER 2
Organizational Behaviour-
Behaviour- MBA
LEARNING OBJECTIVES

Define diversity

Discuss the four layers of Diversity

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Explain the differences among Affirmative action,
Valuing Diversity, and Managing Diversity

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The demographic trends creating diverse workforce

The managerial Implications of increasing diversity

The Five reasons managing diversity is a competitive
advantage

The Barriers & Challenges to managing Diversity

The Organizational practices to manage diversity.

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DIVERSITY........?

The Host of individual
differences that make
people different from

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and similar to each
other.

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Diversity of
Management: The set
of activities involved in
integrating
nontraditional
employees into the work
force and using their
diversity to the firms
competitive advantage.
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THE 4 LAYERS OF DIVERSITY

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1-AFFIRMATIVE ACTION

Achieving equality of opportunities in an
organization

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Represents an artificial intervention aimed at
giving management a chance to correct an

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imbalance, injustice, mistake, and/ or outright
discrimination.

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2- VALUING DIVERSITY

The awareness, recognition, understanding, and
appreciation of human differences.

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Approached by extensive training Programs

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3-MANAGING DIVERSITY

Creating a host of organizational changes that
enable all people to perform up to their maximum
potential

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INCREASING DIVERSITY IN THE
WORKFORCE

Workforce demographics

Labor Supply and Demand

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Women entering the workforce

Mismatch between educational attainment and

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occupational requirements

The Aging workforce

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DEFINITIONS....??

Underemployment:

The result of taking a job that requires less education,

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training, or skills than possesses by worker.

Career Plateauing:

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The end result when the probability of being promoted
is very small.

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MANAGING DIVERSITY- A COMPETITIVE
ADVANTAGE
1. Lower costs and improved employee attitudes
2. Improved recruiting efforts

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3. Increased Sales, Market Share, and corporate
profits.

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4. Increased creativity and innovations
5. Increased group problem solving and
productivity

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BARRIERS AND CHALLENGES TO
MANAGING DIVERSITY

 Inaccurate stereotypes and prejudice

 Ethnocentrism

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 Poor career planning
 Unsupportive and hostile work environment

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 Lack of political savvy by diverse workers
 Balancing career and family issues
 Fears of reverse discrimination
Diversity not seen as a priority

Outdated performance appraisal

and reward systems
 Resistance to change
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ORGANIZATIONAL PRACTICES USED TO
EFFECTIVELY MANAGE DIVERSITY

R Roosevelt Thomas, jrs generic action

options

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1. Include/exclude
2. Deny

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3. Assimilate
4. Suppress
5. Isolate
6. Tolerate
7. Build relationships
8. Foster Mutual adaptations
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ORGANIZATIONAL PRACTICES USED TO
EFFECTIVELY MANAGE DIVERSITY

Ann Morrison Identifies specific Diversity

Initiatives

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1. Accountability Practices
o Focus of treating diverse employees fairly

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2. Development Practices
o Focus on preparing employees for greater
responsibility and advancement
3. Recruitment Practices
o Attempts to attract qualified diverse employees al
all levels.

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