Академический Документы
Профессиональный Документы
Культура Документы
Diversity
We are all not the same. Some of the notable areas that we are different include:
Ethnicity Tenure Religion Sexual Orientation Gender Identity
Effective diversity management increases an organizations access to the widest pool of skills, abilities, and ideas. Differences lead to miscommunication, misunderstanding, and conflict.
Diversity
Three main variables that impact organizational performance Ability Biographical characteristics, and learning
Ability
Ability directly influences an employees level of performance.
Given the desire to get high-performing employees, what can a manager do about ability?
First, an effective selection process will improve the fit between employees and job requirements. A job analysis will provide information about jobs currently being done and the abilities individuals need to perform the jobs adequately. Applicants can then be tested, interviewed, and evaluated on the degree to which they possess the necessary abilities. Second, promotion and transfer decisions affecting individuals already in the organizations employ, which should reflect candidates abilities. As with new employees, care should be taken to assess critical abilities incumbents will need in the job and match those with the organizations human resources.
Ability(Cont.)
Third, managers can improve the fit by finetuning the job to better match an incumbents abilities. Often, modifications with no significant impact on the jobs basic activities, such as changing equipment or reorganizing tasks within a group, can better adapt work to the specific talents of a given employee.
Biographical Characteristics
We can readily observe biographical characteristics, but that doesnt mean we should explicitly use them in management decisions. We also need to be aware of implicit biases we or other managers may have.
Ethnic groups comprise a larger component of the workforce. Earnings Gaps between groups, including gender, have narrowed.
Gender
There are few, if any, important differences between men and women that will affect their job performance,
There is no significant difference in job productivity between men and women. Women are more willing to conform to authority. There is a difference between men and women in terms of preference for work schedules.
Tenure
The issue of the impact of job seniority on job performance has been subject to misconceptions and speculations. Extensive reviews of the seniority-productivity relationship have been conducted.
Tenure is also a potent variable in explaining turnover. Tenure has consistently been found to be negatively related to turnover and has been suggested as one of the single best predictors of turnover. The evidence indicates that tenure and satisfaction are positively related.
Race
Race:
Employees tend to favor colleagues from their own race in performance evaluations, promotion decisions, pay raises.
Disability
Research on workers with disabilities have found: They receive higher performance evaluations. Based on lower performance expectations. They are less likely to be hired.
Attitude
Attitudes are evaluative statements that are either favorable or unfavorable concerning objects, people, or events. Attitudes are not the same as values, but the two are interrelated. Three components of an attitude
Cognitive component Affective component Behavioral component
Moderating Variables
Importance of the attitude Its correspondence to behavior Its accessibility The presence of social pressure Whether or not a person has had direct experience with the behavior The attitudebehavior relationship is likely to be much stronger if an attitude refers to something with which we have direct personal experience
Job Satisfaction
Definition: refers to a collection of feelings that an individual holds toward his or her job. A high level of job satisfaction equals positive attitudes toward the job and vice versa.
Job Involvement
A workable definition: the measure of the degree to which a person identifies psychologically with his/her job and considers his/her perceived performance level important to self-worth.
Organizational Commitment
Definition: A state in which an employee identifies with a particular organization and its goals. Affective Commitmentemotional attachment to the organization and belief in its values Continuance Commitmentvalue of remaining with an organization compared to alternatives Normative Commitmentobligation to remain with the organization for moral or ethical reasons A positive relationship appears to exist between organizational commitment and job productivity, but it is a modest one.
Job Satisfaction
Measuring Job Satisfaction Our definition of job satisfactiona positive feeling about a job resulting from an evaluation of its characteristicsis clearly broad Jobs require interacting with coworkers and bosses, following organizational rules and policies, meeting performance standards, living with less than ideal working conditions, and the like Two approaches for measuring Job Satisfaction are popular:
The single global rating is a response to one question. The second identifies key elements in a job such as the nature of the work, supervision, present pay, promotion opportunities, and relations with coworkers