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© Prentice Hall, 2005 1 - 1
© Prentice Hall, 2005 1 - 2ObjectivesObjectives 1.A definition of diversity and an understanding of its importance in the corporate structure 2.An understanding of the advantages of having a diverse workforce 3.An awareness of the challenges facing managers within a diverse workforce 4.An understanding of the strategies for promoting diversity in organizations 5.Insights into the role of the manager in promoting diversity in the organization
© Prentice Hall, 2005 1 - 3 Defining Diversity The Social Implications of Diversity Majority and Minority Groups
© Prentice Hall, 2005 1 - 4 Advantages of Diversity in Organizations Gaining and Keeping Market Share Cost Savings Increased Productivity and Innovation Better-Quality Management
© Prentice Hall, 2005 1 - 5 Advantages of Diversity in Organizations
© Prentice Hall, 2005 1 - 6 Challenges That Managers Face in Working with Diverse Populations Changing Demographics Department of Labor report indicates issues important in 21th century: 1. The population and the workforce will grow more slowly 2. The average age will rise and young workers pool will shrink 3. More women will enter the workforce 4. Minorities will make up a larger share of new entrants 5. Immigrants will represent the largest share of the increase
© Prentice Hall, 2005 1 - 7 Challenges That Managers Face in Working with Diverse Populations
© Prentice Hall, 2005 1 - 8 Challenges That Managers Face in Working with Diverse Populations Ethnocentrism and Other Negative Dynamics Ethnocentrism and Stereotyping Discrimination Tokenism and Other Challenges
© Prentice Hall, 2005 1 - 9 Challenges That Managers Face in Working with Diverse Populations Negative Dynamics and Specific Groups Women Gender Roles The Glass Ceiling and Sexual Harassment Minorities Older Workers Stereotypes and Prejudices Workers with Disabilities
© Prentice Hall, 2005 1 - 10 Strategies for Promoting Diversity in Organizations Promoting Diversity through Hudson Institute Strategies 1. Stimulate balanced world growth 2. Accelerate productivity increases in service industries 3. Maintain the dynamism of an aging workforce 4. Reconcile the conflicting needs of women 5. Fully integrate African American and Hispanic 6. Improve the education and skills of all workers Promoting Diversity through Equal Employment and Affirmative Action
© Prentice Hall, 2005 1 - 11 Strategies for Promoting Diversity in Organizations
© Prentice Hall, 2005 1 - 12 Strategies for Promoting Diversity in Organizations Promoting Diversity through Organizational Commitment Ignoring Differences Complying with External Policies Enforcing External Policies Responding Inadequately Implementing Adequate Programs Taking Effective Action
© Prentice Hall, 2005 1 - 13 Strategies for Promoting Diversity in Organizations
© Prentice Hall, 2005 1 - 14 Strategies for Promoting Diversity in Organizations Promoting Diversity through Pluralism “Golden Rule” Approach Assimilation Approach “Righting-the-Wrongs” Approach Culture-Specific Approach Multicultural Approach
© Prentice Hall, 2005 1 - 15 The Role of the Manager Planning Organizing Influencing Controlling
© Prentice Hall, 2005 1 - 16 The Role of the Manager Management Development and Diversity Training Basic Themes of Diversity Training 1. Behavioral awareness 2. Acknowledgment of biases and stereotypes 3. Focus on job performance 4. Avoidance of assumptions 5. Modification of policy and procedure manuals
© Prentice Hall, 2005 1 - 17 The Role of the Manager Management Development and Diversity Training (continued) Stages in Managing a Diverse Workforce Understanding and Influencing Employee Responses Getting Top-Down Support Organizations with top-down support are more likely to boast the following: 1. Managers skilled at working with a diverse workforce 2. Effective education and diversity training programs 3. Organizational climate promotes diversity and fosters peer support 4. Open communication about diversity issues 5. Recognition for development of diversity skills and competencies 6. Recognition for employee contributions to diversity goals 7. Organizational rewards for implementation of diversity goals
© Prentice Hall, 2005 1 - 18 The Role of the Manager
© Prentice Hall, 2005 1 - 19 Questions
Copyright ©2012 Pearson Education, Inc. Publishing as Prentice Hall
© Prentice Hall, Modern Management 9 th edition.
Managing Employee Diversity October 22, Diversity It describes a wide spectrum differences between people. Groups of individuals share characteristics.
Managing Employee Diversity. Diversity It describes a wide spectrum differences between people. Groups of individuals share characteristics that distinguish.
MANAGEMENT RICHARD L. DAFT. Managing Diversity CHAPTER 12.
Copyright ©2012 Pearson Education, Inc. publishing as Prentice Hall Managing Diversity 4-1 Chapter 4.
Chapter 13 Managing Diversity. The differences people bring to the workplace are valuable The workforce is changing as organizations build cohesive teams:
4-1 Copyright ©2010 Pearson Education, Inc. publishing as Prentice Hall Managing Diversity Chapter 4.
Managing the Diverse Workforce Chapter 11 Copyright © 2011 by the McGraw-Hill Companies, Inc. All rights reserved. McGraw-Hill/Irwin.
Prepared by the Society for Industrial and Organizational Psychology - SIOP © 1998 Industrial-Organizational Psychology Learning Module Diversity in the.
Managing the Diverse Workforce Chapter Eleven Copyright © 2015 McGraw-Hill Education. All rights reserved. No reproduction or distribution without the.
Employee Diversity 1. As globalization increases, the need for__________ increases. A) affirmative action programs B) diversity management C) brainstorming.
Developed by Cool Pictures & MultiMedia PresentationsCopyright © 2003 by South-Western, a division of Thomson Learning. All rights reserved. Chapter 14.
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Managing Diversity 4 How can employees respect differences? How can an organization attract and retain a diverse workforce? How is diversity successfully.
PowerPoint Presentation to Accompany Management, 9/e John R. Schermerhorn, Jr. Prepared by: Jim LoPresti University of Colorado, Boulder Published by:
Copyright ©2016 Pearson Education, Inc. 5-1 Essentials of Organizational Behavior 13e Stephen P. Robbins & Timothy A. Judge Chapter 5 Personality and Values.
Hudson, N.R. (2006). Management practice in dietetics, (2nd ed.). Belmont: Thomson Wadsworth.
Schermerhorn - Chapter 11 What is the “New Economy” Highly competitive global economy = opportunity and uncertainty.
Chapter 5 Managing Diverse Employees in a Multicultural Environment.
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Understanding Management First Canadian Edition Slides prepared by Janice Edwards College of the Rockies Copyright © 2009 Nelson Education Ltd.
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Business case for workforce diversity. Diversity - a business imperative External drivers Internal drivers Areas of change l Diverse clientele l EU directives.
1 Diversity February 22, 2011 MGMT-4000 Linda Miklas, Christina Finegold Harvard University.
Chapter 10 Human Resource Management. HRM Human Capital Human Resource Management 3 major responsibilities of HRM Attracting a quality workforce Developing.
Climate Control Adjusting to a Multicultural Workplace.
Diversity in the Workplace Objective 2.01: Differentiate between positive and negative interpersonal skills in a variety of workplace settings.
Topic 11 Leadership and Diversity. Gender and Leadership Sex-Based Discrimination –Implicit Theories –Stereotypes and Role Expectations.
Diversity Definitions Key Terms: Majority Minority Diversity Ethnocentrism Prejudice Stereotype Discrimination Tokenism.
© 2016 Cengage Learning. All Rights Reserved. May not be scanned, copied or duplicated, or posted to a publicly accessible website, in whole or in part.
Diversity Chapter 8 Cultural Diversity in the Workplace Diversity = human characteristics that make people different from one another –Characteristics.
Managing Diversity. What Is Diversity? Although definitions vary, diversity simply refers to human characteristics that make people different from one.
MODULE 6 DIVERSITY AND GLOBAL CULTURES “There are new faces in the neighborhood” What should we know about diversity in the workplace? What should we know.
For use with Human Resource Management in South Africa 4e by Grobler, Wärnich et al ISBN: © 2010 Cengage Learning CHAPTER 3 Managing diversity.
Diversity old Ch. 8 new Ch. 9 A critical organizational and managerial issue Affirmative action and managing diversity Competitive benefits Challenges.
Back to Table of Contents pp Chapter 16 Culture and Diversity in Business.
Chapter4Chapter4 GLOSSARYGLOSSARY EXIT Glossary Modern Management, 9 th edition Click on terms for definitions Bicultural stress Demographics Discrimination.
O FFICE OF D IVERSITY AND I NCLUSION 24 January 2011.
Copyright © 2012 Pearson Education, Inc. Publishing as Prentice Hall Management, Eleventh Edition by Stephen P. Robbins & Mary Coulter ©2012 Pearson Education,
Management, Organizational Policies and Practices Lecture 31.
Human Diversity RTEC A Spring What is Human Diversity? 1. Is also known as cultural diversity. 2. It means the inherent differences among people.
Copyright © 2012 Pearson Education, Inc. Publishing as Prentice Hall Management, Eleventh Edition, Global Edition by Stephen P. Robbins & Mary Coulter.
Management and Diversity. Globalization and diversity The new World is flat! Flexible and mobile labour Multicultural democracies.
1-1 Chapter 1 Introduction to Organizational Behavior Essentials of Organizational Behavior, 9/e Stephen P. Robbins/Timothy A. Judge.
Thomas G. Cummings Christopher G. Worley Chapter Nineteen: Managing Workforce Diversity and Wellness Organization Development and Change.
1-1 McGraw-Hill/Irwin Copyright © 2008 by The McGraw-Hill Companies, All Rights Reserved. Human Resource Management Gaining a Competitive Advantage Chapter.
Organization Development and Change Thomas G. Cummings Christopher G. Worley Chapter Nineteen: Managing Workforce Diversity and Wellness.
4-1 CHAPTER FOUR Managing Diversity. 4-2 Chapter Objectives Define Affirmative Action Define Management of Diversity Discuss the reason for and challenges.
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