1. Ch 5: Work-related Attitudes Part 3: Feb 21, 2006

2. Diversity Policies Affirmative Action programs – social responsibility to make up for past wrongs. –Encourage hiring of women & minorities in underrepresented areas. Why resistance to these programs?

3. Tokenism research Kanter’s (1977) study of ‘tokens’ in large companies 3 perceptual tendencies when small number of minorities: –Tokens receive more attention –Contrast betw token & majority – what is result? –Assimilation of tokens – when?

4. Relational Demography Relationship between individual’s demographics & group’s demographics –Tsui’s research – perceived similarity may affect individual’s work attitudes & behaviors –What did she find regarding increasing diversity in work groups?

5. Diversity Training Awareness-based programs – recognize our underlying assumptions about culture. –Triandis’ cultural assimilator: provide info about values, history, assumptions of cultures to U.S. managers –How effective is this?

6. Diversity Training (cont.) Skill-based programs – focus on cross- cultural communication, flexibility, conflict resolution (combine w/awareness trng). Comparison of award-winning companies w/diversity initiatives and those involved in lawsuits –Effects on bottom-line?

7. Cox’s Acculturation Model Describes how orgs differ in their stage of diversity development Dimensions: –Acculturation –Structural integration –Informal integration –Org identification –Intergroup conflict

8. Cox (cont.) These dimensions determine which of 3 models org best fits: –1. Monolithic – least amount of integration –2. Plural – more heterogeneity, but skewed integration across function, level, work group –3. Multicultural – diversity at all levels of decision making