MGT 4620 Lecture Notes - Lecture 2: Civil Rights Act Of 1964, Absenteeism, Glass Ceiling
Document Summary
Why should an organization care about/ value diversity: research super mixed on. Surface-level diversity: variation in easily observed/learned individual characteristics, examples: age, race, sex, religion. Deep-level diversity: less easily observed characteristics; underlying individual, examples: values, personality, traits, and abilities. Stereotypes and stereotype threats: snap judgments and rules about people, can be positive but often negative, mental shortcut, threat: person internalizes groups they belong to; hamper oneself to underperform (can hurt performance that stereotype is related to) Discrimination: treating people differently base in group membership: the process of differentiating things (book definition) Prohibited by title vii of the civil rights act (only protected classes: race, color, national origin, sex, religion (age >40 and disability) Discrimination forms: harassment, incivility, exclusion, unfair policies, etc. Discrimination- stress, perceived injustice- poorer performance, health. Older workers aren"t as efficient; not open to change; slower; Experience and training; expertise; new and creative ideas. Less focus on conflict, more on productivity.
