Textbook Notes (367,876)
United States (205,907)
Management (20)
33:620:301 (19)
Xi Wang (11)

Management Topic 11 Notes.docx

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Xi Wang

Management Topic 11 Notes 11/25/13 Managing Diversity a) The increasing diversity of the workforce and the environment - Diversity is differences in age, gender, race, ethnicity, origin, sexual orientation, socioeconomic background, education, experience, physical appearance, capabilities/disabilities, and any other characteristic that is used to distinguish amongst people - Glass ceiling: metaphor alluding to the invisible barriers that prevent minorities and women from being promoted to top corporate positions 1) Age - Age Discrimination and EmploymentAct of 1967 prohibits age discrimination 2) Gender - There is a gender pay gap in the US - Females outperform males in skills such as motivating others, promoting good communication, turning out high-quality work, and being a good listener - Organizations with women in top mgmt. positions perform better financially 3) Race and ethnicity 4) Religion - Title VII of the Civil RightsAct prohibits discrimination based on religion 5) Capabilities/disabilities - TheAmericans with DisabilitiesAct (ADA) of 1990 prohibits discrimination against persons with disabilities and also requires that employers make reasonable accommodations to enables these people to effectively perform their jobs - Also covers people with HIV/AIDS 6) Socioeconomic background - Social class and income-related factors 7) Sexual orientation b) Managers and the effective management of diversity 1) Critical managerial roles - Figurehead role: convey that the effective mgmt. of diversity is a valued goal - Leader role: can serve as a role model and institute policies and procedures to ensure that diverse organizational members are treated fairly - Liaison role: coordinate groups & their efforts inside the organization and at the organization’s boundaries - Mgmt. commitment to diversity is useful because people will do the same since they look up to people in power, and their commitment legitimizes the diversity mgmt. of others and resources are devoted to such efforts - Small differences in preference, ex the preference for males over females, can lead to huge differences in number of male and female managers over time 2) The ethical imperative to manage diversity effectively - Two moral principles guide managers in their efforts to meet this imperative: distributive justice and procedural justice - Distributive justice dictates fair distribution of pay, promotions, job titles, interesting job assignments, office space, and other organizational resources among members of an organization and these outcomes should be distribution based on what individuals have contributed to the organization and not irrelevant personal characteristics over which they have no control, ex. gender and race - Procedural justice requires that managers use fair procedures to determine how to distribute outcomes to organizational members 3) Effectively managing diversity makes good business sense - Diverse people can be a source of competitive advantage - Customers are also becoming more diverse so diverse people are needed to know how to support diverse needs - Increases retention of valuable employees - Necessary to avoid costly lawsuits c) Perception - Perception is the process through which pe
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