Robbins Ob16 PPT 02

2-1
Copyright 2015 Pearson Education, Inc.
Chapter 2: Diversity in
Organizations
2-2
Learning Objectives
After studying this chapter, you should be able to:
Describe the two major forms of workforce diversity.
Recognize stereotypes and understand how they
function in organizational settings.
Identify the key biographical characteristics and
describe how they are relevant to OB.
Define intellectual ability and demonstrate its
relevance to OB.
Contrast intellectual and physical ability.
Describe how organizations manage diversity
effectively.
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Describe the Two Major

Forms of Workforce Diversity
LO 1
Diversity Management
Surface-Level Diversity
Deep-Level Diversity
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Stereotypes and How They

Function in Organizational
Settings
LO 2
Discrimination is to note a difference

between things.
Unfair discrimination assumes
stereotypes about groups.
Refusal to recognize individual
differences is harmful to organizations
and employees.
2-5
Stereotypes and How They

Function in Organizational
Settings
LO 2
2-6
Biographical
LO 3
Characteristics
and How They Are Relevant
to
OB
Biological characteristics are personal
characteristics that are objective and
easily obtained from personnel records.
Variations in these can be the basis for
discrimination
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Biographical
LO 3
Characteristics
to
OB
Age
The U.S. workforce is aging.
Does job performance decline with
increasing age?
Studies show that turnover and
absenteeism rates are lower among older
workers, and age is not associated with
lower productivity.
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Biographical
LO 3
Characteristics
to
OB
Sex
There are no consistent male-female
differences in problem solving ability,
analytical skills, competitive drive,
motivation, sociability, or learning drive.
But women earn less than men for the
same positions and have fewer
professional opportunities.
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Biographical
LO 3
Characteristics
to
OBand Ethnicity
Race
Employees tend to favor colleagues of
their own race in performance
evaluations, promotion decisions, and
pay raises.
African Americans and Hispanics
perceive higher levels of discrimination
in the workplace.
African Americans generally fare worse
than Whites in employment decisions.
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Biographical
LO 3
Characteristics
to
OB
Disability
The U.S. Equal Employment Opportunity
Commission classifies a person as
disabled who has any physical or mental
impairment that substantially limits one
or more major life activities.
Workers with disabilities receive higher
performance evaluations, but may have
lower performance expectations.
Biases against those with mental impairment
may be especially strong.
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Biographical
LO 3
Characteristics
to
OBBiological Characteristics
Other
Tenure
Tenure is a good predictor of employee
productivity.
Tenure and job satisfaction are
positively related.
Religion
U.S. law prohibits discrimination based
on religion, but it is still an issue,
especially for Muslims.
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Biographical
LO 3
Characteristics
to Sexual
OB Orientation and Gender Identity
Federal law does not protect
employees against discrimination
based on sexual orientation, but this
may soon change.
Most Fortune 500 companies have
policies covering sexual orientation
and about half now have policies on
gender identity.
Cultural Identity
Need to accommodate
and respect
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Define Intellectual Ability

LO 4
and
Demonstrate Its Relevance
to
OB
Ability is an individuals current capacity
to perform various tasks in a job.
Two types
Intellectual abilities
Physical abilities
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LO 4
and
to
OB
Intellectual abilities are abilities needed
to perform mental activities thinking,
reasoning, and problem solving.
Most societies place a high value on
intelligence.
General mental ability is an overall
factor of intelligence as suggested by
the positive correlations among specific
intellectual ability dimensions.
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LO 4
and
to OB
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Contrasting Intellectual
and Physical Ability
LO 5
Physical Abilities
The capacity to do tasks demanding
stamina, dexterity, strength, and
similar characteristics.
Nine basic abilities related to strength,
flexibility, and other factors are
needed to perform physical tasks.
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LO 5
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LO 5
The importance of ability at work

complicates the formulation of workplace
policies that recognize disabilities.
Recognizing that individuals have
different abilities that can be taken into
account when making hiring decisions
is not problematic.
It is possible to make accommodations
for disabilities.
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Describe How Organizations

Manage Diversity Effectively
LO 6
Diversity management is the process

and programs by which managers make
everyone more aware of and sensitive to
the needs and differences of others.
Diversity is more successful when it is
everyones business, not just for certain
groups of employees.
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LO 6
Attracting, Selecting,
Developing, and Retaining
Diverse Employees
Diversity in Groups
Effective Diversity
Programs
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LO 6
Attracting, selecting, developing, and

retaining diverse employees
Target recruiting messages to specific
demographic groups.
Ensure that hiring is bias free.
Create a positive diversity climate.
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LO 6
Diversity in groups
Most people in groups need a common
way of looking at and accomplishing
major tasks, and they need to
communicate well with each other.
Emphasize higher-level similarities
among people.
Use transformational leadership.
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LO 6
Effective diversity programs

Teach managers about the legal framework
for equal employment opportunity and
encourage fair treatment of all people.
Teach managers how a diverse workforce
will be more effective at serving a diverse
customer base.
Foster personal development practices that
bring out the skills and abilities of
everyone.
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Implications for Managers

Understand your organization's anti-discrimination
policies thoroughly and share them with your employees.
Assess and challenge your own stereotype beliefs to
increase your objectivity.
Look beyond readily observable biographical
characteristics and consider the individuals capabilities
before making management decisions.
Fully evaluate what accommodations a person with
disabilities will need and then fine-tune a job to that
persons abilities.
Seek to understand and respect the unique biographical
characteristics of your employees; a fair but
individualistic approach yields the best performance.
2-25
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system, or transmitted, in any form or by any means, electronic, mechanical,
photocopying, recording, or otherwise, without the prior written permission of the
publisher. Printed in the United States of America.
2-26

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2-1

Copyright 2015 Pearson Education, Inc.

Describe the Two Major

Stereotypes and How They

Discrimination is to note a difference

Stereotypes and How They

Define Intellectual Ability

Define Intellectual Ability

Define Intellectual Ability

The importance of ability at work

Describe How Organizations

Diversity management is the process

Describe How Organizations

Copyright 2015 Pearson Education, Inc.

Describe How Organizations

Attracting, selecting, developing, and

Describe How Organizations

Describe How Organizations

Effective diversity programs

Implications for Managers

Copyright 2015 Pearson Education, Inc.

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