Chapter 12: Managing Individuals and a Diverse Workforce

1. Chapter 12: Managing Individuals and a Diverse Workforce

2. Diversity Is Not Affirmative Action Diversity A variety of demographic, cultural, and personal differences among an organization’s employees and customers. Affirmative Actionpurposeful steps taken by an organization to create employment opportunities for minorities and women.

3. https://www.statista.com/statistics/494620/us-population-projection-by-race/https://www.statista.com/statistics/494620/us-population-projection-by-race/

4. Diversity Training and Practice Skills-Based Diversity Training: training that teaches employees the practical skills they need for managing a diverse workforce, such as flexibility and adaptability, negotiation, problem solving, and conflict resolution

5. Diversity Training and Practice Awareness Training: training that is designed to raise employees’ awareness of diversity issues and to challenge the underlying assumptions or stereotypes they may have about others.

6. Article Harvard Business Review: Two Types of Diversity Training That Really Work

7. Summary of the Article Perspective-Taking The process where the participants of the diversity training mentally walk in someone else’s shoes. Goal Setting The diversity training participants were asked to set specific, measurable, and challenging but attainable goals related to diversity in the workplace.

8. How the article relates to chapter topics discussed in class Section 12-4c of the textbook provided the types of Diversity Training and Practices which are skills-based diversity training and awareness training. The article parallels the types of diversity training methods from the book. The target awareness mentioned in the article is called awareness training in the book and the skill development alluded in the article is called skill-based diversity training in the textbook.

9. My understanding on what the article is saying • That there are many methods of conducting diversity training practices, and some studies show the training is useful, others show it’s ineffective, and still, some thinks it may lead to a backlash • the writer points outthat any diversity techniques can work if paired with target-awareness and skill development practices and that before anyone sets a goal to challenge inappropriate conducts or comments about marginalized groups must first receive training on how best to handle such situation

10. when management decides to create or modify a diversity training program to stay away from a one-size-fits-all approach; it is crucial that leaders must consider their employees personality characteristics to be able to use the more effective training technique.