1 / 8

Personality II: Managing diversity

Personality II: Managing diversity. Diversity = Differences. Managing personality differences Balance between conflictual and complementary Diversity: personality, functional background, race, gender, nationalities Differences based on race. Race in the workplace. “Downsizing”

stellaanthony
Download Presentation

Personality II: Managing diversity

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. Personality II:Managing diversity

  2. Diversity = Differences • Managing personality differences • Balance between conflictual and complementary • Diversity: personality, functional background, race, gender, nationalities • Differences based on race

  3. Race in the workplace • “Downsizing” • Whites +71,144 • Asians +55,104 • Hispanics +60,040 • African Americans -59,479 • % of Af-Am in managerial positions • 2.3% Men, 2.2% Women • <2.5% of executives at VP level are black • Education • College matters • Blacks with college degrees=whites with high school

  4. Why organizations care about racial diversity? • Unequal playing field • Overt discrimination • Structural discrimination • Cultural discrimination • Bottom-line business • Globalization of markets • Heterogeneous workforce

  5. Affirmative Action Diversity Driven: Moral and social responsibility Civil Rights Movement Executive order Driven: Market forces Global competition Focus: Quality-of-life for all Focus: Inclusion of minorities Targets based on availability No quotas Organizational interventions

  6. Affirmative Action Diversity Process: Training Cultural change Mentoring Caucuses Process: Legal sanction against discrimination at work Outcomes: Increase # at the top? Outcomes: Increase # of minorities Reverse discrimination “Tainted” by special treatment No need for diversity

  7. Xerox’s Black Caucus • Bottom-up, grass roots activism • Committed • Focus on performance • External community • Strong leadership support • Sales orientation: objective measures of performance • Upward Spiral • attract best and brightest

  8. Managing differences • Diverse: personality, race, more…. • Potentially large benefits: rationale for teams • Lack of Skills? • Conflict resolution and negotiation • Listening and empathy • Lack of Management? • AA alone does not work

More Related