Ch.2 Diversity in Organization

Question 1

surface-level diversity

Answer 1

Differences in easily perceived characteristics, such as gender, race, ethnicity, age, or disability, that do not necessarily reflect the ways people think or feel but that may activate certain stereotypes.

Question 2

deep-level diversity

Answer 2

Differences in values, personality, and work preferences that become progressively more important for determining similarity as people get to know one another better.

Question 3

discrimination

Answer 3

Noting of a difference between things; often we refer to unfair discrimination, which means making judgments about individuals based on stereotypes regarding their demographic group

Question 4

stereotyping

Answer 4

Judging someone on the basis of our perception of the group to which that person belongs

Question 5

stereotype threat

Answer 5

The degree to which we agree internally with the generally negative stereotyped perceptions of our group

Question 6

biographical characteristics

Answer 6

Personal characteristics—such as age, gender, race, and length of tenure—that are objective and easily obtained from personnel records. These characteristics are representative of surface-level diversity

Question 7

race

Answer 7

heritage people use to identify themselves

Question 8

ethnicity

Answer 8

additional set of cultural characteristics that often overlaps with race.

Question 9

positive diversity climate

Answer 9

In an organization, an environment of inclusiveness and an acceptance of diversity.

Question 10

disabled

Answer 10

who has any physical or mental impairment that substantially limits one or more major life activities.

Question 11

hidden disabilities

Answer 11

Hidden, or invisible, disabilities generally fall under the categories of sensory disabilities (for example, impaired hearing), autoimmune disorders (like rheumatoid arthritis), chronic illness or pain (like carpal tunnel syndrome), cognitive or learning impairments (like attention deficit hyper-activity disorder [ADHD]), sleep disorders (like insomnia), and psychological challenges (like PTSD).

Question 12

tenure

Answer 12

time spent in a job, organization, or field

Question 13

ability

Answer 13

An individual’s capacity to perform the various tasks in a job

Question 14

Intellectual abilities

Answer 14

The capacity to do mental activities—thinking, reasoning, and problem solving

Question 15

general mental ability (GMA)

Answer 15

An overall factor of intelligence, as suggested by the positive correlations among specific intellectual ability dimensions.

Question 16

physical abilities

Answer 16

the capacity to do tasks that demand stamina, dexterity, strength, and similar characteristics

Question 17

diversity management

Answer 17

The process and programs by which managers make everyone more aware of and sensitive to the needs and differences of others

Question 18

Summary

Answer 18

This chapter looked at diversity from many perspectives. We paid particular attention to three variables—biographical characteristics, abilities, and diversity programs. Diversity management must be an ongoing commitment that crosses all levels of the organization. Policies to improve the climate for diversity can be effective, and diversity management can be learne