Chapter 10: Operational Leadership Considerations Flashcards
Power & Privilege
A system of advantages based on race, gender, sexual orientation. and other components of diversity
Invisible Privilege
- Can be hard to recognize
- Understanding our own stereotypes
- Understanding the struggles of others
- Understanding systems of advantages can help us become better managers in all areas of business
Different Types of Invisible Privilege
- Race
- Social Class
- Gender
- Sexual Orientation
Race Privilege Example
You (a Caucasian) and your friend (an African American) are having dinner together, and when the bill comes, the server gives the check to you. While this may not seem like a big issue, it assumes you (being Caucasian) are the person paying for the meal.
Social Class Privilege Example
New Orleans and Hurricane Katrina
“Why didn’t they just leave?”
Some people aren’t fortunate enough to get up and leave all their things.
Includes: income, job title, level of education
Gender Privilege Example
The assumption that a female will change her name to her husband’s when they get married.
Sexual Orientation Privilege
If I am heterosexual, I can put a picture of my partner on my desk without worrying about what others think. I can talk about our vacations together or experiences we’ve had without worrying what someone might think about my relationship. This is not the case for many gay, lesbian, and transgendered people and their partners.
Diversity
The real or perceived differences between individuals
Diversity from a workplace perspective
Focuses more on a set of policies to meet government-mandated diversity compliance standards
Multiculturalism
Looks at power and privilege differences in society
Focuses on inclusiveness, understanding, and mutual respect
Looks at unequal power distribution
Cultural Competency
Measurement of how well a person works within a diverse and multicultural work environment
Honors both diversity and looks to create a workplace that has individuals with cultural competency
Why is diversity important?
- It’s the law
- Potential for better communication
- Improved ideas and solutions for problems
- Improved customer service
- Improved organizational performance
Equal Employment Opportunity Commission (EEOC)
A federal agency charged with the task of enforcing federal employment discrimination laws
Federal Regulation of Personnel and Human Resources Management
Enforces the idea that individuals should have equal access to treatment in all employment related actions regardless of protected class status
Title VII of the Civil Rights Act
Passed in 1964 and enforced by the EEOC, covers several areas of discrimination, including age, race, and sex
The foundational law of the EEOC
Coverage: 15 or more workers
Exception to Title VII of the Civil Rights Act
When there is a bonafide occupational qualification
Bonafide Occupational Qualification (BFOQ)
A quality or attribute employers are allowed to consider when making decisions during the selection process
EX: Being a firefighter, you need to be able to lift a certain amount and run with it, some women could not join because they did not meet this requirement
Age Discrimination in Employment Act (ADEA)
Created in 1967 and enforced by the EEOC, this law prohibits discrimination based on age and covers people who are age forty or older
Coverage: 20 or more workers
Covers all aspects of the employment relationship, it is often cited in discriminatory layoff cases
Americans with Disabilities Act (ADA)
Prohibits discrimination against those with disabilities and is enforced by EEOC
If the employee is qualified, organization must make “reasonable accommodations”
BFOQ is an exception (having no legs, but wanting to be a popcorn seller)
Equal Pay/Compensation Act
People receive equal pay for the same type of work, specifically addresses gender pay differences
Job content is used to determine this, not title
If inequality is found, employer cannot lower the wage of either sex to equalize pay
Coverage: 2 employees
Exceptions to Equal Pay/Compensation Act
Differences in pay due to merit, seniority, quantity, or quality of production, BASICALLY ANY OTHER FACTOR THAN SEX
Uniformed Services Employment and Reemployment Rights Act (USERR)
Protects people who serve or have served in the armed forces, reserves, National Guard, or other uniformed services.
Ensures these individuals are not disadvantaged in their civilian careers because of their service
Requires that they be reemployed in their civilian jobs upon return to service and prohibits discrimination based on past, present, or future military service
Employment-at-will Principle (EAW)
The right of an employer to fire an employee or an employee to leave an organization at any time, without any specific cause
Exceptions to Employment-at-will Principle
- Public policy
- Implied contract
- Good faith and fair dealing
Exceptions to Employment-at-will Principle: Public Policy
Employer cannot fire an employee if it would violate the individual state’s doctrine or statute
Exceptions to Employment-at-will Principle: Implied Contract
If discharged employees can prove that the employer indicated that employee had job security, then it is implied contract
EX: Wright v. Honda, Honda said, “the job security of each employee depends on doing your best on your job with the spirit of cooperation” Wright was able to prove that this meant job security therefore it’s an implied contract
Honda altered the employment-at-will doctrine through its policies and actions
Exceptions to Employment-at-will Principle: Good faith and fair dealing
Discharged employee contends that he or she was not treated fairly
EX: firing or transferring employees to prevent them from collecting commissions and misleading employees about promotions and pay increases
Union
An organization of employees formed to bargain with an employer
Collective Bargaining Process
Process of negotiating an agreement between management and employees
Defines contract terms or employees, such as procedures and policies
Interest-Based Bargaining
Occurs when mutual interests are brought up and discussed rather than each party coming to the table with a list of demands
Grievance Process
Formal process by which employees can submit a complaint regarding something that is not administered correctly in the contract
Management needs to respond to a grievance complaint
Stress
The nonspecific response of the body to a demand for a change
Types of stress
- Acute stress
- Episodic acute stress
- Chronic stress
- Eustress
Acute Stress
Most common form of stress; normally comes from demands and pressures of the past and the future
Tends to be short term (stressful one day, but may not be stressful the next day)
Acute stress is like a laundry list of things we must do or a list of the things that didn’t go right
Episodic Acute Stress
Can be a more serious form of acute stress; person feels stress daily and rarely gets relief
Is a daily stress, unlike acute stress which is one or two days
Usually, a person who suffers from this stress may have taken on too much and created self-imposed demands
Chronic Stress
Long-term stress where people see little way out of a situation
Person usually has given up looking for solutions to the stress and just decides to live with it
Eustress
Positive stress that helps us achieve at a higher level and feel challenged
The Four A’s for Dealing with Stress
- Avoid the stressor
- Alter the stressor
- Adapt to the stressor
- Accept the stressor
