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
