Chapter 2 Flashcards
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
Surface-level diversity
differences in values, personality, and work preferences that become progressively more important for determining similarity as people get to know one another better
Deep-level diversity
noting of a difference between things; making judgements about individuals based on stereotypes regarding their demographic group
Discrimination
judging someone on the basis of our perception of the group to which that person belongs
Stereotyping
the degree to which we agree internally with the generally negative stereotyped perceptions of our groups
Stereotype threat
personal characters - 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.
Biological characteristics
in an organization, an environment of inclusiveness and an acceptance of diversity
Positive diversity climate
the heritage people use to identify themselves
Race
the additional set of cultural characteristics that often overlaps with race
Ethnicity
a link with the culture of family ancestry or youth that lasts a lifetime, not matter where the individual may live
Cultural identity
an individual’s capacity to perform the various tasks in a job
Ability
the capacity to do mental activities-thinking, reasoning, and problem solving
Intellectual abilities
an overall factor of intelligence, as suggested by the positive correlations among specific intellectual ability dimensions
General mental ability
The capacity to do tasks that demand stamina, dexterity, strength, and similar characteristics
Physical ability
the process and programs by which managers make everyone more aware of and sensitive to the needs and differences of others
Diversity Management
