Chapter 2

Question 1

What are the two levels of organizational diversity?

Answer 1

1. Surface-level diversity
2. Deep-level diversity

Question 2

What is surface level diversity?

Answer 2

Diversity in characteristics that are easily perceived and do not necessarily reflect the way people thing or feel but could activiate stereotypes

Question 3

What is deep level diversity?

Answer 3

Differences in values, personality, etc. that become progressively more important for determining similarity when people get to know each other better.

Question 4

What is discrimination?

Answer 4

Making judgments about individuals based on stereotypes.

Diversity can lead to more discrimination.

Question 5

Name the four most common surface-level characteristics.

Answer 5

1. Age
2. Gender
3. Race and ethnicity
4. Disability

Question 6

What are biographical characteristics?

Answer 6

objective, easily obtained characteristics such as age, gender etc. Often in HR file and may be basis to discrimination.
These characteristics are often also the surface-level diversity characteristics.

Question 7

Foundings on research of age on organizational diversity?

Answer 7

1. Age often basis of discrimination in labour market
2. Older employees are less likely to quit jobs and perform equally well.
3. They are healthier than expected
4. They are more likely to engage in citizenship behaviour and are more satisfied with job

Question 8

What are the foundings of research on gender in organization

Answer 8

1. Gender has no influence on performance
2. Gender perceptions still influence management and hiring decisions.

Question 9

What are the foundings of research into race and ethnicity in diversity.

Answer 9

1. Race influences some hiring decisions
2. People tend to prefer coworkers of same race
3. Feeling of inclusiveness can decrease turnover among racial minorities.

Question 10

Define the surface-level characteristics race and ethnicity

Answer 10

race = biological heritage used by people to identify themselves

Ethnicity: set of overlapping cultural characteristics.

Question 11

What are the foundings of research into disability as organizational diversity?

Answer 11

1. Descrimination in selection for both mental and physical disabilities
2. Employees with disabilities get higher performance review but job expectations are lower
3. Mental disabilities have more absenteeism and difficulties.

Question 12

Name the three characteristics of deep-level diversity

Answer 12

1. Tenure
2. Religion
3. Cultural identity

Question 13

Explain tenure as a deep-level characteristic

Answer 13

Tenure is the time spent on the job. It improves productivity and job satisfaction and decreases absenteeism and quitting

Question 14

Explain the implications of religion as a deep-level characteristic on job performance and commitment

Answer 14

Employees experiencing religious discrimination have higher rates of turnover, absenteeism and health problems

Question 15

How can cultural identity as a deep-level characteristic influence the organization

Answer 15

Organizations must create as much of an individualized approach as possible to accept all cultural identities.

Question 16

Define ability

Answer 16

An individual’s capacity to perform tasks required in a job, divided into intellectual and physical factors. Management has to figure out how to use knowledge of differences to maximize job performance.

Question 17

Define intellectual ability

Answer 17

capacity to perform mental activities. Intellectual ability is divided into seven, positively correlated dimensions.

High intellectual ability doesn’t improve job satisfaction as they perform better but expect more

Question 18

Define general mental ability

Answer 18

Overall factor of intelligence as suggested by positive correlations among specific intellectual ability dimensions.

Question 19

define physical ability

Answer 19

capacity to perform tasks demanding stamina, strength and similar characteristics. There are nine abilities needed in physical work performance which have no correlation.

Question 20

What are diversity management strategies

Answer 20

processes and programs by which managers increase awareness and sensitivity to needs and differences of others.

Question 21

How can diversity be increased among employees?

Answer 21

1. Target minorities in recruiting messages as they will be more satisfied with employees
2. Selection should be fair, objective and procedured (to be transparent)
3. Provide training to everyone to enable advancement.

Question 22

Differences in promotion between individualistic and colelctivistic societies

Answer 22

In individualistic societies similarities to peers are most important to be promoted

In collectivistic sociesties similarities to supervisors is more important to be promoted

Question 23

What are the components to effectively managing diversity?

Answer 23

1. Educate managers on legal framework and encourage fair treatment of all
2. Teach managers how diverse workforces can improve service of diverse customer and client market
3. Fostering personal development and acknowledge vale of different perspectives.