Chapter 2 - Diversity in Organizations 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; which means making judgments 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 internally agree with the generally negative stereotyped perceptions of our groups.
Stereotype Threat
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.
Biographical Characteristics
In an organization, an environment of inclusiveness and an acceptance of diversity.
Positive Diversity Climate
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 (GMa)
The capacity to do tasks that demand stamina, dexterity, strength, and similar characteristics.
Physical Abilities
The process and programs by which managers make everyone more aware of and sensitive to the needs and differences of others.
Diversity Management
