Groups/deversity Flashcards
Surface level divesity
Diversity based on age, color etc
Deep level diversity
Diversity based on values personality work preferejces
Discrimination
Noticing differences between people
Stereotyping
Judging someone on the basis of the group they belong to
Stereotype threat
The degree at which one internally agrees with the negative stereotye
Implications stereotype threat
Lower perf. lower satisfaction, negative job attitudes, decreased engagement, low motivation, more afwezigheid, health issues and high turnover
Discrimination leads to
Reduced productivity less OCB, more conflict, increated turnover increased risk taking behaviour
age and preformance
older people are beter
age and job satisfection
more satisfied and beter relationships with coworkers
Sex and performance
No real differences, men slightly beter at math, women beter speakers. But men seem to give men more jobs
Race and ethnicity
Often discriminated against, get less chances, lower pay etc
Disablity
Long term impairment on preforming day to day activities
Disablity and performance
Beter personal qualities, get beter performance evaluations but also less expected from
Ability
Capability to perform a job related task
Intellectual ability
capacity to do mental activity
Positive diversified climat e
organisation that focusses on acceptance
Should you add diversity to a high individualistic team, high IQ and conscientiousness?
NO
When does a diversified team work?
When they differ in expertise and have clear goals
What is important when managing diversified teams?
Emphesize on simularities, higher order goals abd values
Diversity programs benif you because
They know the legal stuff
serve diverse markets
and a different perpective helps everyone develop
Social identity theory
we indenify with our group and their preformnace
Shared experiences inhance
Bond with a group, negative build trust
Ingroup favouritism
Ingroup is beter than outgroup
Temperary groups with finite deadlines (punctuated equilibrium model)
Set direction Inertia slow progress Transition takes place at half time Major changes Inertia Last meeting accelerated activity
Role in group:
set expectations of behaviour
Role perception
View on how I should act in a given situation
Role expectattions
How others believe one should act in a role
What happends when a manager breaks unspoken rules
Great dissatisfaction and performance
Role conflict interrole conflict
Role conflict: when different role expectancies come up interrole: when expectations from two dif roles contradict.
Norms
accepted standard of behaviour
Conformaty
Change behavior to match group, can be done my applying pressure
Positive norms do they help? and how give exemple
Yes they do, help with productivity if they create clear expectancies
Deviant workplace behaviour
volentary breaking norms and treathen wellbeing. caused b y little sleep, increased intend to leave and dissatisfact
Impact of group status
high status deviates from norms earlier, applies pressure on lower members (if he doesnt see himself as part of group), cares less about what others think
Can you have all high status people?
No
Are differenced in status bad?
Yes no many lead to inequity which is counterproductive
What effect does size have on a group?
12: good for diverse input
small : being productive
big groups social loafing, not feeling having to work to hard, which kills satisfaction and productivity (indivudualist)
Greater level of conscientiousness and openness reduce loafing effect
cohesiveness:
Degree of feeling part of group and wanting to stay
How does cohesiveness affect productivity
With norms for high productivity and high cohesiveness in increases. Low, low decrease, other = indifferent
Effects of diversity on group:
More conflict, perform the same, lower morale, raise dropout rates Stress: inclusiveness
Surface level leads to
More openness
Deep leven leads to
Less understood, might be a bad thing
Groupthink
Situation where norms win from rational decision making(thinking)
