HRM diversity

Question 1

Harassment

Answer 1

A form of discrimination designed to- humiliate, offend, intimidate or make a person feel inadequate

Question 1

Types of diversity?

Answer 1

Negative organisation: no eeo policy, does not comply with law, does not value diversity.
Minimalist org: declares it has eeo, but no Ro policy, equal op low profile, mo measures in place.
Compliant org:narrow view to equal and diversity, fulfills eeo and legal obligations, emphasises good practice, uses hrm to implement.
Comprehensive org: complies with the law, developed best practice models, positive initiative to promote diversity and equality.

Question 2

Discrimination

Answer 2

Unfair treatment of a person or minority group based on prejudice

Question 3

Indirect Discrimination

Answer 3

Seemingly neutral practice creates an advantage of one person or group over another.

Question 4

What is Direct Discrimination

Answer 4

Where irrelevant criteria is used to exclude a person or group from an opportunity.

Question 5

What is structural/ systematic discrimination

Answer 5

Happens when historical decisions and policies and social attitude allow for discrimination to be embedded into the fabric of the organisation.

Question 6

Social categorisation problems?

Answer 6

Social catergorisation often leads to a bias occurying which leads onto prejudicial attitudes and stereotyping which leads to discrimination.

Question 7

What is general affective bias.

Answer 7

Relates to how workers react (affective reactions) towards others where feelings of trust, fear, liking then identify and determine how they relate to other people.

Question 8

What is cognitive bias?

Answer 8

The tendency for people to remember in a positive light the attributes of someone who is similar to them than someone dissimilar.

Question 9

What is general evaluative bias?

Answer 9

Describes how individuals related positively or negatively to fellow workers.

Question 10

What are the pros of good diversity management?

Answer 10

• improved org performance
• less grievance and equity claims
• lower turn over and less absenteeism
• enhanced reputation
• flexibility
• fewer lawsuits

Question 11

What is hrm roles in diversity management?

Answer 11

Strategic- influence boards, specifying org culture, assist board in gathering info, develop policies to ensure culture is diversity orientated.

Managerial- formulating, intergrating and implementing policies. Review policies to determine if they are diversity orientated. Policies such as recruitment and selection, work hrs, promotional, training and development procedures….a

Operational level- face to face contact, provision and support of services to support implementation of diversity, recruitment and selection of managers who are committed to diversity management.

Question 12

What is it illegal to discrimination against?

Answer 12

Age, race, sex, impairment, marital/parental status, religious beliefs.

Question 13

What stages are in the selection process?

Answer 13

Applicant- candidate- finalist- invitee

Question 14

What is diversity management?

Answer 14

A process of management, particularly HRM underpinned by a set of values which recognises they difference between people is a strength for management and the org

Question 15

New buzz word for diversity management.

Answer 15

Valuing diversity

Question 16

What are the HRM roles in diversity?

Answer 16

Strategic, managerial, operational

Question 17

How many protected areas are there in the humans right acts?

Answer 17

13

Question 18

What ways can you recruit to assist in recruiting for diversity?

Answer 18

1. Set diversity goals across whole firm

2. Recruitment strategy: use non traditional sources of labour.

Question 19

What’s is productive diversity?

Answer 19

A utilitarian version of diversity. Diversity is useful. Ie some staff will work Xmas some will work did

Question 20

What are the 5 areas of productive diversity. What are they?

Answer 20

Flexibility- ie some staff work Xmas some will work did … Useful
Multiplicity- the usefulness of having many. ie many networks great for selling products, many ways to solve problems, many places to get the bets employee.
Devolution- is the devolving sending down the line ie knowledge, skills, jobs to line mangers… To reach different markets.

Negotiation- if we have multiplicity to solve problems.

Question 21

Organisational Culture

Answer 21

Gives members an organisational identity, facilitates commitment, and shapes worker behaviour.

Question 22

Organisation climate

Answer 22

Seen from the perspective of the individual. How is the climate of the business? Consists of shared perceptions about how the work environment is experienced by members.

Question 23

What is workplace equity?

Answer 23

Treating all people in a fair and flexible manner, while recognising that people have different needs. * not all employees treated the same.

Question 24

What is Affirmative Action?

Answer 24

Requirements to make special efforts to recruit and hire, promote women and the other minorities (American model)

Question 25

What is demographic?

Answer 25

Age, gender, ethnicity

Question 26

What is psychological diversity?

Answer 26

Values, beliefs, knowledge

Question 27

What is organisational diversity?

Answer 27

Occupational tenure, hierarchical level

Question 28

Observable attributes are?

Answer 28

Ethnic background, gender, age

Question 29

Non observable attributes?

Answer 29

Education, technical ability, organisational tenure, personal values.

Question 30

What’s are functional characteristics?

Answer 30

Knowledges, skills, organisation experience.

Question 31

What is parochial approach?

Answer 31

Their way is the only . No recognition of diversity. Only one way to manage and organise. Fails to enhance positives from diversity or minimise the negatives.

Question 32

What is the ethnocentric approach?

Answer 32

Their way is best, cultural diversity is a source of problems. Own cultural norms are superior and others inferior. Often prefer to recruit culturally homogenous team to achieve their strategy.

Question 33

Cultural competence

What are the six stages?

Answer 33

Denial- belief there is only one way to view the world - theirs
Defence- people fear and reject differences
Minimisation- people accept difference with little fear of it
Acceptance- people accept that there are other ways to do things
Adaptation- people learn new competencies to help them function in a different context.
Integration- people intergrate their own culture with an alien culture and develop a wider frame of reference - with options.

Question 34

What synergistic approach?

Answer 34

No one superior way to another. Seek creative combinations of various ways to approach organising and working. Maximise potential advantages by managing the impacts of cultural diversity, rather than ignoring them.

Question 35

What characteristics make an employee vulnerable?

Answer 35

Age, gender, health, cultural background.

Question 36

Diversity- denial

Answer 36

People believe there is no other way viewing the world than their own.

Question 37

Cultural competence- Defence

Answer 37

People fear and reject difference.

Question 38

Diversity- Minimisation

Answer 38

People accept difference with little fear of it.

Question 39

Diversity- acceptance

Answer 39

People that other ways of doing things are possible.

Question 40

Diversity- adaption

Answer 40

People learn new competencies to help them function in different context.

Question 41

Diversity- Integration

Answer 41

People integrate their own culture with the alien culture and develop a wider frame with options- any of which cab be used in any context.

Question 42

Synergy

Answer 42

Implies the belief that we can learn from other and that others can learn from us.

Question 43

Three broad responsibilities fir hr in diversity …..

Answer 43

Breaking down ethnic barriers
Making use of ethnic differences
Make use of language and knowledge skills to expand market