HRM Midterm Flashcards
(27 cards)
Globalization opportunities/challenges
Opportunities:
- Expanded markets, larger customer base
- Cost optimization (outsourcing, offshoring)
- Knowledge exchange, access to the global talant pool
Challenges:
- Cultural Sensitivies
- Supply Chain Disruptions
- Regulatory Complexities (Compliance with international and local laws)
Cultural competence
The ability to interact effectively with people of different cultures
Cultural intelligence (CQ)
includes four key aspects: the motivation to learn about new cultures (CQ Drive), understanding how culture affects behavior (CQ Knowledge), being open to cultural differences (CQ Strategy), and acting in ways that show cultural adaptation (CQ Action).
Diversity opportunities/challenges
Opportunities:
- Innovation (Diverse teams bring unique perspectives)
- Customer Connection (Increase Market Understanding)
- Global Talent Pool
Challenges:
- Inclusion and Equity: Ensuring that diversity is supported by inclusive practices to avoid alienation.
- Communication Barriers
- Managing Bias: Eliminating conscious and unconscious biases in recruitment and promotion processes.
Diversity is …
refers to various demographics, including gender, age, ethnicity, race, sexual orientation, location, nationality, disability status, and more. The broader the range of these demographics, the more diverse the organization.
Inclusion is …
An inclusive environment ensures that all employees are respected, valued, and heard, regardless of their differences, making them feel welcome and cared for.
Equity is …
ensures that all employees have equal opportunities, are treated fairly, and receive the necessary resources to succeed, regardless of their background.
Belonging is …
All employees should feel accepted, valued, and heard at work. Belonging is about creating psychological safety within teams, where everyone feels comfortable expressing themselves without fear of judgment or retribution.
Types of diversity
Surface-level: Observable differences in people, including race, age, ethnicity, physical abilities, physical characteristics, and gender
Separation refers to differences in position or opinion among group members, reflecting disagreement or opposition. It often involves dissimilar attitudes or values, particularly related to group goals or processes.
Deep-level: Individual differences that cannot be seen directly, including goals, values, personalities decision-making styles, knowledge, skills, abilities, and attitudes
Reverse mentoring
pairing a junior employee with a senior employee to transfer technical/computer skills from the junior employee to the senior one
Negative/Positive aspects of older workers
Negative:
Increased health-care costs for senior workers
Blocking advancement opportunities for younger workers
Higher wage & salary costs for senior workers
Positive:
As productive or more productive than younger workers
Have more organizational loyalty than younger workers
Possess broader industry knowledge & professional networks
Barriers to Inclusion
-Cultural Barriers: Differences in language, customs, and religious practices.
-Stereotypes and Prejudices: Gender, age, or cultural stereotypes leading to exclusion.
-Limited Representation in Leadership: Lack of diverse role models in senior positions.
Types of discrimination
-sexual harassment
-insults
-exclusison
Types of lawful Employment Discrimination
-Emiratization
-Age Restrictions for Specific Roles
-Physical Fitness Requirements
Intersectionality
Intersectionality is the concept that looks at how different social categories, like race, gender, age, class, religion, and disability, overlap and interact, creating unique experiences of discrimination, privilege, or disadvantage for individuals.
Key Principles of Intersectionality
- Overlapping identities mean that individuals experience discrimination or privilege based on a combination of their identities, not in isolation. For example, a woman of color may face both racial and gender discrimination at the same time.
- Complex inequalities mean that differences in power and treatment are not separate, but work together to create unique experiences. Intersectionality shows how these inequalities intersect and affect individuals in different ways.
Sources of Ethical Guidance
- religious texts and holy books
- conscience and societal mores
- role models—our parents, friends.
legislating ethics
- Anti-Corruption Laws
- Corporate Governance
- Labor Ethics
Promoting Social Ethics
Tolerance Laws
Cyber Ethics
Ethical Legislation in Financial Sectors
- Anti-Money Laundering (AML) Regulations
- Whistleblowing Policies
Ethics Officer
The ethics officer is the point person in guiding everyone in the company toward ethical actions.
Carroll’s Pyramid of Corporate Social Responsibility
Economic responsibilities
These include providing rewards to the owners, paying employees fairly and selling products at a fair price to consumers. A business has an economic responsibility to survive.
Legal responsibilities
This means that businesses should follow the law and not act illegally.
Ethical responsibilities
A business will have responsibilities over and above their legal requirements. Managers may decide to do the ‘right thing’.
Philanthropic responsibilities
This focuses on businesses actively trying to help society, for example, by improving the quality of each employee’s working life.
Social audit
A social audit is a review of a company’s activities to assess its social impact. It looks at key areas like social responsibility, communication, employee treatment, confidentiality, and leadership. (pollution control, corporate giving, and involvement in community projects)
HRM is
Human Resource Management (HRM) is the process of hiring, training, evaluating, and rewarding employees while ensuring their well-being, safety, and fair treatment to help the organization achieve its goals.
