Topic 2 Culture and Diversity

Question 1

The appreciation or devaluation of another individual, group, characteristic, viewpoint or behavior based on one’s personal world view, beliefs and experiences

Answer 1

Bias

Question 2

A group of individuals with a pattern of values and philosophy that outwardly reject the surrounding culture

Answer 2

Counterculture

Question 3

The denial of equal treatment or opportunities.

Answer 3

Discrimination

Question 4

Describes differences among people with respect to age, race, ethnicity, gender, ability and sexual orientation

Answer 4

Diversity

Question 5

Similarity of cultural patterns
Is not necessarily race based
There can be multiple ethnic groups within a particular ‘race’

Answer 5

Ethnicity

Question 6

The degree to which the organization’s culture respects and values diversity

Answer 6

Inclusivity

Question 7

Acceptance and respect for diversity and individual differences

Answer 7

Multiculturalism

Question 8

An attitude of dislike or hostility towards individuals based on their membership in a particular group

Answer 8

prejudice

Question 9

Refers to visible and inherited physical characteristics and differences

Answer 9

Race

Question 10

A one-sided exaggerated and normally prejudicial view of a group, or class of people. Often there is resistant to change

Answer 10

Stereotype

Question 11

A group of individuals with a unique pattern of values and philosophy that are not consistent with the organization’s dominant values and/or philosophy

Cultures based on shared work responsibilities and/or personal characteristics.

Answer 11

Subculture

Question 12

This policy confirmed:
the rights of Aboriginal peoples
the formal status of Canada’s two official languages, English and French

Answer 12

1971 Multiculturalism Policy

Question 13

Became even more inclusive. Changes included:
formal statements of support for the maintenance of languages other than Canada’s two official languages,
mandating programs and practices that enhance community participation for all citizens
mandating programs and practices that enhance understanding and respect for diversity, and
requiring the collection of statistical data measuring the outcomes of these initiatives.

Answer 13

1988 Multiculturalism Act

Question 14

*general environment
*It is a system of shared meaning held by members that distinguishes the organization from other organizations
*contributes to the long-term performance of an organization.

Answer 14

Organizational culture

Question 15

Respect for individual, groups and organizations
influences what an organization can accomplish and how they do it.

Answer 15

Culture

Question 16

shapes attitudes,
reinforces beliefs,
directs behaviour

Answer 16

Internal culture

Question 17

Characteristics of organizational culture

Answer 17

Innovation and risk taking
Attention to detail
Outcome orientation
People orientation
Team orientation
Aggressiveness
Stability

Question 18

*In a strong culture, the organization’s core values are intensely held and widely shared
*Influence the behavior of members
*Increase cohesiveness
*Result in lower employee turnover
*A strong culture has a clear vision of the organization and all employees work hard to support and accomplish it. In these organizations:
*Dysfunctional work behaviours are discouraged
*Members do things for and with each other in the best interests of the organization
*Emphasize teamwork
*Allow for risk-taking
*Encourage innovation, and
*The well-being of employees are a top priority

Answer 18

Strong culture

Question 19

Core Cultural values

Answer 19

Performance excellence
Innovation
Social responsibility
Integrity
Worker involvement
Customer service
teamwork

Question 20

How Employees Learn Culture

Answer 20

Stories
Rituals
Material symbols
Language

Question 21

Characteristics of Multicultural organizations

Answer 21

1.Pluralistic- all cultures are respected and invited to participate in setting values, policies, and processes
2.Structural integration- minority culture members are represented in all jobs
3.Informal Network integration- mentors and support groups to assist minority culture members
4. Absence of Prejudice and discrimination
5. Minimum intergroup conflict
6. A shared understanding of what the organization stands for
6. A concern for individuals over rules, policies, procedures and adherence to duties
7. Recognition of staff who demonstrate the philosophy of the organization
8. Belief in ritual and ceremony as important to members
9. Belief that what people do is important

Question 22

Common subcultures include

Answer 22

1. Occupational- nursing staff
2. Functional -All HIM Staff
3. Ethnic or National
4. Racial
5. Generational- older and younger workers
6. Gender

Question 23

Factors that shape cultures

Answer 23

External: organizations, groups, and people with whom an organization interacts and conducts business.

Internal: how an organization deals with its staff

Question 24

External Factors influencing Culture

Answer 24

An organization must demonstrate to the ‘outside world’ its culture – is the organization open and transparent about what it does, how it provides services, etc.
Includes important stakeholders such as:
Customers – in health care, the client/patient
Competitors – in health care, hospitals are always comparing themselves to others
Regulators – in health care, government

Question 25

Internal Factors influencing Culture

Answer 25

The creation of a collective identity and finding ways to work together. Develop an understanding of acceptable and unacceptable behavior. Internal integrations considers: What is our unique identity? Who is a ‘member’? How do we communicate? How do we work together?

Question 26

differences in age, race, gender etc. Less significant over time Biographical characteristics: age, gender, ethnicity, disability, and immigration status Diverse points of view are a strength: generates better understanding of diverse customers’ needs more creativity and innovation and broader social justice through inclusion Variations in surface-level characteristics may still be the basis for discrimination against classes of employees.

Answer 26

Surface-level diversity

Question 27

differences in personality and values. Become more significant over time

Answer 27

Deep-level diversity

Question 28

Common Diversity Biases

Answer 28

Prejudice Job Discrimination Glass Ceiling Sexual harassment Verbal abuse Pay discrimination

Question 29

What is Managing Diversity?

Answer 29

“Planning and implementing organizational systems and practices to manage people so that the potential advantages of diversity are maximized while its potential disadvantages are minimized" Managing diversity allows an organization to develop a reputation as an employer of choice

Question 30

create upward mobility for minorities and women

Answer 30

Affirmative Action

Question 31

Build quality relationships with respect for diversity

Answer 31

valuing differences

Question 32

achieve full utilization of diverse human resources

Answer 32

managing diversity

Question 33

Steps to Cultural Diversity

Answer 33

1. leadership driven 2. Staff oriented 3. Client oriented 4. Information Driven

Question 34

Strategies for Effective Inclusive Workplace Practices

Answer 34

provide support: Mentoring Support networks Training and career development opportunities establish a system of rewards consequences for not participating.

Question 35

Challenges to Implementing Inclusive Practices

Answer 35

increase cost can produce resistance w/o support from the top, unlikely to succeed

Question 36

Workplace Diversity Program

Answer 36

To successfully integrate all people into complex organizations, and to achieve the best results from diverse people, a Workplace Diversity Program is an excellent process. There are many components to such a program including: Staff training Mechanisms to attract diverse people to the facility

Question 37

Developing a Workplace Diversity Program

Answer 37

1. Identify current state of the program 2. Identify what the program will achieve 3. Decide how the program will be developed and implemented. 4. link initiative to larger organizational 5. identify the necessary resources 6. Ensure that upper management is committed to the program and has input 7. Evaluate the ongoing changes in your organization 8. Highlight incentives for staff

Question 38

Attracting People from Diverse Cultural Backgrounds

Answer 38

1,Provide access to training and development opportunities 2. Establish mentoring and ‘buddy’ programs 3. Introduce programs to help improve language skills, 4. both written and verbal 5. Recognize religious festivities 6. Establish a database of language and cultural skills, for specialized projects

Question 39

Attracting People with a Disability

Answer 39

1.Ensure information about employment opportunities is available in accessible formats 2.Provide a single point of contact for people with a disability 3.Providing support with induction and special equipment.

Question 40

Benefits of Diversity

Answer 40

1. Improves personal/interpersonal communications 2. Improves team functioning and performance 3. Increases creativity and innovation 4. Increases the capacity for problem solving 5. Provides a broader range of ideas and insights to draw on in decision making and policy development 6. Enhances availability of opportunities 7. Improves staff health and well being

Question 41

Cost of Ignoring Diversity

Answer 41

Time money unhealthy workplace tensions increased conflict between staff inability to attract and retain talented people complaints and legal actions Lost investments in recruitment and training

Question 42

Effective Diversity Programs

Answer 42

1. Teach managers about the legal framework for equal employment opportunity. 2. Encourage fair treatment of all people regardless of their demographic characteristics. 3. Teach managers how a diverse workforce will be better able to serve a diverse group of customers and clients. 4. Foster personal development practices that bring out the skills and abilities of all workers

Question 43

Implications for Managers

Answer 43

1.Understand and share with employees your organization’s antidiscrimination policies. 2. Challenge your stereotype beliefs to increase your objectivity. 3. Look beyond characteristics and consider the individual’s capabilities. 4. Evaluate what accommodations a person with disabilities will need and then fine-tune the job to that person’s abilities. 5. Understand and respect the unique characteristics of your employees; be fair but individualistic

Question 44

Managing diversity will enable the organization to:

Answer 44

1. attract the best talent from a competitive labor pool 2. save time and money in staffing turnover costs 3. develop strength in dealing with diverse customers 4. create work teams high in creativity and innovation