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slideshow on the benefits of diversity; primary and secondary dimensions of diversity; assimilation and diversification
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Diversity Powerpoint
Presentation on the definition of diversity, identifying diversity, and acknowledging the benefits of diversity.
Diversity
The document discusses workplace diversity and how to manage it effectively. It defines diversity as recognizing, appreciating, and utilizing the unique talents of all individuals. It also discusses the challenges of managing a diverse workforce, such as resistance to change, interpersonal conflicts, and retention issues. However, it notes that diversity can provide benefits like new ideas, better problem solving, and an improved company image. It provides tips for managing diversity, such as embracing multiculturalism, recruiting broadly, selecting employees fairly, providing training, and being flexible. The conclusion states that diversity increases innovation if managed properly.
Diversity In The Workplace
This document summarizes key points from a Harvard Business Review article about embracing diversity in the workplace. It discusses how Marshall Goldsmith argues that differences can help build great organizations, but also create tension that leaders must understand and spread throughout an organization. It also notes that today's diverse workforce in terms of skills, lifestyles, religions, genders, and ages is a competitive advantage if an organization changes to succeed in a changing marketplace and consumer base.
diversity
This document defines diversity as differences between people in terms of characteristics like race, gender, age, religion, and disability. It discusses diversity management in recruitment, training, communication, and career management. The benefits of diversity include greater innovation, creativity, and problem-solving abilities in diverse groups. However, diversity can also lead to issues like conflict, harassment, and lower satisfaction. Managing diversity effectively presents challenges with communication, resistance to change, and implementation. The conclusion states that embracing diversity inspires high performance and allows organizations to better serve diverse customers and markets.
Diversity in the workplace
This document discusses diversity and managing diversity in the workplace. It begins by defining diversity and providing examples of diverse attributes such as age, gender, religion, and disability. It then addresses challenges of diversity like biases, barriers, and stereotyping. The document emphasizes that managing diversity creates business benefits such as access to a wider talent pool, better decision-making, and improved productivity and morale. It provides tips for effective diversity management, including promoting awareness, fostering open communication, implementing fair policies, and ongoing diversity training. The overall message is that a diverse and inclusive workforce reflects the changing world and strengthens an organization.
Cultural Diversity
Cultural values form the core of cultures and can include factors like time orientation, family obligations, communication patterns, interpersonal relationships, gender, education, socioeconomic status, and religious beliefs. Cultural diversity is important for businesses and communities to not only survive but thrive, as all community members need to feel respected and utilized. A culturally diverse workplace can provide benefits like improved customer service, access to new markets, and innovative ideas from a range of viewpoints, while a lack of diversity can lead to tensions, low morale, and poorer service quality.
Diversity Awareness in the Workplace
This presentation expands the notion of diversity far beyond racial and gender stereotypes to help viewers value the differences that everyone brings to the organization.
Cultural and diversity awareness workshop
This document discusses cultural and diversity awareness. It defines prejudice and discrimination and encourages sharing experiences of feeling included and excluded. It emphasizes the importance of making people feel included by remembering names, listening, involving everyone, and understanding different abilities, cultures, values and beliefs. It also discusses disability, mental health, well-being, and indicators of mental distress. The document stresses cultural awareness, including different concepts of culture, language barriers, and cultural differences regarding etiquette, socializing, religion, gender, and relationships. It encourages learning names, engaging with other cultures, and focusing on open-minded communication and understanding differences.
Empfohlen
Diversity Powerpoint
Presentation on the definition of diversity, identifying diversity, and acknowledging the benefits of diversity.
Diversity
The document discusses workplace diversity and how to manage it effectively. It defines diversity as recognizing, appreciating, and utilizing the unique talents of all individuals. It also discusses the challenges of managing a diverse workforce, such as resistance to change, interpersonal conflicts, and retention issues. However, it notes that diversity can provide benefits like new ideas, better problem solving, and an improved company image. It provides tips for managing diversity, such as embracing multiculturalism, recruiting broadly, selecting employees fairly, providing training, and being flexible. The conclusion states that diversity increases innovation if managed properly.
Diversity In The Workplace
This document summarizes key points from a Harvard Business Review article about embracing diversity in the workplace. It discusses how Marshall Goldsmith argues that differences can help build great organizations, but also create tension that leaders must understand and spread throughout an organization. It also notes that today's diverse workforce in terms of skills, lifestyles, religions, genders, and ages is a competitive advantage if an organization changes to succeed in a changing marketplace and consumer base.
diversity
This document defines diversity as differences between people in terms of characteristics like race, gender, age, religion, and disability. It discusses diversity management in recruitment, training, communication, and career management. The benefits of diversity include greater innovation, creativity, and problem-solving abilities in diverse groups. However, diversity can also lead to issues like conflict, harassment, and lower satisfaction. Managing diversity effectively presents challenges with communication, resistance to change, and implementation. The conclusion states that embracing diversity inspires high performance and allows organizations to better serve diverse customers and markets.
Diversity in the workplace
This document discusses diversity and managing diversity in the workplace. It begins by defining diversity and providing examples of diverse attributes such as age, gender, religion, and disability. It then addresses challenges of diversity like biases, barriers, and stereotyping. The document emphasizes that managing diversity creates business benefits such as access to a wider talent pool, better decision-making, and improved productivity and morale. It provides tips for effective diversity management, including promoting awareness, fostering open communication, implementing fair policies, and ongoing diversity training. The overall message is that a diverse and inclusive workforce reflects the changing world and strengthens an organization.
Cultural Diversity
Cultural values form the core of cultures and can include factors like time orientation, family obligations, communication patterns, interpersonal relationships, gender, education, socioeconomic status, and religious beliefs. Cultural diversity is important for businesses and communities to not only survive but thrive, as all community members need to feel respected and utilized. A culturally diverse workplace can provide benefits like improved customer service, access to new markets, and innovative ideas from a range of viewpoints, while a lack of diversity can lead to tensions, low morale, and poorer service quality.
Diversity Awareness in the Workplace
This presentation expands the notion of diversity far beyond racial and gender stereotypes to help viewers value the differences that everyone brings to the organization.
Cultural and diversity awareness workshop
This document discusses cultural and diversity awareness. It defines prejudice and discrimination and encourages sharing experiences of feeling included and excluded. It emphasizes the importance of making people feel included by remembering names, listening, involving everyone, and understanding different abilities, cultures, values and beliefs. It also discusses disability, mental health, well-being, and indicators of mental distress. The document stresses cultural awareness, including different concepts of culture, language barriers, and cultural differences regarding etiquette, socializing, religion, gender, and relationships. It encourages learning names, engaging with other cultures, and focusing on open-minded communication and understanding differences.
Diversity at workplace
This document discusses communication in a diverse environment. It begins by defining environment and culture. Culture includes knowledge, beliefs, arts, laws, customs, and habits acquired as a member of society. There are three levels of culture that influence international business: national culture, business culture, and organizational culture. National culture is dominant within a country's boundaries and affects language and laws. Business culture provides norms for conducting business. Organizational culture refers to shared philosophies within a company. There are also primary and secondary dimensions of diversity like gender, age, race, education, and work background. The document outlines elements of culture like language, religion, attitudes, and beliefs. It emphasizes that managing diversity can provide benefits like diverse ideas but also
DIVERSITY POWERPOINT
ReadySetPresent (DiversityPowerPoint Presentation Content): 100+ PowerPoint presentation content slides. Recognizing the unique characteristics of each individual creates a more interesting, stimulating and valuable workplace for everyone. Diversity PowerPoint Presentation Content slides include topics such as: the various aspects of diversity, 5 slides on understanding diversity, 4 examples of innovative diversity programs, 4 types of workforce benefits, 6 key goals of diversified corporations, 20+ slides on diversity in business and how to efficiently manage your workforce, 8 leadership characteristics important to tackling diversity, 4 slides on enacting change, 4 examples on how to reword an issue, promoting safe communication outlets, the 4 areas impacted by diversity management, 8 slides on how to: recruit, retain, benchmark, train and communicate, 5 slides on the 3 stages of workforce demographic change, measuring productivity and investment potential, 6 slides on the 5 step process of organizational change, 6 slides on catering to your consumer market, 3 common methods of risk diversification, 12 slides on methods and programs organizations can use to diversify, and more!
Diversity in the workplace
Here are a few points to consider in this case study:
- Forcing social interactions could backfire and create resentment. People naturally gravitate towards others with shared backgrounds and experiences.
- However, greater socializing across cultures may foster understanding and collaboration over time. Bringing people together casually in low-pressure settings could help break down barriers.
- Rather than taking unilateral action, the employee should discuss observations respectfully with coworkers and managers to get input and buy-in. A top-down diversity initiative may be more effective than individual efforts.
- The work environment appears functional as is. Forcing integration risks undermining that if coworkers feel pressures on their personal lives and friendships. Voluntary participation is
Cultural Diversity by PSHE
This document discusses cultural diversity in Britain. It notes that Britain has long benefited from cultural diversity and is now one of the most culturally diverse countries in the world. It values community cohesion and ensuring equal opportunities for all. Britain's culture has been heavily influenced by different immigrant cultures, such as Indian curry becoming a popular dish. Cultural diversity in Britain can be traced back through its history, with each group of settlers contributing different aspects of their culture.
Diversity, Equity, and Inclusion for Students
Today’s college students arrive on campus with increasingly diverse backgrounds and experiences. That’s why EVERFI and University of California Santa Cruz teamed up to create Diversity, Equity & Inclusion for Students. Watch this free webinar to learn how to provide your students with tangible strategies for creating a respectful and welcoming campus environment.
Diversity and inclusion
Diversity and Inclusion are fundamental to our culture and core values, fostering an innovative, collaborative and high-energy work environment. By embracing an inclusive culture that supports diverse talent, our people collaborate successfully and enable Tatva Leadership to compete effectively in the global marketplace.
Introduction to Workplace Diversity and Inclusion
This document provides an introduction to diversity and inclusion in the workplace. It discusses creating an inclusive workplace and developing global competencies for a diverse workforce, including knowledge, understanding, acceptance, and behaviors when interacting with those different from oneself. It also addresses dealing with stereotypes and developing a diversity action plan. The facilitator is John R. Day from the Office of Diversity Education Planning.
Diversity And Inclusion
The document discusses the importance of diversity and inclusion in the workplace, defining key terms and outlining best practices for effectively managing diversity such as emphasizing its value, eliminating misconceptions, improving management, and developing greater productivity while enhancing human relations by respecting differences among all individuals. It also addresses challenges like discrimination and biases that can arise without proper diversity management.
Cultural Diversity
This includes parameters to define cultural diversity and what is cultural diversity at work places,how to manage it followed by Indian cultural diversity
Cultural diversity
This document discusses cultural diversity and various aspects of culture. It begins by defining culture and identifying different categories and levels of culture. It then examines elements of culture like language, narratives, practices, and taboos. It discusses perspectives on culture and explores industry, tourist, host, and tourism cultures. It analyzes organizational cultures like bureaucratic, clan, entrepreneurial, and market cultures. Finally, it touches on cultural diversity, managing diversity, and includes a case study on Disney expanding to Hong Kong.
Importance of diversity in
This document defines diversity and cultural competency in the workplace. It defines diversity as acceptance and respect of individuals' unique differences along dimensions such as race, gender, and beliefs. Workforce diversity refers to people with different qualities and cultural backgrounds. Diversity is important for organizations to build the best teams and be competitive globally. The document outlines four leadership competencies: personal literacy, social literacy, business literacy, and cultural literacy. It concludes by reflecting on improving cultural competency and working in a global society.
Managing diversity
This document discusses managing diversity in the workplace. It defines diversity as acknowledging differences among people in age, class, ethnicity, gender, ability, race, spirituality, and economic status. Managing diversity means planning systems to maximize the benefits of diversity while minimizing disadvantages. A diverse workforce can stimulate creativity, improve customer service, enhance problem-solving, and create a flexible and happy workforce. Challenges include ensuring fairness, managing resistance to change, and reducing conflicts. The document recommends creating an inclusive environment, avoiding stereotyping, and employing diversity managers.
Workplace Diversity
The document discusses diversity training and initiatives in the workplace and their effects on recruiting and retaining a diverse workforce. It presents the widely held beliefs that diversity training is effective for this purpose and benefits business, but the reality is that while training may increase diversity, it does little to retain diverse employees. Few organizations properly evaluate their diversity programs. Effective strategies for recruiting and retaining diversity include setting goals, implementing coordinated programs with accountability, voluntary training, and examining company culture.
25 diversity and inclusion activities.
Diversity and Inclusion Speaker Jamahl Keyes shares 25 breakthrough activities that he shares in his Diversity and Inclusion workshops.
Cultural Diversity
The document discusses several aspects of cultural diversity and their impact on communication. It explores how culture is shaped by various factors like music, behavior, gender, language, religion and more. Some of the key communication challenges discussed are nonverbal cues, stereotypes, different communication and cognitive styles, values and accents. The document emphasizes understanding different cultural needs and perspectives to improve intercultural communication and finding a workplace culture that suits one's own needs and preferences.
Diversity Management The Challenges And Opportunities
Managing diversity in organizations is important for several reasons. A diverse workforce can lead to greater creativity and innovation through different perspectives. It can also improve a company's public image and expand its markets. However, diversity also presents challenges like resistance to change, interpersonal conflicts, and backlash. The best companies manage diversity effectively by embracing diversity, recruiting and selecting employees fairly, providing training, being flexible, and avoiding stereotypes. They recognize diversity as an asset rather than just a legal requirement.
Promoting diversity and inclusion in the workplace: hhs presentation
This document discusses promoting diversity and inclusion in the workplace. It covers defining diversity, leadership commitment, organizational culture, employee development, workforce demographics, community involvement, and return on investment. It provides examples of components to consider in each area, such as establishing diversity goals, training programs, recruitment statistics, and community partnerships. Metrics and assessment questions are also presented to evaluate diversity and inclusion efforts.
Multiculturalism and Diversity in the Workplace
The Home Depot introduced its Multiculturalism Initiative to promote an inclusive work environment. It aims to embrace diversity and ensure all associates feel valued. The initiative involves assessing the company's current diversity efforts, identifying gaps like increasing diverse hiring and flexibility, and developing a strategic plan. This includes programs to promote diversity, provide work-life balance, and prevent harassment. Progress will be evaluated using job satisfaction surveys, business scorecards, and analytics to revise the plan and ensure it achieves the goal of an inclusive environment where all associates can contribute fully.
how to describe the workplace diversity?
Workplace diversity refers to human characteristics that make people different, such as gender, age, ethnicity, religion, and other attributes. A diverse workforce presents both challenges and opportunities for human resource management. Managing diversity effectively requires attracting and maintaining a workforce that reflects society, promoting sensitivity to differences, and addressing varying employee needs, values, and expectations. A diverse workforce can provide competitive advantages through improved marketing, creativity, problem-solving, and flexibility. However, human resource management must also deal with issues like stereotypes, misunderstandings, and maintaining a work-life balance for all employees.
Cultural stereotypes
Cultural stereotyping occurs when people make assumptions about others based on attributes like gender, ethnicity, or language without considering individuals. Common stereotypes include assuming girls are dramatic, boys are troublesome, Asians are smart but bad drivers, and blacks are criminals. Stereotypes shape expectations of children and differences are stereotyped between genders. Problems with stereotyping include making decisions about people without knowledge, not seeing individuals, and limiting skills development. Effects are decreased employee morale, productivity, and retention as well as reduced communication and teamwork.
How do consumer characteristics influence buying behaviour?
This document discusses factors that influence consumer buying behavior. It analyzes how cultural, social, and personal characteristics impact preferences and choices. Cultural factors include values, religion, and geographic differences. Social influences consist of primary groups like family and friends, as well as secondary groups like religion and nationality. Personal determinants range from age, occupation, and lifestyle to personality and self-concept. Understanding how these internal and external influences shape consumer behavior can help companies better target and serve customer needs.
The-Concept-of-Culture.pptx
The document discusses the concept of culture from anthropological and sociological perspectives. It defines culture as the knowledge, beliefs, values, and other capabilities that are learned and transmitted between generations in a society. The document outlines several key characteristics of culture, including that it is dynamic, learned, symbolic, and shared. It also identifies several core elements that make up culture, such as symbols, language, values, beliefs, norms, and material and non-material aspects.
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Was ist angesagt?
Diversity at workplace
This document discusses communication in a diverse environment. It begins by defining environment and culture. Culture includes knowledge, beliefs, arts, laws, customs, and habits acquired as a member of society. There are three levels of culture that influence international business: national culture, business culture, and organizational culture. National culture is dominant within a country's boundaries and affects language and laws. Business culture provides norms for conducting business. Organizational culture refers to shared philosophies within a company. There are also primary and secondary dimensions of diversity like gender, age, race, education, and work background. The document outlines elements of culture like language, religion, attitudes, and beliefs. It emphasizes that managing diversity can provide benefits like diverse ideas but also
DIVERSITY POWERPOINT
ReadySetPresent (DiversityPowerPoint Presentation Content): 100+ PowerPoint presentation content slides. Recognizing the unique characteristics of each individual creates a more interesting, stimulating and valuable workplace for everyone. Diversity PowerPoint Presentation Content slides include topics such as: the various aspects of diversity, 5 slides on understanding diversity, 4 examples of innovative diversity programs, 4 types of workforce benefits, 6 key goals of diversified corporations, 20+ slides on diversity in business and how to efficiently manage your workforce, 8 leadership characteristics important to tackling diversity, 4 slides on enacting change, 4 examples on how to reword an issue, promoting safe communication outlets, the 4 areas impacted by diversity management, 8 slides on how to: recruit, retain, benchmark, train and communicate, 5 slides on the 3 stages of workforce demographic change, measuring productivity and investment potential, 6 slides on the 5 step process of organizational change, 6 slides on catering to your consumer market, 3 common methods of risk diversification, 12 slides on methods and programs organizations can use to diversify, and more!
Diversity in the workplace
Here are a few points to consider in this case study:
- Forcing social interactions could backfire and create resentment. People naturally gravitate towards others with shared backgrounds and experiences.
- However, greater socializing across cultures may foster understanding and collaboration over time. Bringing people together casually in low-pressure settings could help break down barriers.
- Rather than taking unilateral action, the employee should discuss observations respectfully with coworkers and managers to get input and buy-in. A top-down diversity initiative may be more effective than individual efforts.
- The work environment appears functional as is. Forcing integration risks undermining that if coworkers feel pressures on their personal lives and friendships. Voluntary participation is
Cultural Diversity by PSHE
This document discusses cultural diversity in Britain. It notes that Britain has long benefited from cultural diversity and is now one of the most culturally diverse countries in the world. It values community cohesion and ensuring equal opportunities for all. Britain's culture has been heavily influenced by different immigrant cultures, such as Indian curry becoming a popular dish. Cultural diversity in Britain can be traced back through its history, with each group of settlers contributing different aspects of their culture.
Diversity, Equity, and Inclusion for Students
Today’s college students arrive on campus with increasingly diverse backgrounds and experiences. That’s why EVERFI and University of California Santa Cruz teamed up to create Diversity, Equity & Inclusion for Students. Watch this free webinar to learn how to provide your students with tangible strategies for creating a respectful and welcoming campus environment.
Diversity and inclusion
Diversity and Inclusion are fundamental to our culture and core values, fostering an innovative, collaborative and high-energy work environment. By embracing an inclusive culture that supports diverse talent, our people collaborate successfully and enable Tatva Leadership to compete effectively in the global marketplace.
Introduction to Workplace Diversity and Inclusion
This document provides an introduction to diversity and inclusion in the workplace. It discusses creating an inclusive workplace and developing global competencies for a diverse workforce, including knowledge, understanding, acceptance, and behaviors when interacting with those different from oneself. It also addresses dealing with stereotypes and developing a diversity action plan. The facilitator is John R. Day from the Office of Diversity Education Planning.
Diversity And Inclusion
The document discusses the importance of diversity and inclusion in the workplace, defining key terms and outlining best practices for effectively managing diversity such as emphasizing its value, eliminating misconceptions, improving management, and developing greater productivity while enhancing human relations by respecting differences among all individuals. It also addresses challenges like discrimination and biases that can arise without proper diversity management.
Cultural Diversity
This includes parameters to define cultural diversity and what is cultural diversity at work places,how to manage it followed by Indian cultural diversity
Cultural diversity
This document discusses cultural diversity and various aspects of culture. It begins by defining culture and identifying different categories and levels of culture. It then examines elements of culture like language, narratives, practices, and taboos. It discusses perspectives on culture and explores industry, tourist, host, and tourism cultures. It analyzes organizational cultures like bureaucratic, clan, entrepreneurial, and market cultures. Finally, it touches on cultural diversity, managing diversity, and includes a case study on Disney expanding to Hong Kong.
Importance of diversity in
This document defines diversity and cultural competency in the workplace. It defines diversity as acceptance and respect of individuals' unique differences along dimensions such as race, gender, and beliefs. Workforce diversity refers to people with different qualities and cultural backgrounds. Diversity is important for organizations to build the best teams and be competitive globally. The document outlines four leadership competencies: personal literacy, social literacy, business literacy, and cultural literacy. It concludes by reflecting on improving cultural competency and working in a global society.
Managing diversity
This document discusses managing diversity in the workplace. It defines diversity as acknowledging differences among people in age, class, ethnicity, gender, ability, race, spirituality, and economic status. Managing diversity means planning systems to maximize the benefits of diversity while minimizing disadvantages. A diverse workforce can stimulate creativity, improve customer service, enhance problem-solving, and create a flexible and happy workforce. Challenges include ensuring fairness, managing resistance to change, and reducing conflicts. The document recommends creating an inclusive environment, avoiding stereotyping, and employing diversity managers.
Workplace Diversity
The document discusses diversity training and initiatives in the workplace and their effects on recruiting and retaining a diverse workforce. It presents the widely held beliefs that diversity training is effective for this purpose and benefits business, but the reality is that while training may increase diversity, it does little to retain diverse employees. Few organizations properly evaluate their diversity programs. Effective strategies for recruiting and retaining diversity include setting goals, implementing coordinated programs with accountability, voluntary training, and examining company culture.
25 diversity and inclusion activities.
Diversity and Inclusion Speaker Jamahl Keyes shares 25 breakthrough activities that he shares in his Diversity and Inclusion workshops.
Cultural Diversity
The document discusses several aspects of cultural diversity and their impact on communication. It explores how culture is shaped by various factors like music, behavior, gender, language, religion and more. Some of the key communication challenges discussed are nonverbal cues, stereotypes, different communication and cognitive styles, values and accents. The document emphasizes understanding different cultural needs and perspectives to improve intercultural communication and finding a workplace culture that suits one's own needs and preferences.
Diversity Management The Challenges And Opportunities
Managing diversity in organizations is important for several reasons. A diverse workforce can lead to greater creativity and innovation through different perspectives. It can also improve a company's public image and expand its markets. However, diversity also presents challenges like resistance to change, interpersonal conflicts, and backlash. The best companies manage diversity effectively by embracing diversity, recruiting and selecting employees fairly, providing training, being flexible, and avoiding stereotypes. They recognize diversity as an asset rather than just a legal requirement.
Promoting diversity and inclusion in the workplace: hhs presentation
This document discusses promoting diversity and inclusion in the workplace. It covers defining diversity, leadership commitment, organizational culture, employee development, workforce demographics, community involvement, and return on investment. It provides examples of components to consider in each area, such as establishing diversity goals, training programs, recruitment statistics, and community partnerships. Metrics and assessment questions are also presented to evaluate diversity and inclusion efforts.
Multiculturalism and Diversity in the Workplace
The Home Depot introduced its Multiculturalism Initiative to promote an inclusive work environment. It aims to embrace diversity and ensure all associates feel valued. The initiative involves assessing the company's current diversity efforts, identifying gaps like increasing diverse hiring and flexibility, and developing a strategic plan. This includes programs to promote diversity, provide work-life balance, and prevent harassment. Progress will be evaluated using job satisfaction surveys, business scorecards, and analytics to revise the plan and ensure it achieves the goal of an inclusive environment where all associates can contribute fully.
how to describe the workplace diversity?
Workplace diversity refers to human characteristics that make people different, such as gender, age, ethnicity, religion, and other attributes. A diverse workforce presents both challenges and opportunities for human resource management. Managing diversity effectively requires attracting and maintaining a workforce that reflects society, promoting sensitivity to differences, and addressing varying employee needs, values, and expectations. A diverse workforce can provide competitive advantages through improved marketing, creativity, problem-solving, and flexibility. However, human resource management must also deal with issues like stereotypes, misunderstandings, and maintaining a work-life balance for all employees.
Cultural stereotypes
Cultural stereotyping occurs when people make assumptions about others based on attributes like gender, ethnicity, or language without considering individuals. Common stereotypes include assuming girls are dramatic, boys are troublesome, Asians are smart but bad drivers, and blacks are criminals. Stereotypes shape expectations of children and differences are stereotyped between genders. Problems with stereotyping include making decisions about people without knowledge, not seeing individuals, and limiting skills development. Effects are decreased employee morale, productivity, and retention as well as reduced communication and teamwork.
Was ist angesagt? (20)
Diversity Management The Challenges And Opportunities
Diversity Management The Challenges And Opportunities
Promoting diversity and inclusion in the workplace: hhs presentation
Promoting diversity and inclusion in the workplace: hhs presentation
Ähnlich wie Diversity
How do consumer characteristics influence buying behaviour?
This document discusses factors that influence consumer buying behavior. It analyzes how cultural, social, and personal characteristics impact preferences and choices. Cultural factors include values, religion, and geographic differences. Social influences consist of primary groups like family and friends, as well as secondary groups like religion and nationality. Personal determinants range from age, occupation, and lifestyle to personality and self-concept. Understanding how these internal and external influences shape consumer behavior can help companies better target and serve customer needs.
The-Concept-of-Culture.pptx
The document discusses the concept of culture from anthropological and sociological perspectives. It defines culture as the knowledge, beliefs, values, and other capabilities that are learned and transmitted between generations in a society. The document outlines several key characteristics of culture, including that it is dynamic, learned, symbolic, and shared. It also identifies several core elements that make up culture, such as symbols, language, values, beliefs, norms, and material and non-material aspects.
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Discussion InstructionPrior to beginning work on this discussion.docx
Discussion Instruction
Prior to beginning work on this discussion, review the illustration of 10 clusters of world culture below according to GLOBE in Northouse (2018).
Choose one of the 10 clusters and identify key elements a leader needs to understand to be effective in leading an organization in that country cluster
Clusters of World Cultures
GLOBE researchers divided the data from the 62 countries they studied into regional clusters.1 These clusters provided a convenient way to analyze the similarities and differences between cultural groups (clusters) and to make meaningful generalizations about culture and leadership.
To create regional clusters, GLOBE researchers used prior research (e.g., Ronen & Shenkar, 1985), common language, geography, religion, and historical accounts. Based on these factors, they grouped countries into 10 distinct clusters: Anglo, Germanic Europe, Latin Europe, Sub-Saharan Africa, Eastern Europe, Middle East, Confucian Asia, Southern Asia, Latin America, and Nordic Europe (Figure 16.1). These 10 regional clusters are the groupings that were used in all of the GLOBE studies.
To test whether the clusters, or groups of countries, were valid, researchers did a statistical analysis of questionnaire data collected from individuals in each of the clusters. Their results indicated that the scores of respondents within a cluster correlated with one another but were unrelated to the scores of respondents in different clusters. From these findings, they concluded that each cluster was unique. In sum, these regional clusters represented a valid and reliable way to differentiate countries of the world into 10 distinct groups.
Figure 16.1 Country Clusters According to GLOBE
Source: From Culture, Leadership, and Organizations: The GLOBE Study of 62 Societies, by R. J. House, P. J. Hanges, M. Javidan, P. W. Dorfman, and V. Gupta (Eds.). Copyright 2004 by SAGE Publications, Inc. Reprinted with permission.
However, further research has pointed out that there are limitations to the clusters developed by the GLOBE studies (Brewer & Venaik, 2014). For example, India, which falls into the regional cluster of Southern Asia, has been found to have nine distinct subcultural regions, some of whose values are in contradiction to others (Dheer, Lenartowicz, & Peterson, 2015).
Characteristics of Clusters
In an effort to characterize the regional clusters, GLOBE researchers analyzed data from each of the regions using the dimensions of culture described earlier. Table 16.1 provides a classification of the cultural clusters in regard to how they scored on each cultural dimension. In the table, the nine cultural dimensions are listed in the left-hand column; the high-score and low-score regional clusters are provided in the next two columns. These are the regional clusters that were significantly higher or lower on particular dimensions than other regions. From these data, several observations can be made about the characteristics of these re ...
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- 2. Diversity refers to those human qualities that are different from our own and outside the groups to which we belong, yet are present in other individuals and groups. nagaRAJU
- 3. 1 2 3 4 Differentiate between assimilation and pluralism nagaRAJU
- 5. nagaRAJU Find differences between you and another participant
- 6. nagaRAJU 1. One step to the right 2. One step to the left
- 7. nagaRAJU
- 9. nagaRAJU Race Gender Two Categories
- 11. nagaRAJU 1. new ideas and opinions 2. increased team morale and motivation 3. more enthusiastic and active members 4. collaborative environment 5. increased membership and retention 6. new projects and ways of doing things 7. new resources 8. acceptance of change 9. pluralistic environment
- 12. nagaRAJU
- 13. nagaRAJU What kind of culture existed in the Land of Penguins? (conformity, sameness, resistance to change, assimilation) How did their organizational culture affect the others? (unappreciated, didn’t feel valued, demotivated, frustrated) What were the disadvantages of the organization? (sacrificed creativity, lost productivity, advantage of individual skills not taken) Did the Land of Penguins embrace diversity? (yes, no)
- 14. nagaRAJU How much did the penguins benefit from the diverse talents and skills of other birds? What were the advantages of the Land of Penguins organization? (stability, everyone knew what was expected) Penguins practised a form of diversity called “assimilation.”
- 17. nagaRAJU Does you club restrict membership to intentionally exclude any dimension of diversity?
- 18. nagaRAJU
- 19. nagaRAJU
- 20. 1 2 3 4 Differentiate between assimilation and pluralism nagaRAJU
Hinweis der Redaktion
- Do you believe that leadership skills are in born, or acquired? Have you been a lion longer than 4 years? Are you older than 40? Which do you like? Coffee or tea? Which skills are more important for a leader – communication skills or conflict resolution skills? Are you a creative thinker? Though we may be similar to one another in some ways, we may be very different from one another in other ways. A group of similar people can represent diverse opinions, thoughts, ideas, genders, ages, races, and appearances. This diversity can encourage new perspectives, ideas, and ways of doing things that we might not have considered before.