MGMT 371 1st Edition Lecture 12Outline of Last Lecture I. Human Resources ManagementII. Strategic Human Resources ManagementIII. Federal Legislation and Human Resources Management a. Equal Opportunity and Discrimination Lawsb. Compensation and Benefit Lawsc. Health and Safety LawIV. Nature of CareersV. Finding the Right PeopleVI. Managing TalentVII. 360 FeedbackVIII. Maintaining an Effective WorkforceOutline of Current Lecture I. DiversityII. Managing DiversityIII. Dividends of Diversitya. Positiveb. NegativeIV. Traditional and Inclusive Diversity ModelsV. Factors Shaping Personal Biasa. Prejudiceb. Discriminationc. Stereotypesd. Ethnocentrisme. EthnorelativismVI. Factors Affecting Women’s Careersa. Glass ceilingb. Opt-Out Trendc. AdvantagesVII. Cultural CompetenceCurrent LectureChapter 12 – Diversity- Diversity: all the ways in which employees differThese notes represent a detailed interpretation of the professor’s lecture. GradeBuddy is best used as a supplement to your own notes, not as a substitute.o Difference, foreign, variety, cooperation, perspective, discrimination, conflict, multicultural, ect. - Managing Diversityo Create a climate where:1. Potential advantages are maximizeda. Ex. Cooperating with a variety of perspectives2. Potential disadvantages are minimizeda. Avoid conflict- Dividends of Diversityo Positive: Better use of employees talent Understanding of the marketplace Understanding in Leadership Quality of team problem solvingo Negative Cost from high turnover, absenteeism, lawsuits- Traditional VS. Inclusive Diversityo Traditional Model of Diversity includes the following factors Race, gender, lifestyle, pay level, disability, ageo Inclusive Model of Diversity includes the following factors Race, personality, nationality, position, military experience, work style, language, parent, income, competency, function, pay level, lifestyle, gender- Factors Shaping Personal Biaso Prejudice Different = deficiento Discrimination: act out towards the target of prejudiceo Stereotypes: rigid, exaggerated, irrational belief about a particular group Stereotype Threat: psychological experience of a worker who is aware of stereotype that his group won’t perform a task wello Ethnocentrism: group X is superior to all others Monoculture: there is one way to do things, one set of values or beliefso Ethnorelativism: all groups are inherently equal Pluralism: an organization accommodates several subcultures, includes employees who might otherwise feel isolated- Factors Affecting Women’s Careerso Glass ceiling: invisible barrier that separates women and minorities from top management positionso Opt-Out Trend: getting off the fast track and even leaving an organization Typically so they can have and raise childreno Female advantages – More collaborative Less hierarchal Relationship oriented- Because they take care of children More in tune with the global-multicultural environment- Cultural Competence: ability to interact effectively with different cultures- Implementing a Diversity Plan1. Uncover problems in and organization2. Strengthen top management commitment3. Chose solutions to fit balanced strategy4. Demand results and revisit goals5. Maintain momentum to change culture- Initiatives and programs o Expand recruiting effortso Establish mentor relationshipso Accommodate special needso Diversity skills trainingo Sexual harassment awarenesso Multicultural teamso Employee network