2: Managing Demographic and Cultural Diversity
- Page ID
- 34440
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\(\newcommand{\avec}{\mathbf a}\) \(\newcommand{\bvec}{\mathbf b}\) \(\newcommand{\cvec}{\mathbf c}\) \(\newcommand{\dvec}{\mathbf d}\) \(\newcommand{\dtil}{\widetilde{\mathbf d}}\) \(\newcommand{\evec}{\mathbf e}\) \(\newcommand{\fvec}{\mathbf f}\) \(\newcommand{\nvec}{\mathbf n}\) \(\newcommand{\pvec}{\mathbf p}\) \(\newcommand{\qvec}{\mathbf q}\) \(\newcommand{\svec}{\mathbf s}\) \(\newcommand{\tvec}{\mathbf t}\) \(\newcommand{\uvec}{\mathbf u}\) \(\newcommand{\vvec}{\mathbf v}\) \(\newcommand{\wvec}{\mathbf w}\) \(\newcommand{\xvec}{\mathbf x}\) \(\newcommand{\yvec}{\mathbf y}\) \(\newcommand{\zvec}{\mathbf z}\) \(\newcommand{\rvec}{\mathbf r}\) \(\newcommand{\mvec}{\mathbf m}\) \(\newcommand{\zerovec}{\mathbf 0}\) \(\newcommand{\onevec}{\mathbf 1}\) \(\newcommand{\real}{\mathbb R}\) \(\newcommand{\twovec}[2]{\left[\begin{array}{r}#1 \\ #2 \end{array}\right]}\) \(\newcommand{\ctwovec}[2]{\left[\begin{array}{c}#1 \\ #2 \end{array}\right]}\) \(\newcommand{\threevec}[3]{\left[\begin{array}{r}#1 \\ #2 \\ #3 \end{array}\right]}\) \(\newcommand{\cthreevec}[3]{\left[\begin{array}{c}#1 \\ #2 \\ #3 \end{array}\right]}\) \(\newcommand{\fourvec}[4]{\left[\begin{array}{r}#1 \\ #2 \\ #3 \\ #4 \end{array}\right]}\) \(\newcommand{\cfourvec}[4]{\left[\begin{array}{c}#1 \\ #2 \\ #3 \\ #4 \end{array}\right]}\) \(\newcommand{\fivevec}[5]{\left[\begin{array}{r}#1 \\ #2 \\ #3 \\ #4 \\ #5 \\ \end{array}\right]}\) \(\newcommand{\cfivevec}[5]{\left[\begin{array}{c}#1 \\ #2 \\ #3 \\ #4 \\ #5 \\ \end{array}\right]}\) \(\newcommand{\mattwo}[4]{\left[\begin{array}{rr}#1 \amp #2 \\ #3 \amp #4 \\ \end{array}\right]}\) \(\newcommand{\laspan}[1]{\text{Span}\{#1\}}\) \(\newcommand{\bcal}{\cal B}\) \(\newcommand{\ccal}{\cal C}\) \(\newcommand{\scal}{\cal S}\) \(\newcommand{\wcal}{\cal W}\) \(\newcommand{\ecal}{\cal E}\) \(\newcommand{\coords}[2]{\left\{#1\right\}_{#2}}\) \(\newcommand{\gray}[1]{\color{gray}{#1}}\) \(\newcommand{\lgray}[1]{\color{lightgray}{#1}}\) \(\newcommand{\rank}{\operatorname{rank}}\) \(\newcommand{\row}{\text{Row}}\) \(\newcommand{\col}{\text{Col}}\) \(\renewcommand{\row}{\text{Row}}\) \(\newcommand{\nul}{\text{Nul}}\) \(\newcommand{\var}{\text{Var}}\) \(\newcommand{\corr}{\text{corr}}\) \(\newcommand{\len}[1]{\left|#1\right|}\) \(\newcommand{\bbar}{\overline{\bvec}}\) \(\newcommand{\bhat}{\widehat{\bvec}}\) \(\newcommand{\bperp}{\bvec^\perp}\) \(\newcommand{\xhat}{\widehat{\xvec}}\) \(\newcommand{\vhat}{\widehat{\vvec}}\) \(\newcommand{\uhat}{\widehat{\uvec}}\) \(\newcommand{\what}{\widehat{\wvec}}\) \(\newcommand{\Sighat}{\widehat{\Sigma}}\) \(\newcommand{\lt}{<}\) \(\newcommand{\gt}{>}\) \(\newcommand{\amp}{&}\) \(\definecolor{fillinmathshade}{gray}{0.9}\)- 2.1: Doing Good as a Core Business Strategy: The Case of Goodwill Industries
- This page discusses Goodwill Industries International, established over a century ago to support marginalized communities, including individuals with disabilities and criminal backgrounds. It reinvests 84% of revenue into employment programs, adapting to local needs through a decentralized structure and emphasizing sustainability.
- 2.2: Demographic Diversity
- This page explores the importance of managing workplace diversity, highlighting its advantages such as enhanced creativity, better customer service, and improved employee satisfaction. However, it also identifies challenges like discrimination and the similarity-attraction phenomenon. The text addresses issues like gender and racial disparities, emphasizing the need for training, structured mentoring, and involving all management levels.
- 2.3: Cultural Diversity
- This page emphasizes the importance of culture—its values, beliefs, and customs—in shaping organizational behavior, particularly within diverse, global workforces. Hofstede's cultural dimensions serve as a framework for understanding these influences, including individualism vs. collectivism and power distance. Challenges such as reverse culture shock and the need for cultural intelligence are highlighted for those transitioning back from living abroad.
- 2.4: The Role of Ethics and National Culture
- This page explores the complexities of managing ethical behavior in diverse workplaces, highlighting how demographic factors and cultural differences shape ethical perceptions. It notes varying ethical standards among genders and age groups and the challenges of global diversity, particularly regarding attitudes towards affirmative action.
- 2.5: Managing Diversity for Success: The Case of IBM
- This page outlines IBM's longstanding commitment to diversity and equality, starting with equal pay for women in 1935 and pioneering maternity leave. Under CEO Louis Gerstner in the 1990s, diversity task forces were created to address specific demographic concerns, enhancing the representation of women and minorities in management. These initiatives fostered a positive workplace culture and are seen as a competitive advantage in the global market.
- 2.6: Conclusion
- This page explores how demographic and cultural diversity affects organizational behavior, emphasizing that effective diversity management can yield competitive benefits despite challenges like human biases and stereotypes. It advocates for fostering an inclusive workplace to improve employee engagement and productivity.
- 2.7: Exercises
- This page outlines three exercises addressing ethical dilemmas and diversity in the workplace. The first examines gender disparities in physical ability tests for police candidates. The second critiques a colleague's democratic leadership style in the context of Indian culture. The final exercise presents HR scenarios related to parental leave, assignment selection based on marital status, religious leave, employee health accommodations, and qualifications-based hiring decisions.