Chapter 12

Midterm 2
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Diversity is not...
Affirmative Action
Affirmative ACtion
purposeful steps taken by an organization to create employment opportunities for minorities and women
Diversity makes good business sense
-cost savings-attracting and retaining talent-driving business growth
Surface level diversity
-age-sex-race/ethnicity-mental or physical disabilities
Glass ceiling
the invisible barrier that prevents women and minorities from advancing to the top jobs
Deep Level Diversity
-personality-attitudeslearned only through extended interactions
Big Five dimensions of personality
-extraversion-emotional stability-agreeableness-conscientiousness-openness to experience
extent to which an individual believes there should be power and status differences
believe that virtually any type of behavior is acceptable if it leads to goal accomplishment
Type A/B personality dimensions
Type AType B
extent to which ppl tend toward impatience, hurriedness, and hostility
A - hard driving, competitive, angry, unable to relaxB - easygoing, patient, engage in leisure activities
Locus of Control -internal -external
degree to which people believe that their actions influence what happens to them
Internal - what happens to you is under your controlExternal - what happens to you is beyond your control
Positive Affectivity
consistently focusing on the positive aspects
Negative affectivity
consistently focusing on the negative aspects
Mood linkage
a phenomenon where one worker's negativity spreads to others
Diversity Paradigms
-discrimination and fairness-access and legitimacy-learning and effectiveness
Organizational Plurality
•All members are empowered to contribute in a way that maximizes the benefits to the organization, customers, themselves
•The individuality of each member is respected by not segmenting or polarizing people based on their membership in a group
Diversity Practices
-Diversity Audits-Diversity Pairing-Minority Experiences

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