Worker Div

8/13/2019 Worker Div

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Workplace diversity exists when companieshire employees from various backgroundsand experiences.

A diverse workplace is made up of employees

of different races, genders, abilities, ages andcultural differences.

Many companies see workplace diversity asan investment toward building a betterbusiness.

Although workplace diversity provides manybenefits, it also poses many challenges to

employees and managers.


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Communication barriers lead to problems in acompany attempting to create a diverseworkplace.

Employees who oppose workforce diversityusually reject new ideas and make workenvironments more difficult.

Age diversity in working groups or teams is

crucial in producing creative, innovativesolutions in all areas of business.

It is unlawful for a company to discriminateagainst people based on gender.


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Top-managementcommitment andrewards for the

support of diversityare critical ingredientsfor the success ofdiversitymanagementinitiatives


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Insert Table 5.2


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What a Diversity of Employees Provides A variety of points of view and approaches to problems and

opportunities can improve managerial decision making.

Diverse employees can provide a wider range of creativeideas.

Diverse employees are more attuned to the needs of diversecustomers.

Diversity can increase the retention of valued organizational

members. Diversity is expected/required by other firms


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The sum total of ways in which an individualreacts and interacts with others, the measurabletraits a person exhibits.

Personality is the sum total of ways in which anindividual REACTS and INTERACTS with others.

Importance of Measuring Personality of employees

at the work place is ensure hiring decisions aremore objective than subjective.

4-10 2009 Prentice-Hall Inc. All rights reserved.


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Heredity SituationEnvironment


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Style of

Decision Making Judgmental (J)

Perceptive (P)

Preference for

Decision Making Thinking (T)

Feeling (F)

Type of Social

Interaction Introvert (I)

Extrovert (E)

Preference for

Gathering Data Intuitive (N)

Sensing (S)

Myers-Briggs Type Indicator


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Extroversion Introversion

Interest Orientation

E ITalkative,Sociable,

Friendly,

Outspoken

Shy,

Reserved,

Quite,



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Sensing iNtuition

Information

S NOrganised,Focus Detail

Require moreinformation

Prefer tointerpret from

less information,

Able to takeforesee



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Thinking Feeling

Decision

T FReliability oflogical order

cause and effect,

Logic andconsistency

Priorities basedon personal

importance and

values,First look at the

people andspecial

circumstances



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Judgment Perception

Environment Orientation

J PPrefer to getthings decided

systematic

planning

Less Flexible

Spontaneity

Curious

Stay open tonew

information,

Flexible



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ExtroversionAgreeableness

Conscientiousness

Emotional

stability

Openness to

Experience


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The Big Five Personality

Dimensions Extroversion:Outgoing, talkative, sociable, assertive

Agreeableness:Trusting, good natured, cooperative, softhearted

Conscientiousness:Dependable, responsible, achievementoriented, persistent

Emotional stability: Relaxed, secure, unworried

Openness to experience:Intellectual, imaginative,

curious, broad minded


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Major Personality Attributes Influencing

OB

Other KeyPersonalityAttributes

Locusof Control

Self-Esteem

RiskPropensity

Type A and Type BPersonality

MachiavellianPersonality

SelfMonitoring


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Locus of Control

Internal locus of control:belief that one controls

key events and consequences in ones life.

External locus of control: Ones life outcomesattributed to environmental factors such as luck or fate.

As per 11th Edition


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JOB SUITABILITY

INTERNALS

Professional jobs

Managerial jobs

EXTERNALS

Structured jobs

Routine jobs

As per 11th Edition


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Characteristics:

PragmaticMaintains emotional distance

Believes that ends can justify the means

Manipulate moreWin more

Persuaded less

Persuade others more

As 11th per Edition

Machiavellianism


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Job Suitability

For High Machs

Job requiring bargaining skills

Or that offer substantial rewards for winning


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Self Esteem

The degree to which a person likes or dislikes himself

They believe that they possess the ability they need tosucceed at work

And more likely to choose unconventional jobs thanpeople with low self esteem

It is directly related to expectations for success

Two types

1. High Self Esteem

2. Low self Esteem


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High Self Esteem

They believe that they possess the ability they need tosucceed at work

And more likely to choose unconventional jobs thanpeople with low self esteem

They will not be susceptible to the external influences

They are more satisfied with their job


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High Self Monitoring

Capable of presenting striking contradictionsbetween their public persona & private self

Capable of putting different faces for differentaudiences

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