This is a preview. Log in to get access Show Abstract Organizations are becoming increasingly diverse in terms of gender, race, ethnicity, and nationality. This diversity brings substantial potential benefits such as better decision making, greater creativity and innovation, and more successful marketing to different types of customers. But, increased cultural differences within a workforce also bring potential costs in higher turnover, interpersonal conflict, and communication breakdowns. To capitalize on the benefits of diversity while minimizing the potential costs, leaders are being advised to oversee change processes toward creating "multicultural" organizations. What are the characteristics of such an organization, and how do they differ from those of the past? What mechanisms are available to facilitate such a change? This article addresses these questions. It also describes a model for understanding the required features of a multicultural organization and reviews tools that pioneering companies have found useful in changing organizations toward the multicultural model. Publisher Information The Academy of Management (the Academy; AOM) is a leading professional association for scholars dedicated to creating and disseminating knowledge about management and organizations. The Academy's central mission is to enhance the profession of management by advancing the scholarship of management and enriching the professional development of its members. The Academy is also committed to shaping the future of management research and education. Founded in 1936, the Academy of Management is the oldest and largest scholarly management association in the world. Today, the Academy is the professional home for more than 18290 members from 103 nations. Membership in the Academy is open to all individuals who find value in belonging. Rights & Usage This item is part of a JSTOR
Collection. INTRODUCTION - managing a culturally diverse workforce by recognizing the characteristics common to specific groups of employees while dealing with employees as individuals and supporting,
nurturing, and utilizing their differences to the organizations advantage DIVERSITY TODAY - conduct of a sexual nature that has negative consequences for employment DIVERSITY TODAY 1. Develop a comprehensive organizationwide policy on
sexual-harassment and present it to all current and new employees. Stress that sexual-harassment will not be tolerated under any circumstances. Emphasis is best achieved when the policy is publicized and supported by top management. MANAGING DIVERSITY VERSUS AFFIRMATIVE ACTION - special effort
to recruit and hire qualified members of groups that have been discriminated against in the past MULTICULTURAL ORGANIZATIONS - an organization that has a low degree of structural integration –
employing few women, minorities, or other groups that differ from the majority – and thus a highly homogenous employee population MULTICULTURAL ORGANIZATIONS - an organization that has a relatively diverse employee population and makes an effort to involve employees from different gender, racial, or cultural backgrounds MULTICULTURAL ORGANIZATIONS - an organization that values cultural diversity and seeks to utilize and encourage it
HOW ORGANIZATIONS CAN CULTIVATE A DIVERSE WORKFORCE 1. Securing top management leadership and commitment HOW ORGANIZATIONS CAN CULTIVATE A DIVERSE WORKFORCE - One way to communicate this commitment to all employees – as well as to the external environment – is to incorporate the organization's attitudes toward diversity into the corporate mission statement and into strategic
plans and objectives. HOW ORGANIZATIONS CAN CULTIVATE A DIVERSE WORKFORCE - The next step is to establish an ongoing assessment of the organization's workforce, culture, policies, and practices in areas such as recruitment, promotions, benefits, and compensation. HOW ORGANIZATIONS CAN CULTIVATE A DIVERSE WORKFORCE - companies can attract a diverse, qualified workforce by using effective recruiting practices, accommodating employees' work and family needs, and offer an alternative work arrangements. HOW
ORGANIZATIONS CAN CULTIVATE A DIVERSE WORKFORCE - traditionally, most management training was based on the unstated assumption that managing means managing a homogenous, often white male, full-time workforce. HOW ORGANIZATIONS CAN CULTIVATE A DIVERSE WORKFORCE - as replacing qualified and
experienced workers becomes more difficult and costly, retaining good workers will become much more important. HOW
ORGANIZATIONS CAN CULTIVATE A DIVERSE WORKFORCE - higher level managers who help ensure that high potential people are introduced to top management and socialized into the norms and values of the organization REVIEW -The labor force is getting older and more racially and ethnically diverse, with a higher proportion of the women. REVIEW - Affirmative action is designed to correct past exclusion of women and minorities from U.S. Organizations. REVIEW - Managing diversity is a bottom line issue. REVIEW - The challenges for managers created by a diverse workforce include decreased group cohesiveness, communication problems, mistrust and tension, and stereotyping.
REVIEW - Categories are based on the organization prevailing assumptions about people and cultures. REVIEW - To be successful, organizational efforts to manage diversity must have top management support and commitment. QUESTIONS QUESTIONS
QUESTIONS QUESTIONS QUESTIONS QUESTIONS QUESTIONS QUESTIONS QUIZ ANSWER QUIZ QUIZ ANSWER QUIZ QUIZ ANSWER QUIZ ANSWER QUIZ QUIZ ANSWER QUIZ ANSWER QUIZ QUIZ ANSWER QUIZ ANSWER QUIZ ANSWER QUIZ ANSWER QUIZ ANSWER QUIZ ANSWER QUIZ QUIZ ANSWER QUIZ QUIZ QUIZ ANSWER QUIZ ANSWER QUIZ ANSWER QUIZ ANSWER QUIZ ANSWER What is defining characteristic of pluralistic organizations?What is a characteristic of pluralistic organizations? acceptance of minority group members into the informal network. The pluralistic organization has some acceptance of minority group members into the informal network, much less discrimination, and less prejudice.
What is one of the disadvantages commonly associated with a diversified workforce?The more diverse workplaces are, the more challenges employees face in communication. Language is the most obvious communication barrier in a diverse workplace with employees from different countries. Cultural differences also impact communication.
What is the largest unemployed minority population in the United States?In 2024, 8.6 percent of the Black or African-American population in the United States were unemployed, the highest unemployment rate of any ethnicity.
Which of the following are the two components of typical diversity training?Broadly, however, diversity training generally involves two components: awareness training and skills training.
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