MGMT 372 Quiz 1 (Chapter 2)

Diversity

Refers to the variety of observable and unobservable similarities and differences among people; more than just physical demographics

Equity

Creating fair access, opportunity, and advancement for all types of different people

Inclusion

The extent to which all team members, employees, and other people feel valued and a sense of belonging within a given organizational setting

Types of diversity

Surface-level, deep-level

Surface-level diversity

Refers to observable differences in people

Deep-level diversity

Refers to individual differences that cannot be discerned directly; have stronger effects on group and organizational performance

Intersectionality

Refers to the fact that we all simultaneously belong to more than one demographic category

Separation diversity

Refers to differences in position or opinion among group members reflecting disagreement or opposition

Variety diversity

Exists when there are meaningful differences in a certain type or category (expertise, knowledge, functional background)

Disparity diversity

Reflects differences in the concentration of valuable social assets or resources

Reciprocal mentoring

Matches senior employees with diverse junior employees to allow both to learn more about a different group

Barriers in workplace to inclusion

Like me bias, stereotypes, prejudice, perceived threat of loss, ethnocentrism, unequal access to organizational networks

Like me bias

Tending to choose or associate with people that we perceive to be like ourselves, whether consciously or unconsciously

Stereotypes

Beliefs about an individual or a group based on the idea that everyone in that particular group will behave in the same way

Perceived threat of loss

If people think there’s a direct threat to their own career opportunities, they may feel the need to protect their own prospects by impeding on the prospects of others

Ethnocentrism

Reflects the belief that one’s own language, native country, and cultural norms are superior to all others

Unequal access to organizational networks

Formal and informal networks that influence knowledge sharing, resource accessibility, and work opportunities; women and minorities often excluded from informal organizational networks

Title VII of the Civil Rights Act of 1964

Prohibits discrimination in the workplace based on race, color, religion, sex, sexual orientation, transgender status, or national origin

Globalization

The internationalization of business activities and the shift toward an integrated global economy

Contributions to international trade

Communication and transportation improvements, international expansion to increase markets, international expansion to control costs, response to competition

Cultural competence

The ability to interact effectively with people of different cultures

Culture

The set of shared values that help people in a group understand which actions are considered acceptable and which are unacceptable

Individualism

The extent that people in a culture define themselves primarily as individuals rather than as a part of one or more groups/organizations

Collectivism

People tend to base their identities on the group/organization to which they belong

Power distance (orientation to authority)

The extent to which people accept as normal an unequal distribution of power

Uncertainty avoidance (preference for stability)

The extent to which people feel threatened by unknown situations and prefer to be in clear and unambiguous situations

Masculinity

The extent to which the dominant values in a society emphasize aggressiveness and the acquisition of money and other possessions

Global perspective

Willingness to be open and learn from alternative systems and meanings of other people and cultures, capacity to avoid assuming that people everywhere are the same

Technology

Refers to the methods used to create products (including physical goods and intangible services)

Manufacturing

Form of business that combines and transforms resources into tangible outcomes that are then sold to others

Service organization

One that transforms resources into an intangible output and creates times or place utility for its customers

Cycle time

The time that it takes a firm to accomplish some recurring activity or function from beginning to end

Ethics

A person’s beliefs regarding what is right or wrong in a given situation

Most ethical dilemmas faced by managers relate to

How an organization treats its employees, how employees treat the organization, how employees and the organization treat other economic agents

Corporate governance

The oversight of a public corporation by its board of directors

Corporate social responsibility

Includes businesses living and working together for the common good and valuing human dignity

Corporate sustainability

Intentions to protect the natural environment → “green” strategy

International Organization for Standardization (ISO)

Has environmentally related standards and publishes management standards

Knowledge workers

Employees that add value simply because of what they know → usually experts in some abstract knowledge base

Outsourcing

The practice of hiring other firms to do work previously performed by the organization itself → helps firms focus on their core activities to avoid getting sidetracked

Offshoring

Outsourcing to other countries in order to lower labor costs

Contingent workers

People who work for an organization on something other than a permanent or full-time basis

Psychological contract

A person’s overall set of expectations regarding what they will contribute to the organization and what the organization will provide in return

Individual’s contributions to an organization

Effort, ability, loyalty, skills, time, competencies

Organization’s inducements to an individual

Pay, job security, benefits, career opportunities, status, promotion opportunities