Chapter 2 - Diversity in organizations

Satisfaction

________ tends to increase among professionals as they age.

GMA

General mental ability (________): overall factor of intelligence, as suggested by the positive correlations among specific intellectual ability dimensions.

Deep

________- level diversity: differences in values, personality, and work preferences that become progressively more important for determining similarity as people get to know one another better.

Stamina

________: ability to continue maximum effort requiring prolonged effort over time.

Ability

________: individuals capacity to perform the various tasks in a job.

Balance

________: ability to maintain equilibrium despite forces pulling off ________.

Physical abilities

________: capacity to do tasks that demand stamina, dexterity, strength, and similar characteristics.

Intellectual abilities

________: capacity to do mental activities- thinking, reasoning, and problem solving.

Surface level diversity

________: differences in easily perceived characteristics, such as gender, race, ethnicity, age, or disability, that do not necessarily reflect the ways people think or feel but that may activate certain stereotypes.

Discrimination

________: noting of a difference between things; often we refer to unfair discrimination, which means making judgments about individuals based on stereotypes regarding their demographic group.

Gender bias

________ is still present in managers when selecting candidates.

Dynamic flexibility

________: ability to make rapid, repeated flexing movements.

Explosive strength

________: ability to expend a maximum of energy in one or a series of explosive acts.

diverse clients

Diverse workforce= target more ________.

Body coordination

________: ability to coordinate the simultaneous actions of different parts of the body.

Surface-level diversity

Differences in easily perceived characteristics, such as gender, race, ethnicity, age, or disability, that do not necessarily reflect the ways people think or feel but that may activate certain stereotypes

Deep-level diversity

Differences in values, personality, and work preferences that become progressively more important for determining similarity as people get to know one another better

Discrimination

Noting of a difference between things; often we refer to unfair discrimination, which means making judgments about individuals based on stereotypes regarding their demographic group

Biographical characteristics

Personal characteristics such as age, gender, race, and length of tenure that are objective and easily obtained from personnel records. These characteristics are representative of surface-level diversity.

Ability

Individual’s capacity to perform the various tasks in a job

Intellectual abilities

Capacity to do mental activities - thinking, reasoning and problem solving

General mental ability (GMA)

Overall factor of intelligence, as suggested by the positive correlations among specific intellectual ability dimensions

Physical abilities

Capacity to do tasks that demand stamina, dexterity, strength and similar characteristics

Dynamic strength

Ability to exert muscular force repeatedly or continuously over time

Trunk strength

Ability to exert muscular strength using the trunk (particularly abdominal) muscles

Static strength

Ability to exert force against external objects

Explosive strength

Ability to expend a maximum of energy in one or a series of explosive acts

Extent flexibility

Ability to move the trunk and back muscles as far as possible

Dynamic flexibility

Ability to make rapid, repeated flexing movements

Body coordination

Ability to coordinate the simultaneous actions of different parts of the body

Balance

Ability to maintain equilibrium despite forces pulling off balance

Stamina

Ability to continue maximum effort requiring prolonged effort over time

Diversity management

Process and programs by which managers make everyone more aware of and sensitive to the needs and differences of others