Definition diversity
“Diversity refers to differences between individuals on any personal
attributes that determine how people perceive one another”
Demographic differences (“background diversity”):
e.g., gender, age, nationality
Job-related differences (“job-relevant diversity”):
e.g. function, education
attributes that determine how people perceive one another”
Demographic differences (“background diversity”):
e.g., gender, age, nationality
Job-related differences (“job-relevant diversity”):
e.g. function, education
Tags: deck 5, diversity
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benefits resulting from diversity
- improved marketplace understanding,
- leadership effectiveness,
- problem-solving
- creativity
- innovation
Tags: deck 5, diversity
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Difference between "Equal opportunities approach" vs. "Diversity management approach"
Das eine versucht zu reagieren Schäden zu verhindern, das diversity-management versucht Vorteile rauszuholen.
Driven by
Equal opportunities: legal and moral concerns
Diversity managment: Business-needs driven
Focus on these outcomes
Equal opportunities: Numbers and problems
Diversity managment: Qualitative and opportunity
Benefits:
Equal opportunities: Opportunities improved for disadvantaged groups
Diversity managment: Opportunities improved for all
employees
Driven by
Equal opportunities: legal and moral concerns
Diversity managment: Business-needs driven
Focus on these outcomes
Equal opportunities: Numbers and problems
Diversity managment: Qualitative and opportunity
Benefits:
Equal opportunities: Opportunities improved for disadvantaged groups
Diversity managment: Opportunities improved for all
employees
Tags: deck 5, Diversity
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10 examples of diversity management techniques
1. Diagnose current situation, set aims, involve top managers
2. Multicultural workshops improving communication
3. Core groups confronting biases and stereotypes
4. Support groups and mentoring for minorities
5. Minority advisory councils reporting to management
6. Positive action programs (e.g. special training) for minorities
7. Appraise and reward managers who develop members of minority groups
8. Use, train and reward diversity champions
9. Measure business benefits (e.g. improved customer relations)
10. Spread ownership (involve not just HR, but all managers)
2. Multicultural workshops improving communication
3. Core groups confronting biases and stereotypes
4. Support groups and mentoring for minorities
5. Minority advisory councils reporting to management
6. Positive action programs (e.g. special training) for minorities
7. Appraise and reward managers who develop members of minority groups
8. Use, train and reward diversity champions
9. Measure business benefits (e.g. improved customer relations)
10. Spread ownership (involve not just HR, but all managers)
Tags: deck5, diversity
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Diversity as a "double-edged sword" means...
Information-decision approach
"give rise to varied ideas, perspectives, knowledge and skills"
"enhance innovation and problem-solving"
Theories of social identity and social categorization
"disrupt group processes, reduce cohesion and engender in-group favouritism by majority members."
Studies usually do not find strong (positive or negative) main effects of diversity on group performance or innovation, but identify circumstances under which diversity is more positively related to such outcomes.
"give rise to varied ideas, perspectives, knowledge and skills"
"enhance innovation and problem-solving"
Theories of social identity and social categorization
"disrupt group processes, reduce cohesion and engender in-group favouritism by majority members."
Studies usually do not find strong (positive or negative) main effects of diversity on group performance or innovation, but identify circumstances under which diversity is more positively related to such outcomes.
Tags: deck 5, diversity
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Diversity-Need-for-Cognition-Study by Kearney + results
Age and education diversity were significantly positively related to the dependent variables only when need for cognition was high.
Tags: diversity, kearney, results
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Diversity-Need-for-Cognition-Study by Kearney:
managerial implications
managerial implications
team leaders should enhance information-processing motivation by
they should enhance information elaboration and team identification by
- engaging in intellectual stimulation,
- emphasizing the value of diverse views
- and increasing accountability for decisions and outcomes
they should enhance information elaboration and team identification by
- stressing interdependence
- and promoting a climate of safety
Tags: deck 5, diversity, kearney
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Additional Kearney Study: transformational leadership as moderator: Results
Transformational leadership (TL) helps to realize the performance potential inherent in educational/nationality diversity
and to alleviate the potential negative effects of age diversity
and to alleviate the potential negative effects of age diversity
Tags: deck 5, diversity, transformational leadership
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Hofstede's cultural value dimensions
1. Power distance
2. Uncertainty avoidance
3. Individualism
4. Masculinity
5. Long-term orientation
2. Uncertainty avoidance
3. Individualism
4. Masculinity
5. Long-term orientation
Tags: culture, diversity, hofstede
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Tags: champion, diversity
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Kartensatzinfo:
Autor: Florian
Oberthema: BWL
Thema: Human Side of Innovation
Schule / Uni: TU Berlin
Ort: Berlin
Veröffentlicht: 13.07.2013
Tags: Innovation
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