Loading in 2 Seconds...
Loading in 2 Seconds...
Individual Competencies for Managing Diversity in the Workplace . Part 3. Learning Objectives. What are the developmental stages of “Cultural Competency”? What are the stages of Conflict Escalation & what are the managerial options for addressing conflict?
Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.
Conflict / War
Awareness of Differences
(Parker, p. 80)
Factor Collaborative Competitive
Goal Mutual Gain Self Benefit
Resource View Expandable Fixed-Pie
Relationship Valued Unimportant
View of Other Partner Adversary
Communication Open Controlled
Trust High Limited
Power Shared Coveted
6) Integration, Proficiency
5) Adaptation, Competency
4) Acceptance, Pre–competence
1) Denial & Destructiveness
Inter-Cultural Competence Continuum
~ ~ FEEDBACK ~ ~
Consequences of Action Brings New Awareness
Cox, Taylor, & Beale, R.L. Developing Competency to Manage Diversity. San Francisco, Berrett-Koehler, 1997.
MOTIVATION to CHANGE
Recognition that diversity has effects on behavior and group outcomes.
KNOWLEDGE of TYPE of CHANGE
Acquiring a deeper cognitive grasp of how & why diversity affects performance
Leading effort to alter behavior & performance in workgroup
REFLECTING ON RESULTS
Consequences of action brings new awareness.
be conscious of the"dynamics" when cultures interact
institutionalize cultural knowledge
adapt new actions reflecting an understanding of diversity between and within cultures.Diversity Skills for Managers
One is “Competent” at Managing Diversity if (s)he is able to.
Work, Tasks & Responsibilities
Performance Evaluation & Feedback
Selection & Promotion
Delegation & Empowerment
Assumes that group characteristics apply to every member.
Ascribes negative valence to traits of the group.
Is based on cultural differences verified by empirical research on actual intergroup differences.
Based on concept of “greater probability”
Ascribes neutral or positive valence to traits of the groupDifference between Stereotyping and Valuing Diversity(Understanding - Competency Stage)
Ofori-Dankwa & Julian, p.85-6.
Cox, Taylor, & Beale, R.L. Developing Competency to Manage Diversity. San Francisco, Berrett-Koehler, 1997, pp. 204-207.