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Exploring Management. Chapter 16. Diversity and Global Cultures . Chapter 16. What should we know about diversity in the workplace? What should we know about diversity among global cultures?. 16.1 Diversity in the Workplace. There is a business case for diversity

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chapter 16

Exploring Management

Chapter 16

Diversity and

Global Cultures

chapter 161
Chapter 16
  • What should we know about diversity in the workplace?
  • What should we know about diversity among global cultures?
16 1 diversity in the workplace
16.1Diversity in the Workplace
  • There is a business case for diversity
  • Inclusive organizational cultures value and support diversity
  • Organizational subcultures can create diversity challenges
  • Minorities and women suffer diversity bias in many situations
  • Managing diversity should be a top leadership priority
diversity in the workplace business and diversity
DIVERSITY IN THE WORKPLACEBusiness and Diversity
  • Diversity
    • Race, gender, age and many other individual differences
  • Inclusivity
    • Degree to which an organization is open to any one who can perform a job regardless of race, gender, age or any other individual difference
diversity in the workplace business and diversity1
DIVERSITY IN THE WORKPLACEBusiness and Diversity
  • Multi-cultural organization
    • Based on pluralism and operates with inclusivity and respect for diversity
diversity in the workplace business and diversity2
DIVERSITY IN THE WORKPLACEBusiness and Diversity
  • Organizational subcultures
    • Groups that share interests or characteristics
      • Occupations
      • Ethnicity
      • Religion
      • Gender
      • Generations
diversity in the workplace business and diversity3
DIVERSITY IN THE WORKPLACEBusiness and Diversity
  • Glass Ceiling
    • Career advancement barrier to women and minorities
diversity in the workplace business and diversity4
DIVERSITY IN THE WORKPLACEBusiness and Diversity
  • Biculturalism
    • Minority members adopt characteristics of majority cultures in order to succeed.
diversity in the workplace managing diversity
DIVERSITY IN THE WORKPLACEManaging Diversity
  • Affirmative action
    • Management commitment to hiring and advancing women and minorities
  • Valuing differences
    • Education and training to understand and respect differences
  • Managing diversity
    • Building an inclusive network that allows everyone to reach his or her potential
16 2 global cultures
16.2Global Cultures
  • Culture shock comes from discomfort in cross-cultural situations
  • Cultural intelligence is the capacity to adapt to foreign cultures
  • The “silent” languages of cultures include context, time and space
  • Hofstede identifies five value differences among national cultures
  • Country clusters show cultural differences
global cultures culture shock
GLOBAL CULTURESCulture Shock
  • Culture shock comes from discomfort in cross-cultural situations
  • Stages include:
global cultures cultural intelligence
GLOBAL CULTURESCultural Intelligence
  • Cultural intelligence includes
    • Self awareness
    • Flexibility
    • Sensitivity
    • Willingness to learn
    • Willingness to modify behavior
global cultures cultures
GLOBAL CULTURESCultures
  • Low-context
    • Emphasize communication via spoken or written words
  • High-context
    • Rely on unspoken or situational cues as well as spoken or written words in communication
global cultures cultures1
GLOBAL CULTURESCultures
  • Monochronic
    • People tend to do one thing at a time
  • Polychronic
    • People accomplish many different things at once
global cultures cultures2
GLOBAL CULTURESCultures
  • Proxemics
    • How people use interpersonal space to communicate
global cultures culture
GLOBAL CULTURESCulture
  • Hofstede’s five value differences among national cultures:
global cultures cultures3
GLOBAL CULTURESCultures
  • Ecological fallacy
    • Mistaken belief that a generalization about a culture applies equally to everyone in that culture
    • Example: does he represent all Americans?
globe dimensions
GLOBE Dimensions
  • Power distance
  • Uncertainty avoidance
  • Gender egalitarianism
  • Future orientation
  • Institutional collectivism
  • In-group collectivism
  • Assertiveness
  • Performance orientation
  • Humane orientation