Organizational Behavior and Management_2.pptx

It is based on a course related to tourism and hospitality management. This ppy+tx will help you by guiding you through your organizational life and personal life as well.

1. Chapter Two Diversity, Equity, and Inclusion

2. Diversity Workforce Diversity refers to the heterogeneous characteristics that make up organizations, work groups, and teams. Surface-level Diversity Differences in easily perceived characteristics, such as gender, race, ethnicity, or age, 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

3. Age Age in the workforce is likely to be an issue of increasing importance during the coming era. The young workforce is the largest portion in developing world the workforce is aging worldwide in most developed countries Positive aspects- experience, judgment, a strong work ethic, and a commitment to quality Negative aspects - being behind the times, grumpy, and inflexible

4. Gender Gender discrimination in the workplace refers to unfair treatment or bias against individuals based on their gender.  This can manifest in various ways, including unequal pay, limited promotion opportunities biased hiring practices harassment Ethnic and other diversity Religious differences Special requirements Cultural Tightness–looseness - refers to the degree to which there are clear, pervasive norms within societies, a clear understanding of sanctions for violating those norms, and no tolerance for deviating from those norms.

5. Cross-Cultural Organizational Behavior Geert Hofstede’s Cross-Cultural Framework Power Distance A national culture attribute that describes the extent to which a society accepts that power in institutions and organizations is distributed unequally. Uncertainty Avoidance A national culture attribute that describes the extent to which a society feels threatened by uncertain and ambiguous situations and tries to avoid them. Individualism A national culture attribute that describes the degree to which people prefer to act as individuals rather than as members of groups. Collectivism A national culture attribute that describes a tight social framework in which people expect others in groups of which they are a part to look after them and protect them.

6. Cross-Cultural Organizational Behavior (OB) Geert Hofstede’s Cross-Cultural Framework (contd) Long-term Orientation A national culture attribute that emphasizes the future, thrift, and persistence. Short-term Orientation A national culture attribute that emphasizes the past, honors traditions, and upholds its image. Masculinity A national culture attribute that describes the extent to which the culture favors traditional masculine work roles of achievement, power, and control. Societal values are characterized by assertiveness and materialism. Femininity A national culture attribute that indicates little differentiation between male and female roles; a high rating indicates that women are treated as the equals of men in all aspects of the society.

7. Diversity Management DIVERSITY MANAGEMENT The use of evidence based strategies to manage and leverage the inherent diversity of the workforce. EQUITY Striving to provide access to the same opportunities for all workers, recognizing that some people are afforded privileges while others are confronted with barriers. INCLUSION Creating an environment in which all people feel valued, welcomed, and included.

8. Diversity Management Leading for Diversity to take an active role as leaders to develop personal knowledge, skills, and competencies related to diversity management. To promote inclusion, leaders need to first focus on themselves with a sense of humility, authenticity, and understanding of their own diverse characteristics. Diversity Training and Development Diversity Recruitment and Staffing target recruitment messages to specific demographic groups that are underrepresented in the workforce

9. Diversity Management Affirmative action in the workplace refers to policies and practices designed to promote equal employment opportunities for individuals from groups historically underrepresented or marginalized.  Bangladesh Constitution - Articles 28(4) and 29(3) allow for special consideration for women, children, and any backward sections of citizens as historical evidence underscores discrimination against such groups, resulting in societal inequalities. Quota system Educational support Training and Development