Exploring management 3rd ch16

• What should we know about diversity among global cultures?... Diversity in the Workplace• There is a business case for diversity • Inclusive organizational cultures value and support

Chapter 16

Diversity and

Global Cultures

• What should we know about diversity in the workplace?

• What should we know about diversity

among global cultures?

Diversity 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

Business 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

Business and Diversity

• Multi-cultural organization

– Based on pluralism and operates with inclusivity and respect for diversity

Business and Diversity

• Organizational subcultures

– Groups that share interests or characteristics

• Occupations

• Ethnicity

• Religion

• Gender

• Generations

Business and Diversity

• Glass Ceiling

– Career advancement barrier to women and minorities

Business and Diversity

• Biculturalism

– Minority members adopt characteristics of majority cultures in order to succeed

Managing 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

Managing Diversity

Global 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

Culture Shock

• Culture shock comes from discomfort in cross-cultural situations

• Stages include:

Confusion Small victories Honeymoon Irritation and anger Reality

Cultural Intelligence

• Cultural intelligence includes

– Self awareness

– Flexibility

– Sensitivity

– Willingness to learn

– Willingness to

modify behavior

• 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

• Monochronic

– People tend to do one thing at a time

• Polychronic

– People accomplish many different things at once

• Proxemics

– How people use interpersonal space to communicate

• The degree to which a society accepts unequal distribution of power

• The degree to which a society tolerates risk and uncertainty

• The degree to which a society emphasizes individuals and their self-interests

Individualism-collectivism

• The degree to which a society values assertiveness and materialism versus relationships, feelings and quality of life

Masculinity-femininity

• The degree to which a society values short term or long term goals

Time Orientation

Culture

• Hofstede’s five value differences among national cultures:

Hofstede’s Five Values

• Ecological fallacy

– Mistaken belief that a generalization about a culture applies equally to everyone in that culture

– Example: does he represent all

Americans?

• Power distance

• Uncertainty avoidance

• Gender egalitarianism

• Future orientation

• Institutional collectivism

• In-group collectivism

• Assertiveness

• Performance orientation

• Humane orientation