Human Behavior on Organizations GENDER

Midterms, Chapter 2
Gender
➔ Do women perform as well on the job as
DIVERSITY IN ORGANIZATIONS
men? Few, if any, important differences,
but:
Levels of Diversity
- Women in male domains are perceived as less
1. Surface-Level Diversity - differences in age, likable, more hostile, and less desirable as
supervisors
race, gender, etc... Less significant over time.
- Women are less likely to be assigned
2. Deep-Level Diversity - differences in challenging positions.
personality and values. More important in the
long run. - Women often earn less than men in the same
position

- Women face maternal wall bias

DISCRIMINATION

Discrimination is one of the primary factors that RACE AND ETHNICITY

prevent diversity, whether the discrimination is
overt or covert. U.S. Census Bureau:
A. Recognizes 7 racial groups
➔ To discriminate is to note a difference B. Distinguishes between native English
between things referring to stereotypes speakers and Hispanics
about groups of people and assumptions
Research shows that:
that everyone in a group is the same.
➔ Individuals slightly favor colleagues of
➔ This type of discrimination can be their own race in performance
harmful to organizations and employees. evaluations, promotion decisions, and
pay raises

➔ Racial and ethnic minorities report

BIOGRAPHICAL CHARACTERISTICS higher levels of discrimination in the
workplace.

AGE ➔ African Americans tend to fare worse

than Whites in employment decisions.
The relationship between age and performance
➔ Some industries are less racially diverse
is important because:
than others.
➔ The workforce is aging.
DISABILITY
➔ Mandatory retirement is outlawed.
Americans with Disabilities Act
PHILS: - requires employers to make reasonable
➔ Military personnel must leave the service accommodations for people with
on reaching 56 years of age. physical or mental disabilities.

➔ Under the Philippine Labor Code, the Philippines – Magna Carta for the Disabled
default mandatory retirement age is at
least 60 years but not over 65 years old
 - No disabled persons shall be denied employees based on their sexual
access to opportunities for suitable orientation.
employment.

4. Transgender - An umbrella term for people

- A qualified disabled employee shall be whose gender identity and/or expression is
subject to the same terms and conditions different from cultural expectations based on the
of employment and the same sex they were assigned at birth.
compensation, privileges, benefits,
fringe benefits, incentives or allowances ➔ Companies are also beginning to
as a qualified able-bodied person. establish policies regarding transgender
employees. Today’s global companies do
well to understand and respect the
cultural identities of their employees,
OTHER BIOGRAPHICAL both as groups and as individuals.
CHARACTERISTICS

5. Gender Identity - One's innermost concept of

1. Tenure - expressed as work experience is a self as male, female, a blend of both or neither –
good predictor of employee productivity. how individuals perceive themselves and what
Seniority is negatively related to absenteeism. they call themselves. One's gender identity can
be the same or different from their sex assigned
In addition, the longer an individual has been in at birth.
a job, the less likely the individual is to quit.
Tenure and job satisfaction is positively related.
6. Cultural Identities of its employees should
look beyond accommodating its majority groups
1. Religion. and instead create as much of an individualized
➔ Even so, religion is still an issue in OB, approach to practices and norms as possible.
especially when it comes to Islam.
Evidence shows that people are
discriminated against for their Islamic ● An act prohibiting discrimination on the
faith. basis of ethnicity, race, religion or belief,
sex, gender, sexual orientation, gender
➔ Muslims are not respectful of women. identity, gender expression, civil status
Many Christians believe they do not need and hiv status Pending in the Committee
to work on Sundays. (11/27/2017)

➔ Conservative Jews believe they should ● SOGIE Equality Act in the Lower House
not work on Saturdays. (7th day on its third and final reading (9/20/2017)
Adventist)

➔ Religious individuals also believe they

have an obligation to express their
beliefs in the workplace.
ABILITY
3. Sexual Orientation - is an inherent or
immutable enduring emotional, romantic or An individual’s current capacity to perform the
sexual attraction to other people. various tasks in a job.

➔ Many organizations have implemented

1. Intellectual Abilities - Abilities needed to
their own policies protecting employees
on the basis of sexual orientation. perform mental activities.

➔ In addition, many states and

municipalities also have laws to protect
2. Physical Abilities – the capacity to do tasks among African American, Hispanic, and White
that demand stamina, dexterity (skill, agility), managers.
and strength, and similar characteristics.

Research on hundreds of jobs has identified nine DIVERSITY IN GROUPS

basic abilities needed in the performance of
physical tasks.
Does diversity help or hurt group performance?
The answer is both– it depends on the
Individuals differ in the extent to which they
characteristic of interest. Diversity in some traits
have each of these abilities.
can hurt team performance, but in other cases
can facilitate it.

IMPLEMENTING DIVERSITY Leverage differences for superior performance

MANAGEMENT STRATEGIES DIVERSITY
MANAGEMENT – The most important way is to emphasize the
higher-level similarities among members. It
means that groups of diverse individuals will be
Makes everyone more aware of and sensitive to much more effective if leaders can show how
the needs and differences of others. members can have a common interest in the
group’s success.

ATTRACTING, SELECTING, Transformational leaders are those who

DEVELOPING, AND RETAINING emphasize higher-order goals and values in their
DIVERSE EMPLOYEES
leadership style and are more effective at
managing diverse teams.
To enhance workforce diversity, organizations
should target underrepresented groups through
ads in publications geared toward certain
DIVERSITY IN GROUPS
demographic groups, recruiting at universities
and colleges with significant members of
minorities, and forming partnerships with Have Three distinct components.
associations that represent women and
minorities. ➔ Teach managers about the legal
framework for equal employment
opportunity and encourage fair
Organizations should also take care to ensure treatment of all people regardless of
that hiring decisions are bias free, and that their demographic characteristics
career advancement decisions are fair and
objective. Research shows that individuals who ➔ Teach managers how a diverse
share workforce will be better able to serve a
personality traits with their co-workers are more diverse group of customers and clients
likely to be promoted, but in collectivist societies, ➔ Foster personal development practices
similarity to supervisors is very important to that bring out the skills and abilities of
career advancement, while in individualistic all workers
cultures similarity to peers is more important.

Studies also show that a positive diversity

climate is related to organizational commitment
(The degree of loyalty an individual feels toward
the organization) and lower turnover intentions