Chapter 2

Question 1

Culinary Model of Organizational Diversity

Answer 1

• Jelly bean model: Diversity refers to the mixture of colored beans in the jar
• Salad: Ingredients usually eaten together, if you don’t like one you can pich them out
• Stew/soup: Each is affected by the presence of others in a way that cannot be undone by removing one of them
• Melting pot: New ingredients (people) are absorbed into the culture so that their orgininal attributes are no longer recognizable

Question 2

3 Organizational Conditions (Roosevelt, Thomas, 1991)

Answer 2

• Affirmative Action (AA): Exclusion due to prejudice –> intervention needed
• Valuing differences (VD): Increase awareness of and respect for differences
• Managing Diversity (MD): Form of organization development since it requires systematic changes in fundamental procedures and policies. (takes most time and commitment)

Question 3

Discrimination-and-fairness

Answer 3

Emphasizes fairness and legal compliance as reasons to change the organization’s employees and structure to become more representative of society.

Question 4

Access-and-legitimacy

Answer 4

Leaders work to increase diversity thinking that it will improve access and response to diverse customer bases

Question 5

Learing-and-effectiveness

Answer 5

Goes beyond the other 2 paradigms by ‘internalizing differences among employees so that the organization learns and grows because of them’

Question 6

Assimilation

Answer 6

Members of the minority group are expected to adapt to the dominant group’s culture, leaving their own behind

Question 7

Separation

Answer 7

An incoming group resists adaptation and continues to function without significant change within pockets of the larger system

Question 8

Mutual adaptation

Answer 8

Change occurs in both directions; each group adapts in some ways to the other culture

Question 9

Deculturation

Answer 9

The primary or receiving culture may weaken and be displaced by a confusing, chaotic and unstable new reality

Question 10

Monolithic organization

Answer 10

Internally homogenous in terms of culture and demographic factors. Organizational systems and norms reflect those of the dominant majority (usually white men), and others are expected to assimilate to this biased environment

Question 11

Plural organization

Answer 11

This type has more members of different races and sexes, but they are likely to work mainly in certain area’s or levels of the organization and socialize only on a limited basis across these divides. Cultural differences –> tension + conflict

Question 12

Multicultural organization

Answer 12

Seldom fully realized, diversity is valued and appreciated

Question 13

Informal integration

Answer 13

Social and casual inclusion of different others into the organization (having lunch together)

Question 14

Structural integration

Answer 14

The placement in a variety of areas within the larger entity

Question 15

Surface-level diversity

Answer 15

Visible differences among people (age, disability status)

Question 16

Deep-level diversity

Answer 16

Differences that became apparent as individuals interacted (personality, cognitive skills, mental health, attitudes)

Question 17

Types of diversity

Answer 17

• Separation: people differ along one dimension, such as liking for football (attitudes, opinions or values)
• Variety: When there are 47 differences among group members (knowledge, skill or information)
• Disparity: some indiviuals have much more of a resource valued within the group, negative consequences (money, power, status or authority)

Question 18

MIPEX

Answer 18

Great resoure for how easy it is for a migrant to be welcomed in a specific country. High score means better conditions for migrants.