Lecture 11 (Organizational culture & diversity) Flashcards
(24 cards)
Tokenism meaning
the practice of doing something (such as hiring a person who belongs to a minority group) only to prevent criticism and give the appearance that people are being treated fairly
What is the Bechdel test
The test asks whether a work features at least two female characters who have a conversation about something other than a man.
affirmative action
increasing workplace and educational opportunities for people who are underrepresented in various areas of our society
Equal employment opportunity (EEO)
laws prohibiting specific types of job discrimination in certain workplace
Forced diversity
Organizations mandating the inclusion of individuals from diverse backgrounds rather than organically fostering an inclusive environment
three levels of organizational culture
- Artifacts: Visual organizational structures and processes (these are hard to decipher).
- Espoused Values: Strategies, goals, philosophies (espouse justifications).
- Basic Underlying Assumptions: Unconscious, taken for granted beliefs, perception, thoughts,
and feelings.
Four types of organizational culture
- Clan: Family, mentoring, nurturing, participation
- Adhocracy: Entrepreneurial, risk-taking, values innovation
- Hierarchy: Structured, focused on efficiency and stability
- Market: Results oriented, Values competition, focuses on achievement.
7 characteristics of organizational culture
- Innovation and risk taking
- Aggressiveness
- Outcome oriented
- Stability
- People oriented
- Team oriented
- Detail oriented
National culture consists of:
-Physical environment
- History of the nation
Contributors to national culture are:
- Family
- Religion
- Education
- Mass communication media
- The multinational company
Characteristics of a strong org. culture
- Core values shared by most members
- High behavioral control
- Should reduce turnover
- High agreement about what the organization represents
- Higher sense of identity with the organization
- Less flexible
Characteristics of a weak org. culture
- Core values are hardly shared or existent
- Low behavioral control
- Probably more turnover
- Less agreement about what the organization represents
- Lower sense of identity with the organization
- More flexible
Advantages of a strong org. culture:
- Creates and supports company mission, vision, values
- Helps create unique company brand image
- Guides members
- Promotes a healthy relationship
- Employee attraction and retention
- Reduces need for detailed policies
Disadvantages of a strong org. culture:
- Difficult to adjust environmental change
- Resistance
- Reduces critical thinking
- Difficiulties when merger - acquisition happens
- Reduces diversity
Self-fulfilling prophecy meaning
prediction that comes true because someone expects it to happen
Glass ceiling meaning
a glass barrier for women as men get the promotions more easily
Sticky floor meaning
Barrier for physical workers to get into white collar jobs
Culture of inclusion meaning
Majority members value efforts to increase minority representation and whether the qualifications and abilities of minority members are questioned
2 ways of being inclusive
Identity-concious
Identity-blind
Identity concious inclusion meaning
an organization conducting an English language training program for employees from non-English speaking background countries (acknowledging differences)
Identity blind inclusion meaning
organization having human resource practices for parental leave or career’s leave applied commonly to all employees (ignoring differences)
Reasons for diversity
- Talent shortage
- Being like customers
- Performance
- Prevent groupthink
- Innovation
Deontology meaning
morality evaluated by the intention, not its consequences
Utilitarianism meaning
morality evaluated by action bringing the greatest happiness/welfare for the most people or society
