MGMT Chap 12

  1. Affirmative action
    purposeful steps taken by an organization to create employment opportunities for minorities and women
  2. Age discrimination
    treating people differently (e.g., in hiring and firing, promotion, and compensation decisions) because of their age
  3. agreeableness
    the degree to which someone is cooperative, polite, flexible, forgiving, good–natured, tolerant, and trusting
  4. Awareness training
    training that is designed to raise employees’ awareness of diversity issues and to challenge the underlying assumptions or stereotypes they may have about others
  5. conscientiousness
    the degree to which someone is organized, hardworking, responsible, persevering, thorough, and achievement oriented
  6. Deep–level diversity
    differences such as personality and attitudes that are communicated through verbal and nonverbal behaviors and are recognized only through extended interaction with others
  7. disability
    a mental or physical impairment that substantially limits one or more major life activities
  8. Disability discrimination
    treating people differently because of their disabilities
  9. disposition
    the tendency to respond to situations and events in a predetermined manner
  10. diversity
    a variety of demographic, cultural, and personal differences among an organization’s employees and customers
  11. Diversity audits
    formal assessments that measure employee and management attitudes, investigate the extent to which people are advantaged or disadvantaged with respect to hiring and promotions, and review companies’ diversity–related policies and procedures
  12. Diversity pairing
    a mentoring program in which people of different cultural backgrounds, sexes, or races/ethnicities are paired so that they can get to know each other and change any stereotypical beliefs and attitudes
  13. Emotional stability
    the degree to which someone is not angry, depressed, anxious, emotional, insecure, and excitable
  14. extraversion
    the degree to which someone is active, assertive, gregarious, sociable, talkative, and energized by others
  15. Glass ceiling
    the invisible barrier that prevents women and minorities from advancing to the top jobs in organizations
  16. Openness to experience
    the degree to which someone is curious, broadminded, and open to new ideas, things, and experiences; is spontaneous; and has a high tolerance for ambiguity
  17. Organizational plurality
    a work environment where (1) all members are empowered to contribute in a way that maximizes the benefits to the organization, customers, and themselves, and (2) the individuality of each member is respected by not segmenting or polarizing people on the basis of their membership in a particular group
  18. personality
    the relatively stable set of behaviors, attitudes, and emotions displayed over time that makes people different from each other
  19. Racial or ethnic discrimination
    treating people differently because of their race or ethnicity
  20. Sex discrimination
    treating people differently because of their sex
  21. Skills–based diversity training
    training that teaches employees the practical skills they need for managing a diverse work force, such as flexibility and adaptability, negotiation, problem solving, and conflict resolution
  22. Social integration
    the degree to which group members are psychologically attracted to working with each other to accomplish a common objective
  23. Surface–level diversity
    differences such as age, sex, race/ethnicity, and physical disabilities that are observable, typically unchangeable, and easy to measure
Card Set
MGMT Chap 12
Chap 12 terms