Diversity in Organizations
Chapter 2
Diversity in organizations
Diversity
1. Surface level diversity :- differences in easily perceived characters ethics, such as gender, race, age, ethnicity or disability, that do not necessarily reflect the way people think or feel but that may activate certain stereotypes.
2. Deep level diversity :- diff. in values, personality, and work preferences that become progressively more imp for determining similarity as people get to know one another better .
For example – To understand the difference between these two diversities, consider an example.
Manoranjan and Latika are co workers who seem to have little in common at first glance. Manoranjan is young, recently hired male college graduate with a business degree, raised in a Bengali – speaking neighborhood in Delhi where as Latika is an older, long tenured woman raised in rural Orissa, who achieved her current level in organization by starting as a high school graduate and working her way through the hierarchy.
At first, these coworkers may experience some differences in communication based on their surface level diff in education, ethnicity, regional background and gender.
However, as they get to know one another, they may find they are both deeply committed to their families, share a common way of thinking about important work problems, like to work collaboratively, and are interested in international assignments in the future. These deep level similarities will overshadow the more superficial diff between them, and research suggests they will work well together.
Biographical Characterstics such as age, gender, race and length of tenure are some of the most obvious ways employees differ.
Age: Employees hold mixed feelings. They see a number of positive qualities older workers bring to their jobs, such as experience, judgement, a strong work ethic, and commitment to quality. But older workers are also perceived as lacking flexibility and resisting new technology.
Diversity in organizations
Diversity
1. Surface level diversity :- differences in easily perceived characters ethics, such as gender, race, age, ethnicity or disability, that do not necessarily reflect the way people think or feel but that may activate certain stereotypes.
2. Deep level diversity :- diff. in values, personality, and work preferences that become progressively more imp for determining similarity as people get to know one another better .
For example – To understand the difference between these two diversities, consider an example.
Manoranjan and Latika are co workers who seem to have little in common at first glance. Manoranjan is young, recently hired male college graduate with a business degree, raised in a Bengali – speaking neighborhood in Delhi where as Latika is an older, long tenured woman raised in rural Orissa, who achieved her current level in organization by starting as a high school graduate and working her way through the hierarchy.
At first, these coworkers may experience some differences in communication based on their surface level diff in education, ethnicity, regional background and gender.
However, as they get to know one another, they may find they are both deeply committed to their families, share a common way of thinking about important work problems, like to work collaboratively, and are interested in international assignments in the future. These deep level similarities will overshadow the more superficial diff between them, and research suggests they will work well together.
Biographical Characterstics such as age, gender, race and length of tenure are some of the most obvious ways employees differ.
Age: Employees hold mixed feelings. They see a number of positive qualities older workers bring to their jobs, such as experience, judgement, a strong work ethic, and commitment to quality. But older workers are also perceived as lacking flexibility and resisting new technology.