OB Robbins Chapter 2

Organizational
Behavior
Chapter 2 15th Global Edition
Robbins and Judge
Diversity in Organizations
2-1
Chapter 2 Learning Objectives
After studying this chapter you should be able to:
 Describe the two major forms of workforce diversity
 Identify the key biographical characteristics and describe how they are
relevant to OB
 Recognize stereotypes and understand how they function in organizational

settings
 Define intellectual ability and demonstrate its relevance to OB
 Contrast intellectual from physical ability
 Describe how organizations manage diversity effectively
2-2
Describe the Two Major Forms
LO 1
of Workforce Diversity
Diversity Management
Surface-Level Diversity
Deep-Level Diversity
2-3
Biographical Characteristics
and How Are They Relevant to OB
Those readily available in a personnel file
 Age
 Belief is widespread that job
performance declines with
increasing age.
 The workforce is aging.
Copyright © 2013 Pearson Education 2-5


 Gender
 Few issues initiate more debates, misconceptions,
and unsupported opinions than whether women
perform as well on jobs as men do.
 Few, if any, important differences between men and
women affect job performance.
 Psychological studies have found women are more
agreeable and willing to conform to authority,
whereas men are more aggressive and more likely
to have expectations of success, but those
differences are minor.

 Race and Ethnicity
 Employees tend to favor colleagues for
their own race in performance
evaluations, promotion decisions, pay
raises.
 Different attitudes on affirmative action
or quota filling can affect the
performance of minority groups in the
organisation.

 Disability
 A person is disabled who has any physical or
mental impairment that substantially limits one
or more major life activities.
 The “reasonable accommodation” is
problematic for employers.
 Strong biases exist against those with mental
impairment.
2-8

 Tenure
 The issue of the impact of job seniority on job
performance has been subject to
misconceptions and speculations.
 Religion
 Although employees are protected by federal
law regarding their religion in some countries, it
is still an issue in the workplace.
2-9
Those not readily available in a personnel file…

 Sexual orientation
 Federal law does not protect employees
against discrimination based on sexual
orientation.
 Gender identity
 Often referred to as transgender
employees, this topic encompasses
those individuals who change genders.
2-10
Stereotypes and How They
Function in Organizational Settings
 “Discrimination” is to note a difference

between things.
 Unfair discrimination is assuming
stereotypes about groups and refusing
to recognize differences.
2-11
Contrast Intellectual from Physical Ability
 Physical Abilities
 The capacity to do tasks demanding
stamina, dexterity, strength, and similar
characteristics.
 The three main categories of physical
ability are…
 Strength
 Flexibility
 And Other characteristics
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Contrast Intellectual from Physical Ability
 Importance of ability at work increases

difficulty in formulating workplace policies
that recognize disabilities.
 Recognizing that individuals have different
abilities that can be taken into account when
making hiring decisions is not problematic.
 It is also possible to make accommodations
for disabilities.
2-17
Describe How Organizations
Manage Diversity Effectively
Attracting, Selecting,
Developing, and
Retaining Diverse
Employees
Diversity in
Effective Diversity
Groups
Programs
Copyright © 2013 Pearson Educat 2-18

Describe How Organizations
Manage Diversity Effectively
Effective Diversity
Programs
Teach Legal
Framework
Teach the Market

Foster the Skills Advantages
and Abilities of All
Workers
Copyright © 2013 Pearson Educa 2-19
Managerial Implications and Summary
This chapter looked at diversity from

many perspectives paying particular
attention to three variables—
biographical characteristics,
ability, and
diversity programs.
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Managerial Implications and Summary
Diversity programs
Selection
An effective selection process will improve
the fit between employees and job
requirements.
Diversity Management
Diversity management must be an ongoing
commitment that crosses all levels of the
organization.
2-21

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Organizational

 Recognize stereotypes and understand how they function in organizational

 Define intellectual ability and demonstrate its relevance to OB

 Contrast intellectual from physical ability

 Describe how organizations manage diversity effectively

Those readily available in a personnel file

Copyright © 2013 Pearson Education 2-5

Those readily available in a personnel file

Those readily available in a personnel file

Those readily available in a personnel file

Those readily available in a personnel file

Those not readily available in a personnel file…

 “Discrimination” is to note a difference

 Importance of ability at work increases

Copyright © 2013 Pearson Educat 2-18

Teach the Market

This chapter looked at diversity from

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