Introduction to

Management

GROUP 2
Chew Hong Xian
Choo Jia How

19559
17203
Jeganesvaran a/l Balasundaram17207
Sasithren a/l Pushppanathan
16688
Foo Yew Jen
16900
Yogessvaran a/l Veknesvaran 17198

It means understanding that each individual is

unique,and recognizing our individual differences.
These can be along
the dimensions of race, ethnicity, gender, sexual
orientation, socio-economic status, age, physical
abilities, religious beliefs,
political beliefs, or other ideologies.

 Represent a break from equality concepts such as

equal opportunity and affirmative action.
(Thomas, 1990; Thomas and Ely, 1996)
This concept appeared and gained momentum in
the USA in the mid-1980s.
Important for managers
to understand

 Gaining and keeping market share

-Walmart
-Female leaders
-Understanding customers needs
Broader Service Range
-Language
-Cultural understanding
-service to customer on a global basis

 Increased in Productivity & Creativity

-different talents(achieving one goal)
-positive effect on employees (ease, valued,
equality)
-brings in their way of thinking, operating and
solving problems and decision making

 Better Quality Management

-exposure towards colleagues
-training together with mentors
-synergy in team and enhancing communication
skills among each other
-increased in adaptability

Challenges That Managers Face

In Working With Diverse
Populations
1. Changing Demographics
a. Population and workforce grow slowly since
1930s.
b. Average age of workforce increases.
c. Less young people enter the labor market.

d. Minorities makes up a larger share of new

entrants into labor force.
e. Immigrants represents the largest share of
the increase in the general population and
workforce.

2. Ethnocentrism & Other Negative Dynamics

a. Ethnocentrism.
Judge other groups less favorably than our own.

Related dynamics: Prejudice & Stereotype

Prejudice is a preconceived judgment or

assumption about a behavior or people.

Stereotype is a (+)ve or (-)ve assessment of a

people or their perceived attributes.

b. Discrimination.
Act of treating an issue, person or behavior
unjustly on the basis of stereotypes and
prejudices.

These negative dynamics cause discomfort

and stress for the judged individual.

Normally, discrimination occurs when

stereotypes affect hiring, pay or promotion
practices

c. Tokenism & Other Challenges

Tokenism refers to being one of the members of

your group in the organization.

Token employees are given very high or low

visibility in the organization.

Challenges facing minorities and women include

the pressure to conform to the organizations
culture.

Minorities are seen as spokespeople who are

subject to high expectations of their group.

In general, ethnocentrism, prejudices and

stereotypes inhibit our ability to accurately
process information.

3. Negative Dynamics and Specific Groups

a. Women
High expectations women would have high
pressure in work field.
b. Gender Roles
Women in organizations face perceptions
based on what the society believes are
appropriate behaviors for men and women.

Both genders find their self-expression

constrained by gender-role stereotyping.

c. The Glass Ceiling and Sexual Harassment

A serious form of discrimination affecting

women is considered as the glass ceiling.

The glass ceiling refers to an invisible ceiling

or barrier to advancement.

It is always assumed that household

management is the primary responsibility for
women, in which this stereotype makes a
barrier in their job promotion.

c. The Glass Ceiling and Sexual Harassment

The glass ceiling refers to an invisible ceiling

or barrier to advancement.

It is always assumed that household

management is the primary responsibility for
women, in which this stereotype makes a
barrier in their job promotion.

Sexual harassment is unwanted sexual

language which is another form of
discrimination.

d. Minorities

Cultural minorities have been socialized to be

members of the cultural groups which is known
as bicultural stress.

Role conflict and role overload are common

characteristics of bicultural stress.

e. Stereotypes and Prejudices

Link age with senility, incompetence and lack

of worth in labor market.

f. Older Workers

Older workers are valuable component of labor

force.

Manager have to value older workers and treat

them fairly.

g. Workers with Disabilities

Companies have to take proactive steps to

employ workers with disabilities as productive
employees.

Strategies to Promote
Diversity In Organizations
1. Hudson Institute Strategies
a.
b.
c.
e.
f.
g.

Stimulate balanced world growth.

Increases productivity in service industries.
Maintain dynamism of an aging workforce.
Improve education and skills of all workers.
Fully integrate workers into the economy.
Reconcile the conflicting needs of women, work
and families.

2. Equal Employment and Affirmative Action

a. Designed to eliminate barriers and increase
opportunities for underutilized individuals.
b. To promote diversity and provides opportunities
for both women and minority groups.
c. Managers have to view Equal Employment
Opportunity Commission (EEOC) as a guidance to
build organization diversity .

3. Organizational Commitment
a.
b.
c.
d.
e.
f.

Ignoring differences.
Complying with external policies.
Enforcing external policies.
Responding inadequately.
Implementing adequate programs.
Taking effective action.

4. Pluralism
a. Golden Rule approach
Focus on individual morality.
b. Assimilation approach
Shaping members to fit the existing culture.
c. Righting-the-Wrong approach
Address past injustices of a particular group.

d. Culture-Specific approach

Teach employees the norms of another culture.

Prepare them to interact with people.

e. Multicultural approach
Develop appreciation for both differences of
culture and variations in personal
characteristics.
Focus on how interpersonal skills relate to
organizational performance.

The Role of
The Manager

Planning

Organizing

The Role of
The Manager
Influencing

Controlling

1.Planning

Definition:
An action proposed to
achieve objectives
Troubleshoot and define areas that can be
improved
Select diversity training programs
Set diversity goals for employees
Cooperate with HR to achieve organization goal
Set benchmark goals for each year

2.Organizing

Definition:
The process of establishing
orderly uses for all resources
Have to work with HR in recruitment, hiring
Skillfully using organizations resources
Establish task forces
Allow flexible work arrangement
Assign work responsibilities equitably

3.Influencing

Definition:
The process of guiding the
activities of members in
appropriate directions

Effective leadership style

Good communication skill

Knowledge on motivating others

Understanding of organizations culture
Skill to ensure smooth operation

4.Controlling

Definition:
A set of activities that make
something happen as
Evaluation activities are necessary
planned

To measure outcome variables of turnover

Need to continually monitor units progress

Create effective supports
Mentoring/Providing job-related training

Management Development &

Diversity Training
Basic Themes of Diversity Training
Behavioral awareness
Acknowledgment of biases and stereotypes
Focus on job performance
Avoidance of assumptions
Modification of policy and procedure manuals