2. Physical Abilities
The capacity to do tasks demanding stamina, dexterity, strength, and
similar characteristics.
3. Implementing Diversity Management
Strategies
Attracting, Selecting, Developing, and Retaining Diverse Employees
Attract: Target recruiting messages to specific demographic groups
underrepresented in the workforce.
Selecting: One of the most important places for diversity efforts.
Similarity in personality does appear to affect career advancement
(Collectivistic cultures & Individualistic cultures)
Deep-level diversity factors appear to be more important in shaping people’s
reactions to one another than surface-level characteristics.
Individual who are demographically different from their co-workers are more
likely to feel low commitment and turn out
4. Diversity in Groups
Diversity (Demographic Diversity) will help or hurt group performance.
5. Effective Diversity Programs
Organizations use a variety of efforts to capitalize on diversity.
Teach managers about legal framework for equal employment opportunity.
Teach managers how a diverse workforce will be better able to serve a diverse
market of customers and clients.
Foster personal development practices that bring out the skills and ability of all
workers.
6. Global Implication
Biographical Characteristics
Some biographical vary across cultures.
Intellectual Abilities
Evidence strongly supports the idea that the structures and measures of
intellectual abilities generalize across culture.
Diversity Management
Each country has its own legal framework for dealing with diversity, and these
are a powerful reflection of the diversity-related concerns of each country.
