Organizational Behavior Chapter #02

1. Diversity in organization
Organizational Behavior
CHAPTER #02
By: Mohammad Qasim AYAZ
Lecturer, Altaqwa institute of Management Sciences
Mohammadqasimayaz@gmail.com

2. This Chapter includes
• What mean by diversity?
• Levels of Diversity.
• Biographical Characteristics.
• Ability: Intellectual abilities, Physical Abilities.
• Implementing Diversity Management Strategies
• Attracting, Selecting, Developing and retaining Diverse Employees.
• Diversity in Group.
• Effective diversity Programs.

3. What mean by diversity?
• Differences among groups of people and individuals based on
ethnicity, race, gender, language, religion and geographical area.
• People with different opinions, backgrounds (degrees and social
experience), religious beliefs, political beliefs and life experience.

4. Levels of Diversity.
• Surface level diversity are those differences that are easily noticeable
such as age, gender, ethnicity/race, culture, language, disability etc.
• Deep level diversity on the other hand, are not easily noticeable and
measurable since they are communicated through verbal and non-
verbal behaviors. Examples are personal differences in attitudes,
values, beliefs and personality.

5. Biographical Characteristics.
• Age – The relationship between job performance and age is hugely
important.
• Gender – Few important differences in job performance between
men and women.
• Women are perceived as less likeable, more hostile, and less desirable as
supervisor.
• Women need more flexible work schedules and a work-life balance.
• Women have higher turnover and absenteeism.
• Race and ethnicity.
• Disability Higher performance evaluations, but lower expectations
• Less likely to be hired – especially those with mental illnesses

6. Ability and its types
• Ability is an individual's capacity to master numerous tasks in a job.
Organizations need to identify key abilities of employees that will lead to success,
and employees need to have certain abilities that will make them a valuable
addition to an organization.
• Intellectual Ability Companies view intellectual ability as one of the most valuable
attributes in employees. This ability deals with mental capabilities such as
excellent memory, reasoning, analyzing, and problem solving, which are all
important elements of worker skill in companies.
• Physical Ability These abilities are required for doing successfully less skilled and
more standardized jobs. Physical abilities are required to do tasks that demand
stamina, strength and similar characteristics.

7. Implementing Diversity Management Strategies
• Define your terms. Everyone has a different idea about what diversity
means.
• Be realistic. When setting goals, involve everyone who has a responsibility
for diversity, from the CEO on down.
• Build in metrics. Diversity management should measure progress toward
specific, long- and short-term goals.
• Assemble your resources. You can’t achieve your goals as a company if
you don’t have the right human or fiscal resources in place.
• Educate. Everyone needs to be trained. Managers must be educated about
the benefits of diversity.

8. Attracting, Selecting, Developing and retaining Diverse Employees
1. Attracting the Right Employees Everything begins with hiring the
right employees. best companies "get the right people on the bus,
the right people in the right seats, and the wrong people off the
bus.“
2. Retaining Existing Employees Staff turnover can be minimized
when there is a high level of job satisfaction among staff.
1. Provide a Positive Working Environment.
2. Job descriptions: Job descriptions are basic HR management tools
that can help to increase individual and organizational
effectiveness.

9. Diversity in Group.
• A diverse group is made up of people that are very different from
each other. This should not only include the usual diverse selections
such as religion, sex, age, and race, but also additional unique
personality characteristics such as introverts and extroverts, liberals
and conservatives, etc.

10. Effective diversity Programs.
• In order to survive, a company needs to be able to manage and utilize its
diverse workplace effectively.
• Managing diversity in the workplace should be a part of the culture of the entire
organization.
• Confirm that all of your personnel policies from hiring to promotions and raises
are based on employee performance.