The three different methods or paradigms for managing diversity are the
discrimination and fairness paradigm
, the access and legitimacy paradigm, and the learning and effectiveness paradigm.
Which of the following is one of the three paradigms for managing diversity?
The three paradigms for managing diversity are the
discrimination and fairness paradigm
(equal opportunity, fair treatment, strict compliance with the law), the access and legitimacy paradigm (matching internal diversity to external diversity), and the learning and effectiveness paradigm (achieving organizational …
Which of the following paradigms for managing diversity is similar to the business growth advantage of diversity?
Which of the following paradigms for managing diversity is similar to the business growth advantage of diversity?
The access and legitimacy paradigm
focuses on the acceptance and celebration of differences to ensure that the diversity within the company matches the diversity found among its primary stakeholders.
Which of the following is a similarity between the discrimination and fairness paradigm and the access and legitimacy paradigm?
Which of the following is a similarity between the discrimination and fairness paradigm and the access and legitimacy paradigm?
Both focus only on the surface-level diversity dimensions of sex, race, and ethnicity
.
What paradigm is important in diversity management?
Using
the discrimination-and-fairness paradigm
is perhaps thus far the dominant way of understanding diversity. Leaders who look at diversity through this lens usually focus on equal opportunity, fair treatment, recruitment, and compliance with federal Equal Employment Opportunity requirements.
How do organizations manage diversity effectively?
To manage a diverse workplace, organizations need
to ensure that they effectively communicate with employees
. Policies, procedures, safety rules and other important information should be designed to overcome language and cultural barriers by translating materials and using pictures and symbols whenever applicable.
Why is diversity important to HBR?
Companies can benefit from diversity if
leaders create a psychologically safe workplace
, combat systems of discrimination and subordination, embrace the styles of employees from different identity groups, and make cultural differences a resource for learning and improving organizational effectiveness.
What is meant by managing diversity?
Managing diversity means
acknowledging people’s differences and recognizing these differences as valuable
; it enhances good management practices by preventing discrimination and promoting inclusiveness. Good management alone will not necessarily help you work effectively with a diverse workforce.
What is a meaning of diversity?
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.
What is deep level diversity?
Deep-level diversity includes
traits that are nonobservable such as attitudes, values, and beliefs
. … Diversity in characteristics that are deep-level but may be concealed or revealed at discretion by individuals who possess them, such as sexual orientation.
Why does diversity matter in organizations?
Higher rates of workplace diversity
can help companies evolve, innovate, problem-solve, and be more efficient. Moreover, highly diverse workplaces offer employees a better sense of community, increased worker engagement, and a more positive corporate culture.
What is differentiation paradigm?
The Two-Track Differentiation Paradigm is based on the assumption that patients habitually regard their problems as one-dimensional and thus tend to become rigid in their attitudes toward these problems. The paradigm suggests
a psychotherapeutic process of enriched reframing called Differentiation
.
What is the discrimination and fairness paradigm?
Discrimination-and-Fairness Paradigm Definition. Focuses
on equal opportunity, fair treatment, recruitment of minorities, and strict compliance with equal opportunity law
“We are all the same, differences do not matter”
What is the goal of diversity management?
The goal of diversity management is
to enable all employees to reach their full potential in pursuit of the organiza- tion’s mission
. This includes fostering an environment where diversity is commonplace and enhances execution of the agency’s objectives.
Is diversity management sufficient?
The study finds that
diversity management alone is insufficient for improving workplace performance
.
What is diversity management in a workplace?
Diversity management is
a process intended to create and maintain a positive work environment where the similarities and differences of individuals are valued
, so that all can reach their potential and maximize their contributions to an organization’s strategic goals and objectives.
