問題一覧
1
what person is born into
internal diversity
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dimension of diversity
internal diversity external diversity organizational diversity
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which encompasses a blend of both visible and invisible diversity
personal diversity
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which are characteristics that are not externally seen
invisible diversity
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which are physical characteristics that can be seen immediately
visible diversity
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types of diversity
visible diversity invisible diversity personal diversity
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among the first to draw attention to diversity management
thomas r. roosevelt
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father of diversity management
thomas r. roosevelt
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resspecting individual differences
respect
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accepting the full range of human characteristics across varios identities
acceptance
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2 aspects of notion of diversity
acceptance respect
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helps us see different perspectives
diversity
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is the way we recognize the individual differences
diversity
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formal meaning is that indicates there is a point of differences
diversity
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more than race and age
diversity
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it means having employees with varied backgrounds
workplace diversity
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people who are different and varrued attitudes, desire, ambitions...
diversity
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developed trompenaars and hampden-turner model
fons trompenaars and charles hampden-turner
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helps explain how diff culture deals with issues like authority
trompenaars and hampden-turner model
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developed by fons trompenaars and charles hampden-turner and focuse in seven dimensions of culture
trompenaars and hampden-turner model
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diverse staff helps a business since people from diff background have diff views on the same problem
more incentives
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business must be able to respond quickly in changing customer needs
improved adaptability
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diverse workforce contains a broad variety of ideas representing a wide range of point of views and values
greater tolerance to different views
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diverse staff better able to comprehend and engage with customers to be better serviced
improved customer service
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may be most difficult issue for any diveristy promoters
diversity in the workplace policy implementation
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goes without saying that workers may not like to the changes at first
workplace diversity implementation
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business must execute diversity policy at all cost
workplace diversity implementation
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employee must be free of mindset of i used to do this way to accept the change
employee resistance to change
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company will have to overcome the continuous cultural and linguistic hurdles
communication
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existence of different cultures, ethnicities, languages...within a society
cultural diversity
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persons distinctive ser of values, beliefs, attitudes... that they share with others
cultural diversity
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diversity may provide a competitive advantage but can lead to firms demise
pros and cons
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diversity encompasses both differences and similarities among individuals
inclusion
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because it encompasses both visible and unseen human aspects
multidimensional
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organizational diversity
job level job function seniority management status division/department/unit/group on-the-job experience work location
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external diversity
language accent geo location nationality religion military service educational background work experience marital status parental status appearance
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internal diversity
physical ability race ethnicity gender age sexual orientation
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belong to the work we do or the organizations where we work
organizational diversity
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that a person has option to change through external action
external diversity
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are something a person is born with and part of ones inner self
internal diversity
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benefits in the worplace
improved customer service greater tolerance to different views improved adaptability more incentives
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secondary aspects
religion personality differences education
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basic characteristics
gender race age ethnicity
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characteristics of cultural diversity
-affirmative action and equal opportunity arent enough when it comes to cultural diversity -cultural diversity encompasses not only basic characteristics but also secondary aspects -cultural diversity is continuous process rhat must be carried out in accordance with the changing requirements and expectations od adverse workforce
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challenges of cultural diversity
communication employee resistance to change workplace diversity implementation diversity in the workplace implementation
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8 response to diversity
exclusion denial suppresion segregation assimilation tolerance connection establishing promoting mutual adaptation
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features of diversity
multidimensional inclusion pros and cons
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characteristics person is heavily influenced by
external diversity
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7 dimensions of culture
universalism vs. particularism individualism vs. communitarianism neutral vs. emotional specific vs. diffuse achievement vs. ascription sequential time vs. synchronous time internal direction vs. outer direction
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six dimensions of national culture
power distance index individualism vs collectivism maculinity vs femininity uncertainty vs avoidance index long-term vs short term orientation indulgence vs restraint
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strategic and proactive planning process often consisting of 5 steps
-laying groundwork and securing organizational leadership for interventions -assessung organizational needs related to diversity -developing and communicating a vision, goals and strategic plan -implementing selected interventions -monitor and evaluating progress and result
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multicultural organizatuon use a number of different interventions
-managing/valuing diversity training -orientation programs for new members -targeted career development programs -performance appraisal and reward systems that consider diversity
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stages and levels of multicultura organization
A.) level 1 -the exclusionary organization -the club B.) level 2 -the compliance organization -the affirmative action organization C.) level 3 -the redefining organization -the multicultural organization
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factor of multiculturalism
-businesses are growing more diverse across the board -businesses operate in and ever-changing environment
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example of strategies in managung diversity management
-diversity and inclusion policy development -diversity-focused hiring practices -diversity training and education programs -employee resource groups -mentorship program -diversity metrics and benchmarking -inclusive workplace culture initiatives -leadership development programs
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strategies in managing diversity management
planned approaches delibirate actions tactic and initiatives
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continuous improvement
guest feedback staff feedback cultural diversity metrics
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cultural accommodations and services
cultural accommmodations multilingual staff
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cultural awareness and training
cultural awareness and training diversity and inclusion training
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planning and commitment
establish a diversity vision secure leadership commitment develop a diversity strategy
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process of cultural diversity in management
planning and commitment cultural awareness and training inclusive policies and practices cultural accomodations and services continuous improvement
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best practice approaches
leadership commitment employee engagement training and development accountability continous improvement
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best practices for implementing cultural diversity management
-conduct cultural diversity training -develop inclusive policies and procedures -recruit and retain diverse staff -engage with diverse cultural group -monitor and evaluate cultural diversity
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importance of cultural diversity management in hospitality
enhance guest experience competitive advantage improved employee relations increased revenue
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key aspect of cultural diversity
ethnicity language religion age disability sexual orientation socio economic nationality
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his model has been instrumenyal in helping people to understand how culture affects workplace interactions
geert hofstede
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a dutch social paychologist conducted research to identify how different cultures vary on several dimensions of behavior and values
geert hofstede
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kluckhohn and strodtbeck five basic value orientations the every culture answers differently
human nature man-nature relationship time activity relationship orientation
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focus on understanding how different cultures view and deal with such as time, relationships and environment
florence kluckhohn qnd fred strodtbeck model
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edwards wife contributed to the development and refinement of the model particularly focusing in the behavioral
mildred hall
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two broad categories of edward and mildred hall model
high context cultures low context cultures
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his work has been foundational in the study of intercultural communication
edward t. hall
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edward developed edward and mildred hall model in
1950s
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which are central to understanding intercultural communication
high context and low context culture
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a cultural athropologist is best know for his work on the concept of high context amd low context culture
edward t. hall
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framework for understanding cultural differences and communication styles
edward and mildred hall model
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asean countries receive from many of the above mentioned regions
tourists
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employ people from many countries who have residency in the country or as those working on visa
employees
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different cultural groups
employees tourists
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individuals or entities that purchase the organizations goods or services
external customer
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employee who use the the products offered by their colleagues in same organization
internal customers
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culture evolve through time
non-uniform
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culture components such as rituals, ideas, moral values...vary significantly
no -uniform
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it must be learned via interaction
learnt
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culture is not an inherited trait
learnt
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it may be sluggish at times
dynamic
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culture is something that changes
dynamic
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features of culture
dynamic learnt non-uniform
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refers to the shared values, beliefs...that define the way of life of people
culture
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the first step
monolithic stage stage of plural representatives extremely diverse model