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    Course Objectives

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    Razwanji
    Diversity among groups leads to differences in culture, structure, perceptions and attitudes. Culture includes aspects like language and customs, while structure refers to relationships and hierarchies defined by class, status and power. People bring these learned patterns from outside organizations, and are shaped by others' perceptions of their social identities within organizational structures. While organizations have tried to homogenize behaviors, most have distinct subcultures as people negotiate advantages. Diversity creates positive outcomes like more qualified workers and creative problem solving, but can also lead to misunderstandings and intolerance if not effectively managed to value diversity.

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    Course Objectives

    Uploaded by

    Razwanji
    15 views1 page
    Diversity among groups leads to differences in culture, structure, perceptions and attitudes. Culture includes aspects like language and customs, while structure refers to relationships and hierarchies defined by class, status and power. People bring these learned patterns from outside organizations, and are shaped by others' perceptions of their social identities within organizational structures. While organizations have tried to homogenize behaviors, most have distinct subcultures as people negotiate advantages. Diversity creates positive outcomes like more qualified workers and creative problem solving, but can also lead to misunderstandings and intolerance if not effectively managed to value diversity.

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    Diversity among groups leads to differences in culture, structure, perceptions and attitudes. Culture includes aspects like language and customs, while structure refers to relationships and hierarchies defined by class, status and power. People bring these learned patterns from outside organizations, and are shaped by others' perceptions of their social identities within organizational structures. While organizations have tried to homogenize behaviors, most have distinct subcultures as people negotiate advantages. Diversity creates positive outcomes like more qualified workers and creative problem solving, but can also lead to misunderstandings and intolerance if not effectively managed to value diversity.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    15 views1 page

    Course Objectives

    Uploaded by

    Razwanji
    Diversity among groups leads to differences in culture, structure, perceptions and attitudes. Culture includes aspects like language and customs, while structure refers to relationships and hierarchies defined by class, status and power. People bring these learned patterns from outside organizations, and are shaped by others' perceptions of their social identities within organizational structures. While organizations have tried to homogenize behaviors, most have distinct subcultures as people negotiate advantages. Diversity creates positive outcomes like more qualified workers and creative problem solving, but can also lead to misunderstandings and intolerance if not effectively managed to value diversity.

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    The existence of diversity among groups of people means that there are likely to be differences in

    both culture and structure, and these will have an effect on perceptions, feelings, and attitudes.
    Culture includes, among other things, language, style, custom, conventions, and normative
    behavior. Structure means the relationships that you have with other people, which is often
    defined in terms of class, status, and power. People bring with them into organizations the
    patterns of behavior and thinking, the networks, the social pressures, the habits, and strategies of
    action which they learned before joining the organization. Further, people are shaped by the
    perceptions, attitudes, and behaviors of others in regard to them. One's social identity is
    interactive with other people's social categorization and is embedded within social structures.
    Although many organizations in the past have tried to homogenize behavior and attitudes by
    developing their own organizational cultures, the reality in most organizations is the existence of
    distinct subcultures and microcultures, as people with different social identities try to negotiate or
    maneuver for advantage, often in competition with others.
    Diversity creates positive outcomes for organizations when differences among people lead not
    only to a larger pool of qualified workers, but also to more creative problem solving, more
    productive use of human resources, and better understanding of markets and competitors.
    Negative outcomes, however, can result if diversity leads to misunderstanding, distorted
    communication, destructive competition, political maneuvering, favoritism, discrimination, and
    intolerance. Which set of outcomes is most likely depends on the extent to which people welcome
    diversity, value it, and know how to manage it effectively.

    There are many dimensions on which people


    meaningfully differ: by race, ethnicity, gender, class, sexual orientation, physical abilities, age
    and generation, region, industry, occupatio n, function, department, project, education, and so on.
    Important differences are those that have consequential effects for your experiences on the job,
    your career, and your life opportunities and rewards. Knowing how to successfully manage in
    diverse business situations will undoubtedly have effects on both the corporate bottom line and on
    your own career prospects.

    Course Objectives:
    1. To understand yourself in relationship to the people around you, i.e. your own place
    within cultures, subcultures, demographic subgroups, and social structure, and how these
    characteristics affect how you act and think.
    2. To understand the people around you (your bosses, peers, subordinates, people in other
    parts of your and other organizations, customers and competitors), i.e., their participation
    in cultures, subcultures, demographic subgroups, and social structure and how these
    characteristics affect how they act and think.
    3. To understand the processes that lead to the usual reactions to difference, namely, anger,
    fear, and often hatred, and to learn to respond positively.
    4. To understand the mechanisms that maintain perceptions of difference and which make
    difference consequential in our lives.
    5. To understand how diversity management relates to strategic changes in organizations.
    6. To practice management skills that improve outcomes as the work force, organizations,
    and the business environment become more diverse.

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