Diversity in Organizations: Organizational Behavior

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Diversity in Organizations
John P. Crucianelli
BUS 610: Organizational Behavior
Instructor: Gary Gentry
June 10, 2012

Diversity in Organizations
Managing diversity has become a primary concern for many top organizations. Diversity represents the multitude of individual differences and similarities that exist among people (Kinicki & Kreitner, 2009, p. 97). There are many different components of diversity, hence diversity pertains to everybody. Diversity relates to the host of individual differences that make all of us unique and different from others. Effectively analyzing and managing diversity requires organizations to adopt a new way of thinking about differences among people. Moreover, managing diversity entails recognition of the unique contribution every employee can make to an organization. This essay will identify select methods and procedures for analyzing and managing diversity and explain how a cultural diversity training program is best implemented. Before making decisions on how to implement a diversity program, it is important to first identify the key dimensions of diversity. Lee Gardenswartz and Anita Rowe, a team of diversity experts, identified four layers of diversity to help distinguish the important ways in which people differ (Kinicki & Kreitner, 2009, p. 97). The four layers include: (1) personality, (2) internal dimensions, (3) external dimensions, and (4) organizational dimensions. Personality represents a stable set of characteristics that is responsible for a person’s identity. Internal dimensions strongly influence our attitudes, expectations, and assumptions about others, which, in turn, influence our behavior. Examples of internal dimensions include age, race, gender, ethnicity, physical ability, and sexual orientation. External dimensions are represented by individual differences that we are able to influence or control, such as geographic location, marital status, parental status, appearance, work experience,...
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