Help
Options
Didn't know it?
click below
click below
Knew it?
click below
click below
Don't Know
Remaining cards (0)
Know
retry
shuffle
restart
0:00
Embed Code - If you would like this activity on your web page, copy the script below and paste it into your web page.
Normal Size Small Size show me how
Normal Size Small Size show me how
Management Chapter-4
Robbins & Coulter 11 edition
| Question | Answer |
|---|---|
| Workforce diversity | the ways in which people in an organization are different from and similar to one another |
| Surface-level diversity | easily perceived differences that may trigger certain stereotypes, but that do not necessarily reflect the ways people think or feel |
| Deep-level diversity | differences in values, personality, and work preferences |
| Race | the biological heritage (including skin color and associated traits) that people use to identify themselves |
| Ethnicity | social traits (such as cultural background or allegiance) that are shared by human population |
| Bias | a tendency or preference toward a particular perspective or ideology |
| Prejudice | a preconceived belief, opinion, or judgment toward a person or a group of people |
| Stereotyping | judging a person based on a perception of a group to which that person belongs |
| Discrimination | when someone acts out their prejudicial attitudes toward people who are the targets of their prejudice |
| Glass ceiling | the invisible barrier that separates women and minorities from top management positions |
| Mentoring | a process whereby an experienced organizational member ( a mentor) provides advice and guidance to a less-experienced member ( a protégé) |
| Diversity skills training | specialized training to educate employees about the importance of diversity and teach them skills for working in a diverse workplace |
| Employee resource groups | groups made of employees connected by some common dimension of diversity |
Created by:
1257641797
Popular Management sets