Diversity and Behavior

RUNNING HEAD: DIVERSITY AND BEHAVIOR

Diversity and Behavior

Week 2

October 28, 2005

Diversity and Behavior

Introduction

An increasingly important aspect of organizational behavior is the realization that diversity is not just politically correct, but an important part of a healthy corporation. Schermerhorn, Hunt & Osborn, defines diversity as the presence of individual differences, based on gender, race and ethnicity, age, able-bodiedness, and sexual orientation (2005, pg 32). When talking about diversity and individual behavior, other demographic characteristics such as, personality, attitude, religion, socioeconomic status, and geographical differences are also a factor. These factors influence individual behavior in many ways. By studying diversity and its effect on individual behavior, managers will be prepared to deal with the issues that ethnicity, gender, sexual orientation, and personality trait differences bring to an organization. A company that values the diversity of individuals, and teaches their employees to value diversity is an organization that promotes an atmosphere of inclusion rather than dissention.

Ethnicity and Behavior

One of the One of the major forces behind the growing diversity of the workforce is a strong demographic trend in American society (Schermerhorn, Hunt & Osborn, 2005). It is projected that by 2060, people of color will make up the majority of the population in the United States (Schermerhorn, Hunt & Osborn, 2005). These facts make the focus on diversity management essential for organizations today. Ethnicity is an important factor in workplace diversity. This country has a long history of discrimination based on ethnic differences. This has had a negative affect on workplace relations. Individuals are treated differently due to their ethnic backgrounds. This stereotyping and prejudice is detrimental to a cohesive and collaborative work environment. Different ethnic groups face daily challenges ranging from lack of sensitivity to blatant discrimination. The reasons for these negative behaviors are rooted in attitude, preconceived notions, and lack of information.

People from different ethnic backgrounds are often the target of stereotyping, prejudice, and discrimination. Stereotyping is defined as a generalized belief about members of a group (Whitford, 2005). People have stereotypes about others for a variety of reasons. Some people are taught stereotypes by their families. Some have limited exposure to others from ethnically diverse backgrounds. Still other people are prejudice, and use stereotypes to justify their attitudes. These attitudes and beliefs about others based on their ethnic origins are detrimental to all parties involved. Managing diversity and discrimination based on ethnic background is not only good for the organization it is the law.

Gender Differences and Behavior

Unlike biased behavior based on ethnicity, bias based on gender differences has roots in fact. Men and women are different. There are physical differences of course, but there are also historical differences. Every culture in every country on every continent has different social roles for men and women. These different roles were necessary for the unity and success of the family. This cultural bias as to the roles of men and women is still present in the workplace. Stereotyping, prejudice and discrimination against women in the workplace is prevalent in many organizations. The interesting thing is that people from different ethnic backgrounds who have experienced the very same insensitivity and discrimination, are often the same ones who participate in treating women in negative ways.

In the workplace, women are paid less than men are in the same jobs. They are often overlooked for promotions because there are preconceived notions about their abilities to juggle work and family. Women in fact are targets of more overt discrimination than any other groups that experience it. One of the reasons for this is that it is difficult to prove that there was intention to discriminate. Another reason for the prevalence of discrimination of women is the fact that there are so few women in powerful and influential positions within corporations. This is called the glass ceiling effect. Women and minorities are prevented from reaching the upper levels of an organization.