Description
Highlights on organization learning, diversity and ethics. It explains the contemporary challenges in diversity and ethics.
‘Single-loop’ and ‘Double-loop’ learning
?
Single-loop learning involves: Improving the organizations capacity to achieve known objectives. It is associated with routine and behavioural learning. There isn’t much significant change in its basic assumptions. Double-loop learning: Re-evaluates the nature of the organizations objectives and the values and beliefs that surround them. This type of learning involves changing the orgs culture. It consists of the organizations „learning how to learn?.
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Two of the major dynamic realities facing modern orgs are diversity and ethics. Diversity exists when there is an all-exclusive mixture of differences and similarities in terms of age, gender, ethnicity, and/or education. Ethics is involved with moral issues and choices and deals with right and wrong behaviour. Social issues have of late had a dramatic effect on the study and application of mgt and OB. Earlier, diversity was treated as a legal issue, but now orgs have realized that it is not just something to deal with, but a reality to build upon to make a stronger, more competitive enterprise. Ethics have had a similar fall out. Orgs have become more effective by paying closer attention to „ethical behaviour? and the manner in which it is rewarded and managed.
Major Reasons ? Changing Work-Force Demographics (age, gender, ethnicity, education). ? Legislation and Lawsuits. ? Rapidly growing increase in International business. ? Competitive Pressures. ? The Recognition and Desire for diverse view points.
Age
* Work forces are progressively getting older. * Improved health and medical care helps people live longer, better lives. * Mandatory retirement rules have changed and people work well into their 60s and even beyond.
Gender
* The entry of women has been rapid in the past few years. * Compensation, promotion policies and practices for women are now being carefully examined.
Ethnicity
* Changing racial patterns over the years point to a greater work-force diversity.
Education
* The education level of the over all work force has been rising. * With increasing technology and the skills required to remain competitive in the quality conscious, global economy, companies now need to educate and train their employees. * Upgrading knowledge, redesigning jobs, reengineering are all necessary to streamline work and employees need to adjust to these expanding knowledge requirements.
Other Characteristics
* Single parents and dual-career couples. * Impact of multiculturalism in the global economy.
A multicultural organization is one that: ? Reflects the contributions and interests of diverse cultural and social groups in its mission, operations, product or service. ? Acts on a commitment to eradicate social oppression in all forms within the organization. ? Includes members of all diverse social and cultural groups as full participants, especially in designs that shape the org. ? Aims to eliminate all forms of social oppression.
1. Exclusionary Organization ? Org furthest from a multicultural organization. ? Devoted to maintaining the dominance of one group over all others on factors such as age, education, gender or race. 2. Club Organization ? Characterized by the maintenance of privileges by those who traditionally have held power. Hire and promote women and minorities, but only those who have the ‘right’ credentials.
3. Compliance Organization
?
Committed to removing the discriminatory practices that are inherent in the above two organizations. Committed to proactively eliminate discriminatory policies and practices and inherent biases created by the first two cultures. Supports the growth and development of women, minorities, older employees, people with disability who have been denied equal access and opportunity. Research studies have revealed that HR practices of this type of org has resulted in higher levels of employment status for women.
4. Affirmative Action Organization
? ?
?
5. Redefining Organization
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?
?
?
Newly emerging organization, examines all activities for the purpose of evaluating their impact on all employees opportunities, for participating and contributing to their own and companies growth and success. Redefining organization goes beyond being just antiracist and anti-sexist. This approach questions the core cultural values of the organization as manifested in the mission, technology, structure, psychosocial dynamics and products and services. This organization deals with and recognizes the values of a diverse work force; it engages in visionary planning and problem solving to tap the strength of the diversity. This approach also involves both developing and implementing policies and practices that distribute power among all diverse groups in the organization.
6. Multicultural Org ? This org is characterized by core cultural values and a commitment to eliminate social oppression throughout the org. all members of diverse social and cultural groups are involved in the dynamics that shape the mission, structure, technology, psychosocial dynamics and products and services of the org. ? This org is the stated ideal of an increasing number of orgs, although most are still in transition to this sixth stage.
Learning
?
?
?
Many managers, due to their own inexperience, are unprepared to deal with diversity, because they are not sure how to respond. There is a need for such managers to work hard and learn all that there is to developing appropriate behaviour. The heart of this learning process is communication. There is a great need for managers to communicate one-on-one with young and old employees. This way they can learn more about a diverse groups personal values and how the individuals like to be treated. Managers learn how to make people adjust to varying forms of behaviour by encouraging diverse employees to give them candid feedbacks regarding how they are treated.
Empathy ? Empathy means the ability to put oneself in another’s place. (“I feel how you feel”.) ? Empathy is very important in managing diversity because members of diverse groups feel that they can truly understand the challenges or problems they are facing. It helps managers to understand the diverse employee’s point of view. ? By learning how to empathize, the manager can play an important individual role in effectively managing diversity.
Testing ? Tests conducted for selection and evaluation of people have been found to be commonly culturally based. These types of tests are generally not suited for a diverse work force. ? A way to make tests more valid for diverse employees is to use job-specific tests rather than general aptitude or knowledge tests. These tests help prevent diversity bias by focusing on the work to be done.
Training
?
There are 2 ways in which this training can play a key role in managing diversity. One, is by offering training to diverse groups and the other, is to provide training to managers and employees who work with diverse employees. A Mentor is a trusted colleague or coach or advisor who provides advice and assistance. Specific benefits that mentors can provide are : ? Instructions in specific skills and knowledge critical to successful job performance. ? Help understand the unwritten rules of the org and how to avoid saying or doing the wrong things. ? Answer questions and provide important insights. ? Offer emotional support; Serve as a role model. ? Create an environment where mistakes can be made without losing self-confidence.
Mentoring
?
?
?
?
?
? ? ? ?
Ethics involve moral issues and choices and deals with right and wrong behaviour. Cultural influences on ethical behaviour come from family, friends, neighbours, education, religion and the media. Organizational influences come from ethical codes, role models, policies and practices. Current ethical problems include: Sexual Harassment. Pay and Promotion Discrimination. Employee Privacy issues.
doc_533838848.pptx
Highlights on organization learning, diversity and ethics. It explains the contemporary challenges in diversity and ethics.
‘Single-loop’ and ‘Double-loop’ learning
?
Single-loop learning involves: Improving the organizations capacity to achieve known objectives. It is associated with routine and behavioural learning. There isn’t much significant change in its basic assumptions. Double-loop learning: Re-evaluates the nature of the organizations objectives and the values and beliefs that surround them. This type of learning involves changing the orgs culture. It consists of the organizations „learning how to learn?.
?
? ?
? ?
?
Two of the major dynamic realities facing modern orgs are diversity and ethics. Diversity exists when there is an all-exclusive mixture of differences and similarities in terms of age, gender, ethnicity, and/or education. Ethics is involved with moral issues and choices and deals with right and wrong behaviour. Social issues have of late had a dramatic effect on the study and application of mgt and OB. Earlier, diversity was treated as a legal issue, but now orgs have realized that it is not just something to deal with, but a reality to build upon to make a stronger, more competitive enterprise. Ethics have had a similar fall out. Orgs have become more effective by paying closer attention to „ethical behaviour? and the manner in which it is rewarded and managed.
Major Reasons ? Changing Work-Force Demographics (age, gender, ethnicity, education). ? Legislation and Lawsuits. ? Rapidly growing increase in International business. ? Competitive Pressures. ? The Recognition and Desire for diverse view points.
Age
* Work forces are progressively getting older. * Improved health and medical care helps people live longer, better lives. * Mandatory retirement rules have changed and people work well into their 60s and even beyond.
Gender
* The entry of women has been rapid in the past few years. * Compensation, promotion policies and practices for women are now being carefully examined.
Ethnicity
* Changing racial patterns over the years point to a greater work-force diversity.
Education
* The education level of the over all work force has been rising. * With increasing technology and the skills required to remain competitive in the quality conscious, global economy, companies now need to educate and train their employees. * Upgrading knowledge, redesigning jobs, reengineering are all necessary to streamline work and employees need to adjust to these expanding knowledge requirements.
Other Characteristics
* Single parents and dual-career couples. * Impact of multiculturalism in the global economy.
A multicultural organization is one that: ? Reflects the contributions and interests of diverse cultural and social groups in its mission, operations, product or service. ? Acts on a commitment to eradicate social oppression in all forms within the organization. ? Includes members of all diverse social and cultural groups as full participants, especially in designs that shape the org. ? Aims to eliminate all forms of social oppression.
1. Exclusionary Organization ? Org furthest from a multicultural organization. ? Devoted to maintaining the dominance of one group over all others on factors such as age, education, gender or race. 2. Club Organization ? Characterized by the maintenance of privileges by those who traditionally have held power. Hire and promote women and minorities, but only those who have the ‘right’ credentials.
3. Compliance Organization
?
Committed to removing the discriminatory practices that are inherent in the above two organizations. Committed to proactively eliminate discriminatory policies and practices and inherent biases created by the first two cultures. Supports the growth and development of women, minorities, older employees, people with disability who have been denied equal access and opportunity. Research studies have revealed that HR practices of this type of org has resulted in higher levels of employment status for women.
4. Affirmative Action Organization
? ?
?
5. Redefining Organization
?
?
?
?
Newly emerging organization, examines all activities for the purpose of evaluating their impact on all employees opportunities, for participating and contributing to their own and companies growth and success. Redefining organization goes beyond being just antiracist and anti-sexist. This approach questions the core cultural values of the organization as manifested in the mission, technology, structure, psychosocial dynamics and products and services. This organization deals with and recognizes the values of a diverse work force; it engages in visionary planning and problem solving to tap the strength of the diversity. This approach also involves both developing and implementing policies and practices that distribute power among all diverse groups in the organization.
6. Multicultural Org ? This org is characterized by core cultural values and a commitment to eliminate social oppression throughout the org. all members of diverse social and cultural groups are involved in the dynamics that shape the mission, structure, technology, psychosocial dynamics and products and services of the org. ? This org is the stated ideal of an increasing number of orgs, although most are still in transition to this sixth stage.
Learning
?
?
?
Many managers, due to their own inexperience, are unprepared to deal with diversity, because they are not sure how to respond. There is a need for such managers to work hard and learn all that there is to developing appropriate behaviour. The heart of this learning process is communication. There is a great need for managers to communicate one-on-one with young and old employees. This way they can learn more about a diverse groups personal values and how the individuals like to be treated. Managers learn how to make people adjust to varying forms of behaviour by encouraging diverse employees to give them candid feedbacks regarding how they are treated.
Empathy ? Empathy means the ability to put oneself in another’s place. (“I feel how you feel”.) ? Empathy is very important in managing diversity because members of diverse groups feel that they can truly understand the challenges or problems they are facing. It helps managers to understand the diverse employee’s point of view. ? By learning how to empathize, the manager can play an important individual role in effectively managing diversity.
Testing ? Tests conducted for selection and evaluation of people have been found to be commonly culturally based. These types of tests are generally not suited for a diverse work force. ? A way to make tests more valid for diverse employees is to use job-specific tests rather than general aptitude or knowledge tests. These tests help prevent diversity bias by focusing on the work to be done.
Training
?
There are 2 ways in which this training can play a key role in managing diversity. One, is by offering training to diverse groups and the other, is to provide training to managers and employees who work with diverse employees. A Mentor is a trusted colleague or coach or advisor who provides advice and assistance. Specific benefits that mentors can provide are : ? Instructions in specific skills and knowledge critical to successful job performance. ? Help understand the unwritten rules of the org and how to avoid saying or doing the wrong things. ? Answer questions and provide important insights. ? Offer emotional support; Serve as a role model. ? Create an environment where mistakes can be made without losing self-confidence.
Mentoring
?
?
?
?
?
? ? ? ?
Ethics involve moral issues and choices and deals with right and wrong behaviour. Cultural influences on ethical behaviour come from family, friends, neighbours, education, religion and the media. Organizational influences come from ethical codes, role models, policies and practices. Current ethical problems include: Sexual Harassment. Pay and Promotion Discrimination. Employee Privacy issues.
doc_533838848.pptx