100% satisfaction guarantee Immediately available after payment Both online and in PDF No strings attached
logo-home
Lecture & Literature summary Culture & Diversity at Work $8.02
Add to cart

Summary

Lecture & Literature summary Culture & Diversity at Work

1 review
 111 views  9 purchases
  • Course
  • Institution

This is a summary of the assigned literature and lectures, divided per week, with bullet points and images. Each author is also mentioned at the beginning.

Preview 3 out of 22  pages

  • April 1, 2022
  • 22
  • 2021/2022
  • Summary

1  review

review-writer-avatar

By: laurajanssen3 • 1 year ago

avatar-seller
IBP
Culture and Diversity At Work
Feb-March 2021




Week 1

Roberge & van Dick (2010)

, • Distinguishes between surface-level and deep-level diversity.
• Uses social psychological theories to draw a model of managing diversity.
• Diversity is bene cial when people learn from one another’s identity.
• Two different levels of mechanisms: individual and group level.
• When certain social psychological mechanisms are activated, diversity will lead to an
increase in group performance.
• A salient collective identity and a safe psychological climate activate these
mechanisms (= they moderate the effects).
• Multi-level psychological mechanisms mediate the relationship between group
composition (= diversity) and group performance.


Roberge & van Dick (2010)
1.The psychological mechanisms
• empathy (individual level)
• self-disclosure (individual level)
• quality of the communication (group level)
• group involvement (group level)
• trust (group level) mediate the relationship between diversity and group performance.

2.The effects of diversity on psychological mechanisms (at individual and group levels) are

Kanter (1976)
There are no sex differences in work behavior, only in work attitudes that stem from
organizational structures.
Effects of structure:
• Opportunity Structure
• Power structure
• Segregation

Impact of opportunity structure on aspirations
people in low mobility or blocked mobility situations limit their aspirations and
seek satisfaction outside of work, this often applies to women which is why they are
less involved

Impact of opportunity structure on value for social relations
Women hold interpersonal relationships at work at higher value than men
People in low-mobility positions tend to seek social interactions due to need to
form groups and receive immediate rewards from it in the present situation
People in high-mobility positions are interested in instrumental relationships
which leads to closes cliques.

Impact of power on attention to social-emotional side of leadership Concept of re ected
power
• Good human relations + power = high morale
• Organizational power: close contact and good relations with power holders, high
opportunities
• Even if women manages to be high in these structures, she still has less in uence
through her isolation and minority

, Conclusion
By looking at the larger organizational context in which relationships and interactions occur,
we can account for the behavior of both men and women who nd themselves in similar
positions in an opportunity or power structure or in a similar sex ratio. Complex
organizations whose opportunity and power structures routinely disadvantage some kinds of
people are likely to generate the behavioral consequences of such disadvantaging. It is the
nature, form, and degree of hierarchy that should bear the burden of change.

Week 2
Fiske & Lee (2008) I
• Intergroup stereotypes and prejudice hinder workplace diversity.
• Categorization processes and social identity theory help explain how stereotypes are
formed.
o Stereotypes help distinguish between ingroup and outgroup.
• Stereotypes are sometimes functional, but also have problems: main one is
discrimination.
• Discusses various forms of discrimination and prejudice:
o blatant, ambivalent, aversive, contemporary (symbolic, modern, and racial
resentment).
Blatant: highly prejudiced employers who are unwilling to hire immigrants and minorities
even if it compromises their business pro ts
Ambivalent: On the one hand, a white person might think of black people as inherently
deviant because they are stereotypically lazy or incompetent, but simultaneously perceive
them to be disadvantaged in society and therefore feel sympathy. Ambivalent attitudes re ect
a distinction people make between responsibility for a problem and responsibility for nding
a solution for that problem
Aversive: . While they might consciously consider themselves to be fair and non-prejudiced
people – and even sympathize with and support minorities’ equal rights movements – they
harbor negative attitudes toward minority groups, producing layered attitudes and
consequently avoidant behaviors,
Symbolic: ‘‘blend’’ of anti-black sentiments and conservative values. These attitudes are
abstract and moralistic because they did not form from direct contact with the target but
instead, constitute part of the perceiver’s value system
Modern: acknowledged contemporary racism’s connection to old-fashioned racism by
recognizing that it also was rooted in socialization and in moralistic belief
Racial resentment: emphasizes the role of values in contemporary racism.

• Gender stereotypes create shifting standards.
knowledge of egalitarian norms discourages expressed hostility toward the target group, but
the norms are not internalized enough that the neosexist or the subtle racist can successfully
guard against leaking animosity

Modern sexism, similar to modern racism, expresses doubts about the current prevalence of
sexism (e.g., ‘‘Discrimination against women is no longer a problem in the United States’’)
and disapproves of those who disagree.


Fiske & Lee (2008) II
• Focuses on gender stereotypes and discrimination

The benefits of buying summaries with Stuvia:

Guaranteed quality through customer reviews

Guaranteed quality through customer reviews

Stuvia customers have reviewed more than 700,000 summaries. This how you know that you are buying the best documents.

Quick and easy check-out

Quick and easy check-out

You can quickly pay through credit card or Stuvia-credit for the summaries. There is no membership needed.

Focus on what matters

Focus on what matters

Your fellow students write the study notes themselves, which is why the documents are always reliable and up-to-date. This ensures you quickly get to the core!

Frequently asked questions

What do I get when I buy this document?

You get a PDF, available immediately after your purchase. The purchased document is accessible anytime, anywhere and indefinitely through your profile.

Satisfaction guarantee: how does it work?

Our satisfaction guarantee ensures that you always find a study document that suits you well. You fill out a form, and our customer service team takes care of the rest.

Who am I buying these notes from?

Stuvia is a marketplace, so you are not buying this document from us, but from seller soph_. Stuvia facilitates payment to the seller.

Will I be stuck with a subscription?

No, you only buy these notes for $8.02. You're not tied to anything after your purchase.

Can Stuvia be trusted?

4.6 stars on Google & Trustpilot (+1000 reviews)

53068 documents were sold in the last 30 days

Founded in 2010, the go-to place to buy study notes for 14 years now

Start selling
$8.02  9x  sold
  • (1)
Add to cart
Added