IOP2607- Work Group Dynamics and Diversity (IOP2607)
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IOP2607 Assignment 3 Answers Semester 1 2023
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IOP2607- Work Group Dynamics and Diversity (IOP2607)
Institution
University Of South Africa (Unisa)
IOP2607 Assignment 3 Answers- Semester1-2023. This document includes answers, guidelines and study guide page numbers for the IO2607 Assignment due 11 May 2023.
IOP2607- Work Group Dynamics and Diversity (IOP2607)
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IOP2607 Assignment 3 Answers (Guideline)
Unique Number: 735055
Due Date: 11 May 2023 11PM
Question 1: The diversity survey developed by Cross and his colleagues enables organisations to
examine the multiple levels of both system and perception and provides a basis for quantitative
analysis. Provide a discussion on the advantages of a multilevel analysis. (10)
, Question 1: Page 101
The diversity survey developed by Cross and his colleagues enables organisations to examine the
multiple levels of both system and perception and provides a basis for quantitative analysis.
Provide a discussion on the advantages of a multilevel analysis. (10)
Advantages of multilevel analysis
Analysis based on multilevel assessments provides a concrete basis for the
development of more appropriate change-oriented actions (Cross & White
1996). The analysis also provides the methodology for measurement of progress.
Multilevel analysis helps top management understand that white men
do not perceive the organisation in the same way as white women and people
of colour do. The data collected in this way give concreteness and legitimacy
to the perception of white women and people of colour that race and gender
affect interactions and consequently affect how they do their work.
Diversity surveys can also show how the formal policies and procedures of
the organisation may provide advantages for white men and disadvantages
for people of colour and white women. The survey data begins the process of
demonstrating how the culture – the informal ways of doing work – is influenced
by race and gender identity. To set the strategic direction for the organisation,
management must have information that is valid, reliable and comprehensive.
Armed with solid evidence, management may charge a task force – which
should be diverse in race and gender – to develop tactics and action plans for
management’s review and authorisation. The task force can also use the data
to guide analyses and develop mechanisms to measure progress.
Although the survey that Cross and White (1996) designed focuses on race
and gender, its multilevel analysis can be used for other issues. If the client
organisation is interested in sexual orientation, age, physical disabilities or
other differences, these can be added to the diversity survey. As few or as
many levels and layers can be analysed as the organisation desires or needs.
Question 2: Page 121
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