In this document the two papers of Organizational Development/Organization Development are written. Now you dont have to read them and just read this! (Harrison & klein and Cameron Klein., et all. )
What is the difference? Diversity constructs as separation, variety, or disparity in organizations.
By David A Harrison & Katherine J Klein
What: studies suggest that there isn’t a clear picture of the effect of diversity on performance. It is
about the unit in an organization as a whole when they are speaking of diversity. This was written to
get a deeper understanding of Whitin unit differences. It is important to specific what you mean by
what demograpic or diversity before conceptualizing it. Perceived separation, perceived variety and
perceived disparity can be different than the measured/observed variables. One diversity can cause
differences in an other diversity. Forexample a senior can influence the opinion of the group with his
own. They can also create a multitude interacting with each other.
Pro’s and cons of diversity: pro Con’s
- Integrative insightins - Conflict
- Creativity - Disalution
- Innovation - division
Diversity consists of three distinguished types:
- Separation: differences in position or opinions among unit members – opition
o That is, homogeneity on S is often predicted to be beneficial whether all members
are high on S or all members are low on S. Subgroups may lead to less cohesion.
Examples: opinions, beliefs, and values.
o Minimum: separation occurs when all of the members of a unit occupy the same
position at any location along the S continuum perfect agreement within the unit
o Moderate: Moderate or limited separation occurs when unit members show some,
but only some, spread or disagreement along the continuum
o Maximum: separation occurs only when unit members are equally split and at
opposing endpoints of the S continuum
o Reduced separation yields higher levels of cooperation, trust and social integration.
- Variety: primarly the differences in knowledge or experiances among members. – function &
knowledge
o Concent expertise, functional background, netwerok or experiances.
o minimum: all same attributes no information is gained to add a person with same
attributes.
o moderate: some overlap may lead to unshared information.
o maximum: each member comes from an unique knowledge background
everybody is divergent and everybody has an unique viewpoint to over.
o
- Disparity: differences in concetration of valued social asset or resources such as pay or status
amoing unit members. – Rank
o Pay, power, prestige, income, , status, decision-making authority, social power.
o Minimum: all occupy same position
o Moderate: some outrank each other middle more conforming
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