diversity

"Culture is more often a source of conflict than a synergy. Cultural differences are a nuisance at best and often a disaster." Geert Hofstede, Emeritus Professor, Masstricht University

This week's topics:

• multicultural and cross-cultural issues in I/O psychology
• diversity
• models
• assimilation
• protection
• value
• Hofstede's five dimensions
• individualist vs. collectivist cultures
• power distance
• uncertainty avoidance
• masculinity vs. femininity
• long-term vs. short-term orientation
• merging organizations
• ethnocentrism
• polycentrism
• regiocentrism
• geocentrism
• Gig
• tofu manufacturer
• merchandise handler
• article
• affirmative action: psychological contributions to policy

diversity- differences in demographic characteristics; also includes differences in values, abilities, interests, and experiences

• can be predicated on attributes that are easy to detect (surface-level), or on attributes that are less detectable (underlying)
• can be distinguished on the basis of attributes that are related to tasks compared with those that are more relationship oriented

multinational- diversity of nationalities

multicultural organizations- characterized by full structural and formal integration, minimal prejudice or discrimination, minimal subgroup differences in organizational attachment, and low levels of conflict; one culture reflecting the mixture of diversity in an organization rather than several mini cultures reflecting the different elements in the mixture

REACTION
Diversity is a touchy subject that organizations must handle carefully. There are too many things that can be distorted and taken out of context. Even the best intentions may not turn out to be politically correct. There is a lot for organizations to consider both ethically and legally.

ANALYSIS
In one job, I have had to handle incoming applications for various positions. We consider everyone who applies. It always comes down to what skills each person brings to the table. There are so many applications turned in that do not meet the specified requirements and we have no choice but to hire someone else. Another consideration is how well they can communicate with people since most of these jobs are customer-service oriented. Diversity issues are never a factor when making these types of decisions. These go back to the concept of affirmative action.

affirmative action- program that acknowledges that particular demographic groups may be underrepresented in the work environment; provides specific mechanisms for reducing this underrepresentation

• promise equal opportunities (not outcomes)
• specialized recruiting programs intended to reach underrepresented groups in the workforce
• specialized pre- or posthire training to develop job-related KSAOs
• mentoring programs for underrepresented groups 
• planned developmental opportunities such as assignment to particular teams and departments
• specialized performance feedback programs

We have to afford equal opportunities to everyone by allowing them to apply and be considered. That does not mean every minority person who applies is guaranteed a job.

REFLECTION
These are hot-button topics. People get very heated when they debate these issues. Some feel that in the end majorities are being discriminated against. It's a difficult subject for I/O psychologists to handle. Careful steps need to be taken in order to maintain justice and fairness within organizations.