Developing Competency to Manage Diversity : Reading, Cases, and Activities

by Cox, Taylor H.; Beale, Ruby L.

• ISBN13: 9781881052968
• ISBN10: 1881052966
• Format: Paperback
• Copyright: 1997-04-01
• Publisher: Berrett-Koehler Publishers

Summary

This is the companion book to Taylor Cox's award-winning Cultural Diversity in Organisations, winner of the 1994 George R. Terry Award from the Academy of Management as "the book judged to have made the most outstanding contribution to the advancement of management knowledge." Developing Competency to Manage Diversity organises learning and skill building for diversity around thirty-one activities that can change behaviour. It addresses a wide range of diversity issues through twenty-three timely readings, integrating ideas from the academic world with real-life experience in six detailed case studies.

Author Biography

Taylor H. Cox, Jr. is an associate professor in the Organization Behavior and Human Resource Management Department of the University of Michigan Business School, where he teaches courses on organizational consulting and managing diversity. He is also founder of Taylor Cox and Associates Inc. a research and consulting firm. His recent work focuses on human resource systems and organization change processes for organizations with diverse employees and markets. In his consulting practice he has created educational programs, carried out research, strategic planning, and organization development work with more than twenty organizations including Ford Motor Co. Exxon, Phillips, Eli Lilly, and Phelps Dodge. He is the author of Cultural Diversity in Organizations and coauthor of Developing Competency to Manage Diversity.
Ruby L. Beale, a faculty member of the psychology department and the University of Michigan Business School, is a principal in a human resource management firm specializing in managing and enhancing work productivity, and job and school performance with diverse populations. Dr. Beale has provided training for organizational development to corporations, educational programs, professional associations, municipalities, and grassroots community organizations. Her clients include Exxon, Dow, Citizen's Insurance Co. University of Virginia Law School, and School Districts in Los Angeles, Washington, D.C. Peoria, and Boston. She is coauthor of Developing Competency to Manage Diversity.

Table of Contents

Preface	xi	(4)
Acknowledgments	xv
1. A Framework for Understanding Competency for Managing Diversity	1	(10)
Foundational Terms
Defining Diversity Competency
The Diversity Competency Models
Linking the Definition of Managing Diversity Competency to the Content of the Book
Part One: Foundations for Competency	11	(38)
2. The Meaning of Diversity	13	(16)
Raising Awareness
Reading 2.1: Distinguishing Managing Diversity from Affirmative Action
Creating Understanding
Activity 2.1: Managing Workplace Diversity: Whose Agenda?
Reading 2.2: Is What's Good for the Goose Also Good for the Gander? On Being White and Male in a Diverse Workforce
Taking Action
Activity 2.2: Defining Diversity
3. Managing Diversity as a Business Strategy	29	(20)
Raising Awareness
Reading 3.1: Effects of Diversity on Organizational Effectiveness: A Conceptual Framework
Creating Understanding
Reading 3.2: Linkages Between Managing Diversity and Organizational Performance
Taking Action
Activity 3.1: Linkages Between Managing Diversity and Other Strategic Processes and Business Trends
Suggested Films
Part Two: Developing Individual Competency	49	(150)
4. Understanding Group Identities	51	(27)
Raising Awareness
Activity 4.1: Group Identity in the Self-Concept: The Pie Chart Exercise, Part One
Activity 4.2: The Pie Chart Exercise, Part Two
Creating Understanding
Activity 4.3: Understanding Differences: The Backgrounds Exercise
Activity 4.4: The Historical Events Exercise
Activity 4.5: Understanding Cognitive Style
Reading 4.1: Cognitive Style
Reading 4.2: Reflections About Dialogue Groups Addressing Diversity
Taking Action
Case 4.1: Advice Gone Awry
Case 4.2: The O. J. Simpson Trial
5. Stereotyping	78	(18)
Raising Awareness
Reading 5.1: Distinguishing Valuing Diversity from Stereotyping
Creating Understanding
Activity 5.1: Cognition, Perception, and Group Identity
Activity 5.2: The Stereotyping Exercise
Taking Action
Activity 5.3: Stereotyping as a Barrier to Teamwork
Activity 5.4: Applying Stereotyping Information to the Diversity Competency Model for Individuals
Suggested Films
6. Prejudice and Discrimination	96	(51)
Raising Awareness
Reading 6.1: The Personal Awakening of a College-Educated White, Male American
Reading 6.2: Invisible Victims: Individual Reactions
Creating Understanding
Reading 6.3: Attitudes That Affect Employment Opportunities for Persons with Disabilities
Reading 6.4: Sexual Orientation in the Workplace: The Strategic Challenge
Taking Action
Case 6.1: Is the Plaintiff's Social Scientist Off the Wall?
Case 6.2: Intergroup Conflict at XYZ Corporation
Activity 6.1: Linking Learning on Prejudice and Discrimination to the Diversity Competency Model for Individuals
Suggested Films
7. Cultural Differences	147	(52)
Raising Awareness
Reading 7.1: The Cultural Relativity of the Quality of Life Concept
Reading 7.2: A Personal Perspective on Cultural Differences
Activity 7.1: Exploring Cultural Differences: Age Cohort Analysis
Creating Understanding
Activity 7.2: Exploring Cultural Differences: Focus on Cross-Gender Communications
Case 7.1: English Only, Please
Taking Action
Case 7.2: Feeling Foreign: Managing the Global Assignment
Activity 7.3: Work Specialization as a Culture Group
Activity 7.4: Linking Learning on Cultural Differences to the Diversity Competency Model for Individuals
Suggested Films
Part Three: Developing Organizational Competency	199	(134)
8. Organizational Culture	201	(35)
Raising Awareness
Reading 8.1: The Process of Acculturation in Diverse Organizations
Creating Understanding
Reading 8.2: Bicultural Socialization: Factors Affecting the Minority Experience
Activity 8.1: Exploring Cultural Overlap and Distance
Taking Action
Activity 8.2: Assessing the Alignment of Organizational Culture
Case 8.1: Diversity of Religion in the Workplace
9. Formal and Informal Structure of Organizations	236	(47)
Raising Awareness
Reading 9.1: What Is Affirmative Action?
Creating Understanding
Activity 9.1: Organizational Level as a Dimension of Workforce Diversity
Reading 9.2: Mentoring for the Hispanic: Mapping Emotional Support
Taking Action
Case 9.1: Affirmative Action in Birmingham, Alabama
Activity 9.2: Developing a Mentoring Program
10. A Process for Organizational Change	283	(40)
Raising Awareness
Creating Understanding
Activity 10.1: Mental Models for Diversity
Reading 10.1: A Comment on Measurement in Change Processes on Diversity
Education
Reading 10.2: Teaching About Diversity
Activity 10.2: Staffing and Rewards as Drivers of Change
Activity 10.3: Making Accountability Concrete
Taking Action
Activity 10.4: Developing a Philosophy for Managing Diversity
Activity 10.5: Developing a Measurement Plan for Managing Diversity
Education
Activity 10.6: Issues in the Design of Diversity Training
Activity 10.7: Practice on Systems Alignment
Activity 10.8: Institutionalizing Diversity Competency
11. The Continuing Quest for Excellence	323	(10)
Summary of Major Contributions
Toward a Future of Continuous Learning
Activity 11.1: "Me" as the Agent of Change
Activity 11.2: Creating a Personal Development Plan for Continued Learning
Planning the Next Steps for Organizational Development
Activity 11.3: Taking the Next Steps
The Future of Work on Diversity
References	333	(14)
Name Index	347	(4)
Subject Index	351	(8)
The Authors	359