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Understanding and Managing Diversity,9780131441545
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Understanding and Managing Diversity

by ;
Edition:
4th
ISBN13:

9780131441545

ISBN10:
013144154X
Format:
Paperback
Pub. Date:
1/1/2009
Publisher(s):
Prentice Hall

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Summary

bull; bull;Readings, cases, and exercises organized in terms of three perspectives: individual, social group identity, and organizational diversity bull;Twenty new experiential exercises, six new readings, and two new cases including Coca-Cola bull;Classic diversity contributions by well-known authors such as Peggy McIntosh, Deborah 7annen, Milton Bennett, David Thomas, and Robin Ely bull;Difficult-to-find, original teaching material on topics such as the business case for diversity, ethics, board diversity, the military, the media, cross-cultural management, and diversity audits bull;Coverage of multiple aspects of diversity beyond race, gender, and ethnicity, such as communication, generational diversity; physical challenge and accommodation, and social class bull;New pedagogical features such as assessment assignments, out-of-class writing projects, and Web-based exercises

Table of Contents

Preface---For the Instructor ix
Introduction to Understanding and Managing Diversity---For the Student 1(6)
PART I: INDIVIDUAL PERSPECTIVES ON DIVERSITY
7(74)
I Am . . .
8(1)
M. June Allard
Multicultural Education and Equity Awareness Quiz (Are You Being Misled?)
9(3)
Paul C. Gorski
What Is Your Workforce I.Q.? Canadian Version
12(1)
Gerald Hunt
Body Ritual Among the Nacirema
13(5)
Horace Miner
Nacirema Extended
18(2)
M. June Allard
Increasing Multicultural Understanding: Uncovering Stereotypes
20(3)
John R. Bowman
Choosing the Board
23(3)
M. June Allard
Reincarnation
26(1)
M. June Allard
A World View of Cultural Diversity
27(12)
Thomas Sowell
Treasure Hunt: Cross-Cultural Inventions and Contributions
39(3)
M. June Allard
David P. Harvey
The Emotional Connection of Distinguishing Differences and Conflict
42(8)
Carole G. Parker
Transcendus Exercise
50(2)
Carole G. Parker
Donald C. Klein
Intercultural Communication: A Current Perspective
52(29)
Milton J. Bennett
PART II: GROUP IDENTITY PERSPECTIVES ON DIVERSITY
81(126)
White Privilege and Male Privilege: A Personal Account of Coming to See Correspondences Through Work in Women's Studies
83(11)
Peggy McIntosh
The Power of Talk: Who Gets Heard and Why
94(15)
Deborah Tannen
Briarwood Industries
109(3)
Carol P. Harvey
The Negative Consequences of Male Privilege
112(7)
Steven Farough
Is This Sexual Harassment?
119(3)
Carol P. Harvey
One Man's Viewpoint . . .
122(5)
Carlo Baldino
Briefing Paper
127(2)
M. June Allard
Generational Diversity Role-Play Exercise
129(9)
Diane M. Holtzman
Evonne J. Kruger
Charles Srock
The Aging Population: Exploring Workplace Issues
138(3)
Pamela D. Sherer
Innovative Work Models for Older Workers
141(5)
Carol P. Harvey
Pamela D. Sherer
Contradictions and Mixed Messages: Lesbian, Gay, Bisexual, and Transgender Issues in the Workplace
146(12)
Gerald Hunt
A Letter from an American Factory Worker
158(2)
Dale G. Ross
Michael Whitty
Challenges
160(2)
M. June Allard
Musical Chairs
162(2)
M. June Allard
Accommodating Challenges
164(2)
M. June Allard
Dilemmas at Valley Tech
166(6)
John E. Oliver
Sarah Ann Bartholomew
Does Social Class Make a Difference?
172(4)
Carol P. Harvey
Religion, Culture, and Management in the New Millennium
176(9)
Asha Rao
Religion and Work
185(3)
Carol P. Harvey
Exploring Religious Diversity: An Exercise
188(6)
Pamela D. Sherer
Accepting Diverse Practices
194(3)
Jeanne M. Aurelio
Michael A. Novak
Media Messages
197(10)
M. June Allard
PART III: ORGANIZATIONAL PERSPECTIVES ON DIVERSITY
207(111)
Exploring Diversity in Your Organization
208(3)
Carol P. Harvey
Making Differences Matter: A New Paradigm for Managing Diversity
211(17)
David A. Thomas
Robin J. Ely
Building a Business Case for Diversity
228(13)
Gail Robinson
Kathleen Dechant
Diversity in the Workplace: Ethics, Pragmatism, or Some of Both?
241(13)
Jeanne McNett
How Canada Promotes Workplace Diversity
254(7)
Marc S. Mentzer
What Happened at Coca Cola?
261(10)
Carol P. Harvey
Culture and Gender in Ford's Mexican High-Performance Plant
271(7)
Helen Juliette Muller
Believability: A Case of Diversity in Law Enforcement
278(5)
Egidio A. Diodati
Nightmare on Wall Street
283(8)
Melinda Ligos
From Tailhook to Tailspin: A Dishonorable Decade of Sexual Harassment in the U.S. Military
291(11)
Lori J. Dawson
Michelle L. Chunis
The Cracker Barrel Restaurants
302(9)
John Howard
Evaluating Organizational Commitment to Diversity: Auditing Organizational Websites
311(2)
Carol P. Harvey
Evaluating Diversity in the Real World: Conducting a Diversity Audit
313(5)
Carol P. Harvey
Contributors 318(3)
Index 321

Excerpts

Diversity is a more controversial topic today than it was when the second edition of this book was published four years ago. Due to immigration patterns, changing demographics, increasing global business, and technological innovation, there is no question that the composition of today's workforce is more diverse. However, recent high-profile lawsuits, such as Texaco, Denny's, and Coca-Cola, showcase the human, public relations, and financial costs of failing to understand and effectively manage this new workforce. Consequently, learning how to motivate, communicate, and work productively with coworkers, subordinates, managers, and customers who may differ in significant ways is a necessary workplace skill. A recent survey of American colleges and universities found that 63 percent of them currently have or are planning to add a diversity course requirement to their curriculum. Organizations, too, recognize this need. Millions of dollars are spent every year on diversity training efforts. Effective diversity management is a complex issue. We believe that both individuals and organizations need to begin the process by becoming more knowledgeable about their values and beliefs as well as those of people who may be different in their salient social identities. Increased awareness and heightened understanding become the foundation on which individual and organizational changes can build. Superficial diversity efforts, like unexamined thinking, often produce superficial results. Diversity efforts involve both individual and organizational development. OBJECTIVES FOR THIS EDITION Two goals motivated us to produce the third edition: first, to make teaching diversity-related courses easier for the instructor by providing a wide range of classroom material and instructor support material, and second, to make learning about diversity interesting, timely, and thought provoking for the students. Teaching about diversity is more complex than teaching other courses. Clearly diversity is an interdisciplinary field. Much of its theoretical framework originates in the social sciences. Adapting and applying this material to organizational diversity issues can be a challenge. Because of the rapid increase in college-level diversity courses over the past ten years, many of those who teach in this field are struggling to find appropriate classroom materials that balance the theoretical with practical applications to meet the learning needs of their students. Although we teach in business and psychology, our contributors represent a wide range of additional disciplines such as sociology, history, and English. Teaching diversity-related courses can be draining for the instructor because these topics often challenge students' core beliefs, generate conflict, and require a high level of student involvement in the learning process. There is little agreement among scholars on the definition of diversity, much less what should be included in a diversity textbook. Many books and courses focus only on some or all of the so-called primary dimensions of individual difference such as race, gender, ethnicity, age, sexual orientation, and physical/mental challenges, which was how we organized the first edition. Others extend the definition to include secondary dimensions, such as religion, social class, communication style, and family status, and this was one of the changes that we added in our second edition. Both the first and the second editions were organized by separating the readings, cases, and exercises into separate sections. CHANGES IN THE THIRD EDITION To meet these challenges, we gathered a wealth of information from those who best understand these issues: faculty and trainers who teach courses involving diversity. As part of the process, we compiled data from over 50 syllabi both from instructors who used our previous editions and from those who used other texts. In addition, our second


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