Bài giảng Organizational behavior - Chapter 4: Understanding Social Perception and Managing Diversity

Understanding Social Perception and Managing DiversityChapter FourAfter reading the material in this chapter, you should be able to:LO4.1 Describe perception in terms of the social information processing model.LO4.2 Explain seven managerial implications of social perception.LO4.3 Explain, according to Kelley’s model, how external and internal causal attributions are formulated.After reading the material in this chapter, you should be able to:LO4.4 Demonstrate your familiarity with the demographic trends that are creating an increasingly diverse workforce.LO4.5 Identify the barriers and challenges to managing diversity.LO4.6 Discuss organizational practices used to manage diversityA Social Information Processing Model of PerceptionPerception cognitive process that enables us to interpret and understand our surroundingsSocial Perception: A Social Information Processing ModelCommonly Found Perceptual ErrorsTable 4-1Performance ChartsAttributional TendenciesFundamental attribution bias Reflects one’s tendency to attribute another person’s behavior to his or her personal characteristics, as opposed to situational factors.Self-serving biasRepresents one’s tendency to take more personal responsibility for success than for failure.Defining and Managing DiversityDiversity represents the multitude of individual differences and similarities that exist among peopleFour Layers of DiversityIncreasing Diversity in the Workforce: Demographic TrendsWomen navigate a labyrinth after breaking the glass ceilingRacial groups are encountering a glass ceiling and perceived discriminationMismatch between workers’ educational attainment and occupational requirementsGenerational differences in an aging workforceIncreasing Diversity in the WorkforceGlass ceilingrepresents an absolute barrier or solid roadblock that prevented women from advancing to higher level positions.Generational DifferencesTable 4-2Barriers and Challenges to Managing DiversityInaccurate stereotypes and prejudiceEthnocentrismPoor career planningAn unsupportive and hostile working environment for diverse employeesLack of political savvy on the part of diverse employeesBarriers and Challenges to Managing DiversityDifficulty in balancing career and family issuesFears of reverse discriminationDiversity is not seen as an organizational priorityThe need to revamp the organization’s performance appraisal and reward systemResistance to change