Submit a three to four page paper addressing the following concerns. Diversity climate is defined as "organizational members' attitudes and perceptions toward people from cultural groups other than their own." These attitudes and perceptions are manifested in the practices and behaviors of individuals in the organization. Design a model (similar to Figure 4-3 in the text) with methods and procedures for analyzing diversity and how you would implement the results in a cultural diversity training program.
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When do you need the paper? Can you please send in that Figure 4.3 in your text. I need to figure out how to do this then I will tell you if I can help. Thanks.
The Four Layers of Diversity
Layers of Diversity
Figure 4.3 is in the shape of a circle just like a bullseyelike the target symbol.
The first layer of the bullseye is called organizational dimensions functionallevel/classification and in that bullseye all around in the shape of a circleis the sections of work/content field, divison/department/unit/group,seniority, work location, union affiliation, management status. The next layeris external dimension geographiclocation, income, personal habits, recreational habits, religion, educationalbackground, work experience, appearance, parental status, matrial status. The nextlayer is Internal dimensions age,gender, sexual orientation, physical ability, ethnicity, race. The last part ofthe bullseye which is the center is the word personality.
THIS INFORMATION IS FROM UNDER THE FIGURE IN THE BOOK
Like seashells on a beach, people come in a variety of shapes, sizes, and colors. This variety represents the essence of diversity. Lee Gardenswartz and Anita Rowe, a team of diversity experts, identified four layers of diversity to help distinguish the important ways in which people differ (see Figure 4-3). Taken together, these layers define your personal identity and influence how each of us sees the world.33
Figure 4-3 shows that personality is at the center of the diversity wheel. Personal- ity is at the center because it represents a stable set of characteristics that is respon- sible for a person's identity: The dimensions of personality are discussed later in Chapter 5. The next layer of diversity consists of a set of internal dimensions that are referred to as the primary dimensions of diversity. These dimensions, for the most part, are not within our control, but strongly influence our attitudes and expecta- tions and assumptions about others, which, in turn, influence our behavior. Take the encounter experienced by an African-American woman in middle management while vacationing at a resort:
While she was sitting by the pool, "a large 50-ish white male approached me and demanded that I get him extra towels. I said, ‘Excuse me?' He then said, ‘Oh, you don't work here,' with no shred of embarrassment or apology in his voice."34
Stereotypes regarding one or more of the primary dimensions of diversity most likely influenced this man's behavior toward the woman.
Figure 4-3 reveals that the next layer of diversity is composed of external influ- ences, which are referred to as secondary dimensions of diversity. They represent individual differences that we have a greater ability to influence or control. Examples include where you grew up and live today, your religious affiliation, whether you are married and have children, and your work experiences. These dimensions also exert a significant influence on our perceptions, behavior, and attitudes. The final layer of diversity includes organizational dimensions such as seniority, job title and function, and work location.
I need by the 24th thanks
I will review what you posted and let you know. Thanks.
Have you decided if you can help me or not my paper is due this sunday. Thanks.
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yes i am still waiting if this is not something that is not going to get answered i need to know asap...thanks
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