federal regulations and sexual minorities jpg 422x640
{"Image DocumentName": "Laws and Regulations Affirmative action programs Sexual harassment", "Image ImageDescription": "Expatriate employees. Glass ceiling. Bona fide occupational qualifications (BFOQ) Sexual harassment. Workforce diversity. Managing workforce diversity. Globalization. This information slide is followed by six additional slides that present more information and exhibits pertaining to these topics. This includes major U.S. laws and regulations in HRM, increasing diversity of the U. S. workforce, and the increasing workforce available in developing countries. Discussion of this slide might be limited to major bullet point 1 and 2 (sexual harassment), although you could also use the slide as a precursor to detailed discussion of the points during presentation of the following slides. Preview this before going to class to be sure you know your strategy. For your information, I have posted definitions below. Affirmative action programs: hiring and training programs intended to correct past inequalities for certain categories of people based on gender, race and ethnicity, age, or religion. Expatriate employees: employees sent overseas on temporary assignments of three to five years. Glass ceiling: an invisible barrier that prevents women from promotion to the highest executive ranks. Bona fide occupational qualifications (BFOQ): qualifications that have a direct and material impact on job performance and outcomes. Business reasons that justify effective management of workforce diversity, given in the text, include the following: Need to attract enough capable workers to meet turnover and growth demands of the business. Enhanced creativity and innovation when solving problems. Knowledge and understanding of the diverse marketplace and customers. The textbook described problems faced by diverse workgroups as: Communication problems and misunderstandings. Mistrust. Conflict and incompatible approaches to resolving the conflict. Lower group cohesiveness and greater subgroup formation based on elements of diversity such as language, race, or gender. Advice given to managers in the textbook included: Know yourself. How much exposure have you had to people with different ethnic, racial, religious, educational, or cultural backgrounds from your own? How tolerant and understanding of the differences have you been? How comfortable were you? How curious were you? Prepare yourself and your employees. How skilled are you and your employees at listening, conflict resolution, negotiation, and communication? Provide support. To what extent are there support groups for employees with minority backgrounds to keep them from feeling unappreciated and wanting to leave the organization? To what extent do minority employees have mentors who can help them understand and become an effective part of the organization? Guide behavior. To what extent do you monitor the behavior of your subordinates and peers? How consistent are you in providing positive reinforcement of behaviors that foster tolerance of and effective use of diversity? To what extent do you privately provide negative feedback to individuals who display intolerance or other problem behaviors? \u00a92005 Prentice Hall.", "Image XResolution": "37", "Image YResolution": "37", "Image ResolutionUnit": "Pixels/Centimeter", "Image Software": "SlidePlayer", "Image YCbCrPositioning": "Centered"}