The changing demographics set in motion certain social dynamics that can interfere with workforce productivity. If an organization is to be successful in diversifying, it must neutralize these dynamics. 

ETHNOCENTRISM:
Our natural tendency is to judge other groups less favourably than our own.
These tendency is the source of ethnocentrism.
Ethnocentrism is the belief that one’s own group, culture,country or customs are superior to others.                                                                                      
PREJUDICE
A prejudice is a preconceived judgement,opinion, or assumption about an issue,behaviour or group of people.                                                    
STEREOTYPE:
Stereotype is a positive or negative assessment of members of a group or their perceived attributes.
It is important for managers to know about these negative dynamics so they can monitor their own perceptions and help their employees view diverse coworkers more accurately.
DISCRIMINATION:
Discrimination is the act of treating an issue, person, or behaviour unjustly or inequitably on the basis of stereotypes and prejudices.
TOKENISM:
Tokenism refers to being one of very few members of your group in the organization.
“Token” employees are given either very high or very low visibility in the organization.
PROMOTING DIVERSITY THROUGH HUDSON INSTITUTE STRATEGIES:
6 major issues:
  1.  Stimulate Balanced World Growth
  2. Accelerate Productivity increases in Service Industries
  3. Maintain the dynamsism of an Aging Workforce.
  4. Reconcile the conflicting needs of women, work and families.
  5. Fully integrate all groups of workers into the economy.
  6. Improve the education and skills of all workers. 

One thought on “Diversity Management: Ethnocentrism and other negative dynamics

  1. Diversity in management is the key to a successful business. You have to be able to know who buys your products and why. Having diversity in management allows you to have more of a understanding of your markets and who your customers are.

    Like

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