罗宾斯管理学11版第四章小结

一Workplace diversity and its importance工作场所的多样性及其重要性
1 Workforce Diversity 劳动力多样化-the ways in which people in an organization are different from and similar to one another.
·Levels of Diversity
Surface-level diversity表面层次多样性：Easily perceived differences that may trigger certain stereotypes, but do not necessarily reflect the ways people think or feel.
Deep-level diversity深层次的多样性：Differences in values, personality, and work preferences.
2 Why is Workforce Diversity so Important?
二The Changing Workplace变化的工作场所
1 Characteristics of the US Population美国人口特征
2 What about Global Workforce Changes
Growing number of population of the world：From 7 billion (2010) (CIA)To 9 billion in 2050 世界人口的增长：从70亿（2010）（）到90亿（2050）
An aging population：Population aged 80 is projected to increase 233% from 2008 to 2040 人口老龄化：80岁的人口将从233%上升到2040
3 Characteristics of China
·One child of each family
·Aging
·Declined growth rate of workforce migrants
三Types of Workplace Diversity工作场所多样性的类型
1 Age -Both Title VII of the Civil Rights Act of 1964 and the Age Discrimination in Employment Act of 1967 prohibit age discrimination.1964和1967禁止年龄歧视的劳动法第七条民事权利法第七条和年龄歧视法。

2 Gender - Women (49.8%) and men (50.2%) now each make up almost half of the workforce.女性（49.8%）和男性（50.2%）现在每个人几乎占了一半的劳动力。

3 Disability/Abilities - The Americans With Disabilities Act of 1990 prohibits discrimination against persons with disabilities.美国残疾人法案1990禁止歧视残疾人。

4 Religion - Title VII of the Civil Rights Act prohibits discrimination on the basis of religion.民
权法案第七条禁止歧视宗教的基础。

5 GLBT(Gay, Lesbian, Bisexual, and Transgender): Sexual Orientation and Gender Identity - U.S. federal law does not prohibit discrimination against employees on the basis of sexual orientation.性倾向和性别认同-美国联邦法律不禁止对雇员的歧视性取向的基础上。

6 Race and Ethnicity
Race - the biological heritage (including skin color and associated traits) that people use to identify themselves.人们用来识别自己的生物遗产（包括皮肤颜色和相关的特征）。

Ethnicity - social traits (such as cultural background or allegiance) that are shared by a human population.由一个人分享的社会特性（如文化背景或忠诚）。

7 Other Types of Diversity
Socioeconomic background(social class and income-related factors),team members from different functional areas or organizational units,physical attractiveness,obesity/thinness,job seniority, or intellectual abilities.社会经济背景（社会阶层与收入相关的因素），团队成员来自不同的职能领域或组织单位、身体吸引力、肥胖、消瘦、工龄、或智能知识能力。

四Challenges of Managing Diversity管理多样性的挑战
1 Personal bias个人偏见
Prejudice偏见- a preconceived belief, opinion, or judgment toward a person or a group of people一个先入为主的观念，意见，或判断对一个人或一组人
Stereotyping刻板印象- judging a person based on a prejudicial perception of a group to which that person belongs.
Discrimination歧视- when someone acts out their prejudicial attitudes toward people who are the targets of their prejudice.
2 Glass Ceiling (隐形天花板）- the invisible barrier that separates women and minorities from top management positions.EX:Female, minority女性、少数民族
五Workplace Diversity Initiatives
1 The legal aspect法律方面
2 Top management commitment最高管理层承诺
3 Mentoring指导- a process whereby an experienced organizational member (a mentor) provides advice and guidance to a less-experienced member一个经验丰富的组织成员（导师）的过程，为一个不太有经验的成员提供建议和指导(a protégé门徒).
4 Diversity Skills Training多样性技能训练- specialized training to educate employees about the importance of diversity and to teach them skills for working in a diverse workplace.专业培训，教育员工多样性的重要性，并教他们在不同工作场所工作的技能。

5 Employee Resource Groups员工资源团体- groups made up of employees connected by some common dimension of diversity.由一些共同维度组成的员工组成的小组。