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tags: 組織行為
---
# Ch2 筆記

## Workplace Diversity
* Surface-level diversity
* 是容易被察覺與認知的特性，例如年紀、種族及性別等，但這並不能反映人們的想法或感覺
* Deep-level diversity
* 在價值觀、性格及工作偏好上的差異。會影響人們對組織獎勵的看法、與管理者之間的溝通、互動、談判方式與工作態度。

## Workplace Discrimination and Organizational Effectiveness

## Biographical Characteristics and Organizational Behavior
Biological characteristics are personal characteristics that are objective and easily obtained from personnel records.
* age
* No relationship between age and job performance
* Lower turnover rate: a higher level of skills, higher wages, longer paid vacation and benefits
* sex
* no consistent male-female differences in problem-solving ability
* women earn less than men for the same positions and have fewer professional opportunities
* Maternal wall bias 母性圍牆偏見 - 職場性別歧視
* race and ethnicity
* Employees tend to favor colleagues of their own race in performance evaluations, promotion decisions, and pay raises.
* disabilities

## Other Characteristics and Organizational Behavior
* Tenure 任期
* Tenure is a good predictor of employee productivity
* Tenure and job performance are positively related, but the relationship is not linear.
* Sexual Orientation and Gender Identity
* Cultural identity

## Intellectual and Physical Abilities and OB
* Intellectual abilities
* thinking, reasoning, and problem solving.
* Intelligence is a good predictor of performance, but not with job satisfaction

* Physical abilities
* tasks demanding stamina, dexterity, strength

## Describe How Organizations Manage Diversity Effectively
Attracting, selecting, developing, and retaining diverse employees
* Attracting and selecting
* Some companies have been actively working toward recruiting less-hired groups.
* E.g. Microsoft forms partnerships with associations like the Society of Women Engineers.

* Developing and retaining
* Fair and objective performance assessment and promotion opportunities
* Positive diversity climate (organizational culture)

## Hofstede’s Five Value Dimensions and GLOBE
* Hofstede架構
* 權力距離(power distance)
* 為一國國民能接受組織機構內權力分配不均等的程度
* 個人主義(individualism) vs. 集體主義(collectivism)
* 個人主義 描述該國國民偏好個人的自我表現，而不喜歡成為團體的一分子，而且相信個人權利凌駕於一切之上。集體主義則描述該國社會結構緊密，將每人視為團體的一部分，予以保護，團體中的成員也會彼此照顧
* 個人主義：Germany
* 集體主義：Denmark
* 陽剛(masculinity) vs.陰柔(femininity)
* 陽剛:構面描述該文化認為男女應扮演不同角色並推崇傳統陽剛角色(重視權力、控制、成就、競爭)；高度陰柔文化則認為男女扮演的角色，不應該有太大差異，在各方面對待兩性的方式幾乎都相同
* 陽剛：
* 迴避不確定性(uncertainty avoidance)
* 該文化國民對結構化情境的偏好度，偏好程度高者對不確定盡量迴避，因此有許多法律和規則以降低不確定性
* 高：
* 長期導向(long-term orientation) vs. 短期導向(short-term orientation)
* 長期導向的文化下，人們比較會放眼未來、強調節儉儲蓄與堅持傳統。而短期導向的人們則重視要活在當下，比較容易接受改變，也不會讓過往的承諾阻礙變革