Part 1 Chapter 4 What are the national      trends growing in many countries?       What are the ramifications in the international populations? Chapter 5 What are the implications of Diversity of Gender, Disability, and      Sexual Orientation?  Why should your      company or you care about this topic?       Explain Part 2 DISCUSSION FORUM AND RESPOND TO TWO CLASSMATE  What is your definition of prejudice and discrimination?  Give examples POST 1 When a person is biased against another from a different background with no actual experience is prejudice. Prejudice does not necessarily apply to race, gender, or sexual orientation, but is often negative and baseless. Prejudice can also apply to social status and patriotism. A most recent event, the 2020 election is an example. Prejudice is often silent in my workplace. We have a strict code of ethics. However, stereotypes are unavoidable and occur frequently. I have one example from work. Each day a woman from facilities would come by to clean the area and take out the trash. Some employees were quite rude while some acted as if she did not exist. Finally, one day I said, ‘Her name is Ann, and she likes to travel’. It was unfortunate how prejudiced the employees were. Discrimination differs because it goes beyond prejudice and can be classified as institutional or individual. Discrimination is the unfair treatment of people with different personal characteristics like race, gender, age, or sexual orientation (Barak, 2018). Discrimination can come in different forms. Discrimination can include jokes about someone’s personal characteristics. Another is paying a lower wage for a woman doing similar work as a man. Discrimination can also occur during the hiring process, asking if the individual is a parent or disabilities. A significant difference between prejudice and discrimination in the workplace is that antidiscrimination laws apply. Organizations that do not apply are subject to lawsuits, regulation fees, and a tarnished brand. Chapter 5: Socioeconomic Transitions: The New Realities of the Global Workforce Worker Migration • Migrations tend to be geographically and occupationally patterned. • European Union (EU) countries—traditionally immigrant receivers; in these countries the proportion of foreign or foreign—born workers has grown Mor Barak, Managing Diversity. SAGE Publications, 2017 2 Worker Migration • Former Communist economies of Eastern Europe—beginning to diversify workplaces due to immigration Mor Barak, Managing Diversity. SAGE Publications, 2017 3 Worker Migration • The Gulf States—international worker migration includes those with very low and very high skill levels and with ethnic and cultural diversity • Central America (e.g. Mexico) and the Caribbean—a major source of worker migrants, particularly to the United States Mor Barak, Managing Diversity. SAGE Publications, 2017 4 Occupational Diversity • Two trends dominate the role of immigrant workers in national economies, with different effects on workplace diversity Mor Barak, Managing Diversity. SAGE Publications, 2017 5 Occupational Diversity • Trend #1: Advanced economies are experiencing a need for workers to perform unskilled tasks (70% of recent migrant flows according to the World Bank). • Impact: This increases the overall diversity of the workforce in the receiving country, but not necessarily the diversity of its workplaces. Mor Barak, Managing Diversity. SAGE Publications, 2017 6 Occupational Diversity • Trend #2: Highly skilled people from developing countries often migrate in search of better opportunities than their home economies can offer. • Impact: This migration spreads workforce diversity to a variety of workplaces in receiving countries. Yet migrant workers are often completely disenfranchised. Mor Barak, Managing Diversity. SAGE Publications, 2017 7 Occupational Diversity • Whether high or low skilled, large numbers of migrants work abroad for a limited period and then return home Circular Migration Mor Barak, Managing Diversity. SAGE Publications, 2017 8 Migration of Employers Globalization and liberalized world markets Need for jobs in developing countries Multinational firms Skilled and unskilled workers willing to work for low wages Employers export capital to reduce labor costs Economic gains and new markets in developing countries Mor Barak, Managing Diversity. SAGE Publications, 2017 Loss of jobs in developed countries 9 Migration of Employers Branches and subsidiaries in other countries Tensions between the foreign management and local employees Mor Barak, Managing Diversity. SAGE Publications, 2017 10 Foreign Direct Investment (FDI) • Defined: the net amount of investment by nonresidents in enterprises in which nonresidents exercise significant management control Mor Barak, Managing Diversity. SAGE Publications, 2017 11 Foreign Direct Investment (FDI) • It’s a useful measurement because it is directly tied to production • FDI’s span virtually all countries and economic activities Mor Barak, Managing Diversity. SAGE Publications, 2017 12 FDI • FDI flows intensify among developing countries in the global South • FDI can support the development of the host economy • Bhopal Disaster Mor Barak, Managing Diversity. SAGE Publications, 2017 13 Implications for Gender, Disability, and Sexual Orientation Diversity • Employee and Employer migration imports cultural dispositions • Sexual orientation diversity • Infosys Technologies Limited sexual harassment litigation Mor Barak, Managing Diversity. SAGE Publications, 2017 14 Implications for Diversity • Managing all these forms of diversity requires an understanding of cultural differences • What can managers do? — Where migrant workers are involved, employers need to effectively communicate the host country’s workplace norms. — Where migrant employers are involved, managers may have to address multiple constituencies, at home as well as in the host country. Mor Barak, Managing Diversity. SAGE Publications, 2017 15 Diversity Management • The voluntary organizational actions that are designed to create greater inclusion of employees from various backgrounds into the formal and informal organizational structures through deliberate policies and programs Educational Trends and Workforce Diversity • In the developed regions, secondary education has become virtually universal for both men and women. Mor Barak, Managing Diversity. SAGE Publications, 2017 17 Educational Trends and Workforce Diversity • Enrollment rates in secondary education are increasing in developing countries, although more slowly for women than for men. • Enrollment in higher education is also increasing around the world. Mor Barak, Managing Diversity. SAGE Publications, 2017 18 Educational Trends and Workforce Diversity • In developed regions, highly educated immigrants have lower employment rates then similarly educated natives. • In some of these developed regions, immigrants with lower levels of education have higher employment rates than similarly situated natives. • May stem from strong demand for low-skilled workers. Mor Barak, Managing Diversity. SAGE Publications, 2017 19 Purchase answer to see full attachment Explanation & Answer: 4 pages Tags: gender roles workplace management sexual orientation patriotism discrimination issues User generated content is uploaded by users for the purposes of learning and should be used following our company’shonor code & terms of service.