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Au Sze Lam Lawrence 52635598
Koo Ka Ho Iven 52635457
Wong Man Kin Kenneth 52623065
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Question 1
Factors that make Diversity Training succeed?
Behavior change fosters attitude changes?
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According to research,
U.S. labors diversity
In 2016,
80%white. 12%black, 8%Asian and others
Reference: Raymond A. Noe(2009)
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1. Lack of communication
2. Conflicts due to difference in races and
ethnicity
3. Difficult to merge ideas from differentbackground
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Definition:
A Training for:
1. Increasing participants' cultural awareness,
knowledge and skills2. Protecting organizations against civil rights
violations
3. Increasing the inclusion of different
identity groups
4. Promoting better teamwork.
Reference: Vaughn, B.(Spring 2007)
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1. Application of DT Knowledge
2. Top Management Support
3. Availability of training
4. Length of training
5. Follow-up discussion with supervisor
Reference: Sara Rynes &Benson
Rosen(Oct,1994).
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Sources:
Transfer of learning clearly has an impact on
perceptions of diversity training
ineffectivenessReference: Wentling & Palma-Rivas,2000
Business priorities overtake any training gains
we make.
Reference: Sara Rynes &Benson
Rosen(Oct,1994).
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Views:
Apply the knowledge of DT to working
Make the employee have more opportunities
to practiceHelp to measure the effect of DT
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Sources:
Top management support was the single most
important predictor of training success--more
important than any characteristics of thetraining itself.
Reference: Sara Rynes& Benson
Rosen(Oct,1994).
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Views:
Support from Top Managers motivate
subordinate to adapt working in diverse
workplace Sufficient resources are provided for
operation of DT
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Sources:
Statistically, the most important of these was
whether or not the training was mandatory
for managers.Reference: Sara Rynes&Benson
Rosen(Oct,1994).
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Views:
Compulsory training makes every employee
have a basic knowledge of diverse workplace
Ensure the effectiveness of DT can be atmaximum range
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Sources:
Two other characteristics of the training
itself were significant predictors of overall
success: length of training and amount ofpost-training evaluation and follow-up.
Reference: Sara Rynes&Benson
Rosen(Oct,1994).
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Views:
The longer the training period , the better
the effect of training
Ensure employees would have sufficient timeto learn deeply for diverse workplace
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Views:
Provide feedbacks to the employees
Ensure the manager know what to improve
for the process of DT Employees can also know what aspects they
should be improved
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1. Addition of Monitoring programs(e.g.
Grouping diverse background of people
into one team etc.)
2. Increase the length of DT3. Mandatory DT for every employee
Without affecting the organizational
performance
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Partially agree
Interactive
Attitude
Behavior
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Difference between behaviors and attitude
causes incompatibility
Change in Behaviors induces Change in
Attitude So, DT(Behavior change) leads to
understanding and acceptance of individual
difference(Attitude change)
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Erwin WONG a CEO in a IT company
Joined a TV show called Rich mate Poor mateII
Purpose:
To experience the life of lower class
After(Behavior):
Resigned his high salary job
Help the poor children1. Buying the computer
2. Inviting the University students to teachthem about computer
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http://programme.rthk.hk/rthk/tv/player_popup.php?pid=5088&eid=150720&d=2011-08-18&player=media&type=archive&channel=tv8/4/2019 CM10321 Organizational Behavior T01(Group 2)
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Attitude:
Wong: Bringing hopes and cares to children >
Just making money
University students :Behaviors and attitudes ofare changed, too.
DT can do so!!!
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Question 2
Better Job Alternatives out in the Job Market
> Feelings of staff about their jobs and
employers(i.e. organization)? Agree?
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Feelings of staff about their jobs = Job
Satisfaction
Feelings of staff about their employers(i.e.
organization) = Organizational CommitmentCompare importance of the above two with
Job Alternatives
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Job Satisfaction OrganizationalCommitment
Job Alternatives
X X X
X
X
X X
X X
X X
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Job Satisfaction
Organizational Commitment
Job Alternatives
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1. Retirement welfare
e.g. In some company, retirement pay is
accumulated across the working years
So, working years in same companyretirement pay
Stay mainly due to Continuance Commitment
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2. Years of working
e.g. A study has mentioned the higher the age
on the job, the less likely the Correctional
Officer was likely to leaveReference: Udechukwu, Ikwukananne I.(2008)
Stay mainly due to Affective and Normative
Commitment
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1. Personal Value
e.g. A survey from Community Business
Post-80s has higher intention(60%) to turnover
than Pre-80s(30%)More likely to quit from their present jobs
Reference: Winnie Ng(Oct, 2010)
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For Post-80s,
Self-Centered and irresponsible
Quit when encounter difficult situations
Materials MindedQuit in Situation 1 due to higher salary in the
better job alternative
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2. Financial State
Worse financial state increases chance for
quitting
e.g. Economic hardship in family causesemployees to enter better job alternatives to
earn higher salary
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Job satisfaction X
Organizational commitment X
Job alternative X
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1. Financial state
Forced to stay in company due to lack of job
opportunities
E.g. Economic typhoon in Hong Kong causesdecrease in job opportunities.
Employees have no better choices beyond
staying
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Job Satisfaction X
Organizational Commitment X
Job Alternatives
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Entering Job Alternatives brings lots of
advantages
1. Higher Salary
2. Connection with more people3. Higher chance for promotion
4. Better working environment which brings
higher job satisfaction
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1. Career Inertia
Increase the working years in the same job ,
increase in career inertia
Well developed relationship with the originalemployees
Feel difficult to adapt in new working
environment
E.g. Four out of every 10 employees surveyedsaid they were seriously considering leaving
their current position.(age in 25-34)
Reference: Kelly Burke(Sep, 2011)
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2.Personality
Ingoing people do not dare to face a new
environment
Afraid of contacting with unfamiliar workingenvironment and colleagues
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Better Job Alternatives out in the Job Market >
Feelings of staff about their jobs and
employers(i.e. organization)?
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DT is essential for dealing with Diverse
Workplace
Behaviors and Attitudes are interactive
DT(Behaviors) can change employeesattitude
Job Satisfaction, Organizational Commitment
and Job Alternative are important for
employees Personal Situation contributes most for
employees making decisions on Stay or Quit
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Raymond A. Noe, John H. Hollenbeck, Barry Gerhart and Patrick M. Wright. (2009).Fundamentals of Human Resource Management, New York. The McGraw-Hill Companies
Vaughn, B.(Spring 2007) "The history of diversity training and its pioneers", StrategicDiversity & Inclusion Management, pp. 11-16, DTUI.com Publications Division: San Francisco.Wikipedia
Sara Rynes, Benson Rosen(Oct,1994). What makes diversity programs work? The CBSinteractive business network. Retrieved fromhttp://findarticles.com/p/articles/mi_m3495/is_n10_v39/ai_16369818/pg_2/?tag=mantle_skin;content)
Doris Wong. (2011). Rich mate Poor mate. RTHK. Retrieved fromhttp://programme.rthk.hk/rthk/tv/programme.php?name=tv/Richmatepoormate2_e&d=2011-08-18&p=5088&e=150720&m=episode
The Encyclopedia of Virtual Communities in Hong Kong
Udechukwu, Ikwukananne I.(2008)The relationship between job satisfaction, organizationalcommitment, intentions to quit, and perceived alternative employment in the assessment ofemployee turnover: A study of correctional ,ProQuest Dissertations and Theses; ABI/INFORMComplete
Winnie Ng. (Oct,2010). Many leave jobs for better life-style. RTHK
http://www.rthk.org.hk/rthk/news/englishnews/news.htm?englishnews&20101019&56&706223
Kelly Burke(Sep,2011) Restless generation lacks job satisfaction. The South Morning Herald.Retrieved from http://www.smh.com.au/executive-style/management/restless-generation-lacks-job-satisfaction-20110912-1k64b.html
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