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© 2010 Jones and Bartlett Publishers, LLC
Umiker's Management Skills for the New Health
Care Supervisor, Fifth Edition
Charles McConnell
© 2010 Jones and Bartlett Publishers, LLC
Chapter 19
Cultural Diversity: Managing Cultural Diversity: Managing
the Changing Workforcethe Changing Workforce
© 2010 Jones and Bartlett Publishers, LLC
Diversity Management
-- refers to the ways in which
managers hire, supervise, use the
skills of, and promote or otherwise
reassign employees of varied
backgrounds.
© 2010 Jones and Bartlett Publishers, LLC
Cultural Core Values
Core values are those beliefs that we
hold so strongly that they affect our
goals, ethical decisions, and daily
behavior.
Cultural core beliefs and values affect on-
the-job goals and day-to-day behavior.
© 2010 Jones and Bartlett Publishers, LLC
Corporate Values
Corporate values serve as
guidelines for employee behavior.
Key values are often expressed in
slogans such as “The customer is
always right,” “Quality is job one,”
etc.
© 2010 Jones and Bartlett Publishers, LLC
Corporate Culture
A culture takes its tone and values
from its leaders.
Effective leaders hold strong values
and have the courage to accomplish
good works despite great obstacles.
© 2010 Jones and Bartlett Publishers, LLC
Personal Core Values
When corporate and personal
values are consistent with each
other, a team spirit is fostered and
conflicts become less frequent and
easier to resolve.
© 2010 Jones and Bartlett Publishers, LLC
Personal Core Values
Our primary personal values are
family, career, health, and social or
recreational activities.
Secondary values include
recognition, quality, political
affiliation, and ethical considerations
© 2010 Jones and Bartlett Publishers, LLC
A Source of Stress
Stress occurs when our behavior
—including behavior that is
required of us--does not support
our values.
© 2010 Jones and Bartlett Publishers, LLC
Values Modification
Employees who hold values that conflict
with corporate values must modify their
personal values to some extent. Failure
to make that adjustment leads to
confrontations, isolation or rejection,
and ultimately to loss of employment
© 2010 Jones and Bartlett Publishers, LLC
Diversity Management
The goal of a diversity program is to
create an environment that allows
employees of all backgrounds to
reach their full potential and work
well together.
© 2010 Jones and Bartlett Publishers, LLC
Elements of a Diversity Program
Diversity training programs for employees Monitoring, using periodic surveys and
audits Holding managers accountable for
reaching the organization’s diversity goals Establishing networks or support groups
for minority members to turn to in times of stress
© 2010 Jones and Bartlett Publishers, LLC
Elements of a Diversity Program
Providing equal assistance to workers
who have family problems
Maintaining communication to reinforce
the organization’s commitment to
diversity
Making mentors available for workers
who need support and advice
© 2010 Jones and Bartlett Publishers, LLC
Supervisor’s Responsibility
It is up to first-line supervisors,
those managers closest to the rank-
and-file workers to make diversity
programs work.
© 2010 Jones and Bartlett Publishers, LLC
Diversity Management Tips for Supervisors
Remain ever alert to erroneous assumptions and do not let them go unchallenged.
Help new arrivals feel more comfortable by discussing any unwritten rules and practices..
Discuss the importance of cultural diversity at orientation sessions and at staff meetings.
Make it safe for employees them to have and to express their feelings.
© 2010 Jones and Bartlett Publishers, LLC
Diversity Management Tips for Supervisors
Challenge stereotypes and assumptions about minority groups.
Show interest in people’s differences without prying into their personal lives.
Become more knowledgeable about the religious, family, and food customs of the people with whom you work.
Use humor carefully.
© 2010 Jones and Bartlett Publishers, LLC
Diversity Management Tips for Supervisors
Be familiar with your organization’s
policy on sexual harassment and
observe it to the letter.
Involve representatives of all
minority groups in the decision-
making process
© 2010 Jones and Bartlett Publishers, LLC
Diversity Management Tips for Supervisors
Allow minorities to wear their ethnic
clothes or hairstyles unless these
interfere with their work or offend
customers.
Encourage all employees to get to know
the people around them who are
different.
© 2010 Jones and Bartlett Publishers, LLC
Generational Diversity
Educate yourself in the differences that may be encountered in supervising people of various age groups.
Nothing can be said “for sure” about generational diversity, but you may see enough differences in behavior to merit a situational approach to some problems.