Stereotype (cognition)
- often implicit (not conscious)
- based on personal experiences, cultural environment, interactions
- activated in our brains when we act quickly to draw conclusions
- biased generalizations about a social group
Prejudice (affection)
- often based on stereotypes
- lack of empathy based on an exaggerated or flawed generalization
- shown through emotions such as anger, disgust and discomfort
Discrimination (behaviour)
- when someone belonging to a certain social group is treated less favorably because of the characteristics associated with that group
What does it mean to manage diversity?
recognizing differences between individuals to create a productive environment where people feel welcome and valued, and each person’s abilities are fully utilized while company’s goals are being met
AMO Model
Ability + Motivation + Opportunity = Individual performance
VUCA
Volatility
Uncertainty
Complexity
Ambiguity
Industry 1.0
Mechanization, steam power, weaving loom
Industry 2.0
Mass production, assembly line, electrical energy
Industry 3.0
Automation, computers and electronics
Industry 4.0
Cyber Physical Systems, internet, networks
Revolution 4.0 and HRM
- diversity management: using the strengths of a diverse workforce
- workers value being able to participate in decision-making and having control over their work
- workers are more motivated to continuously learn and update their skills
- workers always connected anytime and anywhere
- demands for shared leadership and mutual development
- any change in technology leads to rapid and far reaching effects
Current trends
- Outsourcing: a process in which a company hires another company to perform certain services
- Offshoring (relocation): strategic displacement of a company’s activities from one place to another to obtain gains through reduction of production costs
Industrial relocation
occurs from developed countries to other countries in order to:
- search for better production conditions (cheap and abundant labor force and materials)
- expand to new markets
- have less control over environmental impacts
Outsourcing: Pros and cons
- flexible for the company
- provides human capital at lower fixed cost
- allows management to focus on its most important activities (Pros)
- Loss of control over process and result
- company providing service might not fully understand what the company wants or be committed to its goals (Cons)
Offshoring: Pros and Cons
- reduction in FC and wages (production costs)
- increased wage productivity
- increased employments rate in foreign country (pros)
- decline in employment rate in home country
- offshore outsourcing: threat to stability and effective job creation
- greater external dependency
Diversity levels
Superficial and visible characteristics: age, skin color, disability
Deep and not observable: attitudes, values, beliefs
Hidden characteristics that can be revealed: sexual orientation, ethnic heritage, socioeconomic status, hidden disability
Inclusion
the degree to which a worker feels they are a valued member of the team
Equity
ensures that the person is in equal conditions to others, fairness promotes job satisfaction and organizational commitment
Benefits of diversity and inclusion
- Different perspectives
- Increased creativity
- Better decision making
- Increased engagement
- Reduced turnover
- Reputation
HRM and Sustainability: Organizational sustainability
organizational sustainability is the ability to operate in a way that ensures long term success while minimizing negative impact on the environment, the economy and on society
- environmental responsibility: reducing waste, eco friendly
- social responsibility: diversity, inclusion, fair labor practices
- economic viability: maintaining profitability and financial health while balancing short term goals and long term success
Three levels of sustainability (+1 extra)
- Environmental
- Social (social and cultural development)
- Strategic or economic (long-term profits)
- Psychological
How can HRM contribute to organizational PSYCHOLOGICAL sustainability?
- job crafting (allows workers to transform their jobs)
- rewards and renumeration (conditions where workers feel motivated)
- performance evaluation and career development (freedom to make choices and take initiative)
- training and development (ensures lifelong learning and skills improvement)
- communication (HR keeps employees up to date on what is happening, HR also takes accountability for worker’s actions)
- ethical management (promote teamwork by embracing diversity)
Organizations, through implementation of HR practices and policies, have to ensure:
- worker’s employability
- work-life balance
- individual responsibility
- (THESE ARE ALL A PART OF SUSTAINABLE CAREERS)
