Course: 0192J - Organizational

Behaviour

Diversity in Organization,
Attitude and Job
Satisfaction
Week 2

Chapter 2 Learning Objectives

After studying this chapter you should be able
to:
Describe the two major forms of workforce diversity
Identify the key biographical characteristics and describe how they are
relevant to OB
Recognize stereotypes and understand how they function in
organizational settings
Define intellectual ability and demonstrate its relevance to OB
Contrast intellectual from physical ability
Describe how organizations manage diversity effectively

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Describe the Two Major Forms

of Workforce Diversity
Diversity Management

Surface-Level Diversity
Deep-Level Diversity

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Describe the Two Major Forms

of Workforce Diversity
Insert Exhibit
2.1

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Biographical Characteristics
and How Are They Relevant to OB
Those readily available in a personnel file

Age
Belief is widespread that job
performance declines with
increasing age.
The workforce is aging.
U.S. legislation that, for all
intents and purposes, outlaws
mandatory retirement.
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Biographical Characteristics
and How Are They Relevant to OB
Those readily available in a personnel file
Sex
Few issues initiate more debates, misconceptions,
and unsupported opinions than whether women
perform as well on jobs as men do.
Few, if any, important differences between men and
women affect job performance.
Psychological studies have found women are more
agreeable and willing to conform to authority,
whereas men are more aggressive and more likely to
have expectations of success, but those differences
are minor.
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Biographical Characteristics
and How Are They Relevant to OB
Those readily available in a personnel file
Race and Ethnicity
Employees tend to favor colleagues for their own race
in performance evaluations, promotion decisions, pay
raises.
Different attitudes on affirmative action with AfricanAmericans preferring such programs than do whites.
African-Americans generally do worse than whites in
employment decisions.
No statistical difference between Whites and AfricanAmericans in observed absence rates, applied social
skills at work, or accident rates.
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Biographical Characteristics
and How Are They Relevant to OB
Those readily available in a personnel file
Disability
A person is disabled who has any physical or
mental impairment that substantially limits
one or more major life activities.
The reasonable accommodation is
problematic for employers.
Strong biases exist against those with
mental impairment.
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Biographical Characteristics
and How Are They Relevant to OB
Those readily available in a personnel file
Tenure
The issue of the impact of job seniority
on job performance has been subject to
misconceptions and speculations.

Religion
Although employees are protected by
U.S. federal law regarding their religion,
it is still an issue in the workplace.
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Biographical Characteristics
and How Are They Relevant to OB
Those not readily available in a personnel
file
Sexual orientation
Federal law does not protect employees
against discrimination based on sexual
orientation.

Gender identity
Often referred to as transgender employees,
this topic encompasses those individuals
who change genders.
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Stereotypes and How They

Function in Organizational Settings
Discrimination is to note a difference between
things.
Unfair discrimination is assuming stereotypes
about groups and refusing to recognize
differences.

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Define Intellectual Ability and

Demonstrate Its Relevance to OB
Ability is an individuals current capacity to
perform various tasks in a job
Two types
Intellectual abilities
Physical abilities

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Define Intellectual Ability and

Demonstrate Its Relevance to OB
Intellectual abilities are abilities needed to
perform mental activitiesthinking, reasoning,
and problem solving.
Most societies place a high value on intelligence,
and for good reason.

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Define Intellectual Ability and

Demonstrate Its Relevance to OB
Number
Aptitud
e
Memory

Spatial
Visualizat
ion

Exhibit 2.2

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Verbal
Comprehensio
n

Intellect
ual
Ability
Deducti
ve
Reasoni
ng

Percept
ual
Speed

Inductiv
e
Reasoni
ng

Source:
Organization Behavior (2013), by Stephen P.Robbins and Timothy A.Judge

Contrast Intellectual from Physical Ability

Physical Abilities
The capacity to do tasks demanding stamina,
dexterity, strength, and similar characteristics.
The three main categories of physical ability
are

Strength
Flexibility
And Other characteristics

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Contrast Intellectual from Physical Ability

Insert Exhibit 2.3

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Source:
Organization Behavior (2013), by Stephen P.Robbins and Timothy A.Judge

Contrast Intellectual from Physical Ability

Importance of ability at work increases difficulty
in formulating workplace policies that recognize
disabilities.
Recognizing that individuals have different
abilities that can be taken into account when
making hiring decisions is not problematic.
It is also possible to make accommodations for
disabilities.

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Describe How Organizations

Manage Diversity Effectively
Attracting, Selecting,
Developing, and
Retaining Diverse
Employees

Diversity in
Groups

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Effective Diversity
Programs

Describe How Organizations

Manage Diversity Effectively
Effective Diversity
Programs
Teach Legal
Framework

Foster the
Skills and
Abilities of All
Workers
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Teach the
Market
Advantages

Managerial Implications and

Summary
This chapter looked at diversity from
many perspectives paying particular
attention to three variables
biographical characteristics,
ability, and
diversity programs.

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Managerial Implications and

Summary
Diversity programs
Selection
An effective selection process will improve
the fit between employees and job
requirements.

Diversity Management
Diversity management must be an
ongoing commitment that crosses all
levels of the organization.

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Chapter3
Attitude and Job
Satisfaction

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Chapter 3 Learning Objectives

After studying this chapter you should be able
to:
Contrast the three components of an attitude.
Summarize the relationship between attitudes and
behavior.
Compare and contrast the major job attitudes.
Define job satisfaction and show how it can be
measured.
Summarize the main causes of job satisfaction.
Identify four employee responses to dissatisfaction.
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Contrast the Three Components of an

Attitude
Evaluative statements or judgments
concerning objects, people, or events
Three components of an attitude:

The opinion
or belief
segment of
an attitude
Source:
Organization Behavior (2013), by
Stephen P.Robbins and Timothy
A.Judge

The emotional
or feeling
segment of an
attitude
An intention to
behave in a
certain way
toward someone
or something

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Summarize the Relationship

Between Attitudes and Behavior
The attitudes people hold determine what they do.
Festinger proposed that cases of attitude following
behavior illustrate the effects of cognitive dissonance.
Cognitive Dissonance is incompatibility an individual might
perceive between two or more attitudes or between behavior and
attitudes.

Research has generally concluded that people seek

consistency among their attitudes and between their
attitudes and their behavior.

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Summarize the Relationship

Between Attitudes and Behavior
Importance of the attitude
Its correspondence to behavior
Its accessibility
The presence of social pressure
Whether or not a person has had
direct experience with the behavior
The attitude/behavior relationship is
stronger if it refers to something in
our direct personal experience
Source:
Organization Behavior (2013), by Stephen P.Robbins
and Timothy A.Judge

Attitude
Mitigating Variables

Predict
s
Behavio
r
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Compare and Contrast the Major Job

Attitudes

Job Satisfaction
A positive feeling about the job resulting from an
evaluation of its characteristics
Job Involvement
Degree of psychological identification with the job
where perceived performance is important to selfworth
Logical Empowerment
Belief in the degree of influence over the job,
competence, job meaningfulness, and autonomy
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Compare and Contrast the Major Job

Attitudes

Organizational Commitment
Identifying with a particular organization and its goals,
while wishing to maintain membership in the
organization.
Three dimensions:
Affective emotional attachment to organization
Continuance Commitment economic value of
staying
Normative moral or ethical obligations
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Compare and Contrast the Major Job

Attitudes

Organizational Commitment (cont)

Has some relation to performance, especially for new
employees.
Theoretical models propose that employees who are
committed will be less likely to engage in work
withdrawal even if they are dissatisfied, because they
have a sense of organizational loyalty.

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Compare and Contrast the Major Job

Attitudes
Perceived Organizational Support (POS)
Degree to which employees believe the organization
values their contribution and cares about their wellbeing.
Higher when rewards are fair, employees are involved
in decision making, and supervisors are seen as
supportive.
High POS is related to higher OCBs and
performance.
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Compare and Contrast the Major Job

Attitudes
Employee Engagement
The degree of involvement with, satisfaction with, and
enthusiasm for the job.
Engaged employees are passionate about their work
and company.

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Compare and Contrast the Major Job

Attitudes
Are These Job Attitudes Really Distinct?
No: these attitudes are highly related
Variables may be redundant (measuring the same
thing under a different name)
While there is some distinction, there is also a lot of
overlap
Overlap may cause confusion

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Define Job Satisfaction and Show How It Can

Be Measured
Job satisfaction
A positive feeling about a job resulting from an
evaluation of its characteristics

Two approaches for measuring Job Satisfaction

are popular:
The single global rating
The summation of job facets

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Define Job Satisfaction

and Show How It Can Be Measured

Insert Exhibit 3.2

Source:
Organization Behavior (2013), by Stephen P.Robbins and
Timothy A.Judge

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Summarize the Main Causes of Job

Satisfaction
Pay influences job satisfaction only to a point.
After about $40,000 per year (in the U.S.),
there is no relationship between amount of pay
and job satisfaction.
Money may bring happiness, but not
necessarily job satisfaction.

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Summarize the Main Causes of Job

Satisfaction

Insert Exhibit 3-3

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Source:
Organization Behavior (2013), by Stephen P.Robbins and Timothy A.Judge

Summarize the Main Causes of Job

Satisfaction

Insert Exhibit 3-4

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Summarize the Main Causes of Job

Satisfaction
Personality also plays a role in Job Satisfaction.
People who have positive core selfevaluations, who believe in their inner worth
and basic competence are more satisfied
with their jobs than those with negative core
self-evaluations.
Those with negative core self-evaluations set
less ambitious goals and are more likely to
give up when confronting difficulties.

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Identify Four Employee Responses to

Dissatisfaction

Insert Exhibit 3-5

Source:
Organization Behavior (2013), by Stephen P.Robbins and
Timothy A.Judge

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Summary and Implications for Managers

Satisfied and committed employees have lower rates
of turnover, absenteeism, and withdrawal behaviors.
Managers will also want to measure job attitudes
effectively so they can tell how employees are
reacting to their work.
The most important thing managers can do to raise
employee satisfaction is focus on the intrinsic parts
of the job, such as making the work challenging and
interesting.
Although paying employees poorly will likely not
attract high-quality employees to the organization or
keep high performers, managers should realize that
high pay alone is unlikely to create a satisfying work
environment.
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