Au Sze Lam Lawrence 52635598 Koo Ka Ho Iven 52635457 Wong Man Kin Kenneth 52623065

Question 1 Factors that make Diversity Training succeed? Behavior change fosters attitude changes?

 According

to research, U.S. labors diversity In 2016, 80%white. 12%black, 8%Asian and others Reference: Raymond A. Noe(2009)

1.
2. 3.

Lack of communication Conflicts due to difference in races and ethnicity Difficult to merge ideas from different background

Definition: A Training for: 1. Increasing participants' cultural awareness, knowledge and skills 2. 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.
2. 3. 4. 5.

Application of DT Knowledge Top Management Support Availability of training Length of training Follow-up discussion with supervisor Reference: Sara Rynes &Benson Rosen(Oct,1994).

Sources: Transfer of learning clearly has an impact on perceptions of diversity training ineffectiveness Reference: Wentling & Palma-Rivas,2000 Business priorities overtake any training gains we make. Reference: Sara Rynes &Benson Rosen(Oct,1994).

 Views:
Apply

the knowledge of DT to working Make the employee have more opportunities to practice Help to measure the effect of DT

Sources: Top management support was the single most important predictor of training success--more important than any characteristics of the training itself. Reference: Sara Rynes& Benson Rosen(Oct,1994).

 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 at maximum range

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Sources: Two other characteristics of the training itself were significant predictors of overall success: length of training and amount of post-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 time to 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.

2. 3.

Addition of Monitoring programs(e.g. Grouping diverse background of people into one team etc.) Increase the length of DT 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 mate II Purpose: To experience the life of lower class After(Behavior): Resigned his high salary job Help the poor children 1. Buying the computer 2. Inviting the University students to teach them about computer
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Attitude: Wong: Bringing hopes and cares to children > Just making money University students :Behaviors and attitudes of are 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 Commitment Compare importance of the above two with Job Alternatives

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Job Satisfaction
X X

Organizational Commitment
X X X X

Job Alternatives
X X X

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 Job

Satisfaction Organizational Commitment Job Alternatives

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Retirement welfare e.g. In some company, retirement pay is accumulated across the working years So, working years in same company retirement pay Stay mainly due to Continuance Commitment
1.

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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 leave Reference: Udechukwu, Ikwukananne I.(2008) Stay mainly due to Affective and Normative Commitment
2.

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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)
1.

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For Post-80s, Self-Centered and irresponsible Quit when encounter difficult situations Materials Minded Quit in Situation 1 due to higher salary in the better job alternative

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Financial State Worse financial state increases chance for quitting e.g. Economic hardship in family causes employees to enter better job alternatives to earn higher salary
2.

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 Job

satisfaction X Organizational commitment X Job alternative X

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Financial state Forced to stay in company due to lack of job opportunities E.g. Economic typhoon in Hong Kong causes decrease in job opportunities. Employees have no better choices beyond staying
1.

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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 people 3. Higher chance for promotion 4. Better working environment which brings higher job satisfaction

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Career Inertia Increase the working years in the same job , increase in career inertia Well developed relationship with the original employees Feel difficult to adapt in new working environment E.g. Four out of every 10 employees surveyed said they were seriously considering leaving their current position.(age in 25-34) Reference: Kelly Burke(Sep, 2011)
1.

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2.Personality Ingoing people do not dare to face a new environment Afraid of contacting with unfamiliar working environment 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 employees attitude 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", Strategic Diversity & Inclusion Management, pp. 11-16, DTUI.com Publications Division: San Francisco. Wikipedia Sara Rynes, Benson Rosen(Oct,1994). What makes diversity programs work? The CBS interactive business network. Retrieved from http://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 from http://programme.rthk.hk/rthk/tv/programme.php?name=tv/Richmatepoormate2_e&d=201108-18&p=5088&e=150720&m=episode The Encyclopedia of Virtual Communities in Hong Kong Udechukwu, Ikwukananne I.(2008)The relationship between job satisfaction, organizational commitment, intentions to quit, and perceived alternative employment in the assessment of employee turnover: A study of correctional ,ProQuest Dissertations and Theses; ABI/INFORM Complete 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&70622 3 Kelly Burke(Sep,2011) Restless generation lacks job satisfaction. The South Morning Herald. Retrieved from http://www.smh.com.au/executive-style/management/restless-generationlacks-job-satisfaction-20110912-1k64b.html

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