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assimilation The process through which a minority group learns the ways of the dominant group. In organizations, this means that when people of different types and backgrounds are hired, the organization attempts to mold them to fit the existing organizational culture.
collectivism The extent to which people emphasize the good of the group or society.
individualism The extent to which people place primary value on themselves.
long-term orientation Focused on the future.
masculinity The extent to which the dominant values in a society emphasize aggressiveness and the acquisition of money and material goods, rather than concern for people, relationships among people, and the overall quality of life.
multicultural organization The multicultural organization has six characteristics: pluralism, full structural integration, full integration of informal networks, an absence of prejudice and discrimination, equal identification among employees with organizational goals for majority and minority groups, and low levels of intergroup conflict.
pluralistic organization An organization that has diverse membership and takes steps to fully involve all people who differ from the dominant group.
power distance The extent to which less powerful persons accept the unequal distribution of power.
prejudices Judgments about others that reinforce beliefs about superiority and inferiority.
primary dimensions of diversity Factors that are either inborn or exert extraordinary influence on early socialization: age, ethnicity, gender, physical abilities, race, and sexual orientation.
secondary dimensions of diversity Factors that are important to us as individuals and to some extent define us to others but are less permanent and can be adapted or changed: educational background, geographic location, income, marital status, military experience, parental status, religious beliefs, and work experience.
short-term orientation Focused on the past or present.
stereotypes Rigid judgments about others that ignore the specific person and the current situation. Acceptance of stereotypes can lead to the dangerous process of prejudice toward others.
uncertainty avoidance The extent to which people prefer to be in clear and unambiguous situations.
valuing diversity Means putting an end to the assumption that everyone who is not a member of the dominant group must assimilate. The first step is to recognize that diversity exists in organizations so that we can begin to manage it.
workforce diversity The similarities and differences in such characteristics as age, gender, ethnic heritage, physical abilities and disabilities, race, and sexual orientation among the employees of organizations.