What is the distinction between inclusion-exclusion and organizational involvement

Instructor ResourceMor Barak,Managing Diversity, 4eSAGE Publishing, 2017Chapter 7: VIVE LA DIFFÉRENCE?:Theoretical Perspectiveson Diversity and Exclusion in the WorkplaceTest BankMultiple Choice1. The concept of inclusion-exclusion in the workplace refers to ______.a. assumptions that people act in self-interest and that conflict is based on people’s drive to maximizetheir own or their group’s rewards to the detriment of other groups’ interest*b. the individual’s sense of being a part of the organizational system in both the formal process and theinformal processc. perceptions of inequality between one’s own access to resources and that of others in the society,resulting in intergroup conflict and emphasizing the emotional aspects of relationshipsd. an indicator for monitoring reactions among individuals within their work environmentCognitive Domain: KnowledgeAnswer Location: Diversity and Exclusion: A Critical Workforce ProblemDifficulty Level: EasyAACSB Standard: Diverse and multicultural work environments2. What is the distinction between inclusion-exclusion and organizational involvement?a. Organizational involvement focuses on employee engagement and volunteerism.b. Organizational involvement focuses on management’s response when conflict arises in a diverseworkplace.*c. Organizational involvement focuses on creating an environment where individuals have access tocompany knowledge.d. Organizational involvement focuses on the measurement of the organization’s involvement in thecommunity and the world.Cognitive Domain: ComprehensionAnswer Location: Diversity and Exclusion: A Critical Workforce ProblemDifficulty Level: EasyAACSB Standard: Diverse and multicultural work environments3. In which political tradition does the high-involvement approach work better?a. Republicanb. autocraticc. Libertarian*d. DemocraticCognitive Domain: KnowledgeAnswer Location: Diversity and Exclusion: A Critical Workforce ProblemDifficulty Level: EasyAACSB Standard: Diverse and multicultural work environments4. In the high-involvement approach to management where is the power pushed to?*a. lower levels of employeesb. higher levels of employeesc. higher levels of senior managementd. lower levels of senior managementCognitive Domain: KnowledgeAnswer Location: Diversity and Exclusion: A Critical Workforce ProblemDifficulty Level: EasyAACSB Standard: Diverse and multicultural work environments

TECH 300 Chapter 7 Homework QuizName _________________________________1.The concept of inclusion-exclusion in the workplace refers to ______.a.assumptions that people act in self-interest and that conflict is based on people’s drive tomaximize their own or their group’s rewards to the detriment of other groups’ interestb.the individual’s sense of being a part of the organizational system in both the formal process andthe informal processc.perceptions of inequality between one’s own access to resources and that of others in the society,resulting in intergroup conflict and emphasizing the emotional aspects of relationshipsd.an indicator for monitoring reactions among individuals within their work environment

2.What is the distinction between inclusion-exclusion and organizational involvement?

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3.In which political tradition does the high-involvement approach work better?

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.....inclusion-exclusion important in the workplace? What is the distinction between the inclusion-exclusion concept and organizational involvement?

The concept of inclusion-exclusion in the workplace takes into account the feeling of a person being a part of the organizational system with respect to the formal aspects such as making decision and gaining access to information as well as informal aspects such as coffee meetings (Mead et al., 2011). This concept is imperative to the workplace as one of the most important issues experienced by the diverse workforce in contemporary times is 'exclusion'. This is an actuality faced by several personnel and a view held by even more personnel that they are not deemed by the executive managers to be an integral part of the company. The distinction between the inclusion-exclusion concept, and organizational involvement is that the emphasis placed on organizational involvement is on organizational practices that nurture the development of policies and procedures directed at forming a setting where people have better accessibility to organizational knowledge and information networks. On the other hand, the concept of inclusion-exclusion is a sign of the manner in which personnel experience and view their position and status in the organization in relation to the mainstream people (Mor Barak, 2011).

2. What may be some reasons why people that are different from the "mainstream" are more likely to be excluded from positions of power and influence in work organizations?

The reasons why people that are different from the mainstream are more likely to be excluded from positions of power and influence in work organization vary largely.

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One of the reasons could be linked to the fact that they emanate from diverse groups. Therefore, different forms of discrimination such as racism, ageism, and sexism could be one of the reasons, both intentionally and unintentionally. Another reason could be the aspect of economic and financial self-interest, whereby individuals could be restricted to access power and economic resources. In turn, this can lead to job discrimination of women and minorities and segregation in promotional prospects. Another reason could be as simple as cliched insights and also a sense of discomfort with the individuals considered to be different. Usually, individuals have a tendency of being comfortable with those that have mutual significant individualities and behaviors.

3. Is there a theoretical connection between worker inclusion-exclusion experiences and performance and satisfaction outcomes in organization social systems? Can it be generalized from the "sociometer model" of self-esteem?

It is possible to generalize a theoretical link between worker inclusion-exclusion experiences and performance and satisfaction outcomes in organizational systems from….....

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References

Mor Barak, M. E. (2011). Managing Diversity: Toward a Globally Inclusive Workplace. India: Sage Publications.

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