1/ Work force diversity (includes 2 form surface-level diversity and deep-level diversity.

) -Surface-level is differences in easily perceived characteristics ,that do not necessarily reflect the ways people think or feel but that may activate certain stereotypes. -Deep-level is differences in values, personality, and work preferences that progressively more important for determining similarity as people get to know one another better. Factors of workforce diversity : Discrimination ( Noting of a difference between things: often we refer to unfair discrimination ,which means making judgments about individuals based on stereotypes regarding their demographic group.) Biographical characteristics :( personal characteristics such as age , gender , race and length of tenure that are objective and easily obtained from personnel records.) 2/ Implementing Diversity Management Strategies Diversity in Groups : - Diversity can help or hurt group performance. - Groups of individuals are more effective than homogeneous group. Effective Diversity Programs include 3 distinct components : -legal framework for equal opportunity and fair treatment. - Workforce suit with a diverse market of customers - Personal development practices. 3 / Global Implications (the important content for case incident ) -Some biographical characteristics vary across cultures. -The structures and measures of intellectual abilities generalize across cultures. - develop unique policies to match the cultural and legal frameworks of each country. Note: ph n trong ngo c ko cho ln poster v n u di qu c th b ph n factor of workforce diversity.