I. Describe the attraction-selection-attrition (ASA)
framework. How does it help to explain the
“maintenance of homogeneity” in organizations?
(Lecture 10)
3. How does role congruity theory help to explain why
women are under-represented in leadership roles?
(Lecture 11)
3. What motivates employers to avoid hiring disabled
workers? Are these motivations justified by empirical
evidence? (Lecture 12)
4 According to the rational actor model of hiring
decisions. employers will change their stereotyped
beliefs about minority job applicants after having
positive experiences with members of that minority
group. According to Pager and Karafin’s (2009) study,
what do employers do in real life? (Lecture 13)
5. What are the main differences between an ‘equal
opportunities’ approach and a ‘diversity management’
approach? (Lecture 14)
ii. Under what circumstances are diverse teams likely to
out-perform homogeneous teams? (Lecture 15)
7. Organisations use images of diversity or information
about diversity initiatives in their recruitment
advertising to attract job candidates from under-
represented groups. Drawing upon Avery (2003).
Martins & Parsons (2007). and Williamson et al.
(2008). identify three factors that have been shown to
influence job applicants“ reactions to this type of
advertising. and explain how they do so. (Lecture 16)
a How can resistance to diversity be reduced in
organisations? (Lecture 17)
