...impact of a diverse workforce in the business world. Companies are being faced with various challenges and benefits resulting from a workplace with different demographic attributes; Demographic traits like aging. According to the bureau of labor statistics, 55years to 64years old individuals represent 60% of the workforce and 65years, older individuals represent 17.7% of the workforce (bureau of labor statistics, 2013). These statistics show that, the U. S. aging workforce that represent both a challenge and opportunities for industries. 1. What changes in employment relationships are likely to occur as the population ages? Researchers have shown that with age come positive workplace behaviors. For instance, older employees are likely to demonstrate exemplary ways such as volunteering, a higher respect for safety rules, lower work injuries and lower counterproductive behaviors. They are also likely to show strong commitment and work ethic at work. Nevertheless, the relentless fight to changes and struggle to adapt to new customs represents adverse effects that are expected to occur as the population ages (Stephen & Timothy, 2013). 2. Do you think increasing age diversity will create new challenges for managers? What types of challenges do you expect will be most profound? Managers will face new challenges due to an increase in age diversity. Because of the potential generation gap between younger...
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...Behavior – Diversity Issues (Chapter Three) Study Guide Specific Diversity Issues 1. Gender Diversity in the Workplace 2. Race Diversity in the Workplace 3.Age Diversity in the Workplace 4.Religious Diversity in the Workplace 5.Employees with Disabilities in the Workplace 6. Sexual Orientation Diversity in the Workplace Gender Diversity in the Workplace The Equal Pay Act (1963) prohibits discrimination in pay based on gender. Title VII of the Civil Rights Act (1964) prohibits discrimination in all employment-related decisions based on gender Earnings Gap The median earnings of women who worked full time in 2008 was 79% of men working full time. One explanation is that women are more likely to have gaps in their résumés because they are more likely to take time off to have children Race Diversity in the Workplace Title VII of the Civil Rights Act (1964) prohibits race discrimination in all employment-related decisions. Yet race discrimination still exists in organizations Age Diversity in the Workplace Despite their positive workplace behaviors, employees who are older often have to deal with age-related stereotypes at work. For example, a review of a large number of studies showed that those between 17 and 29 years of age tend to rate older employees more negatively, while younger employees were viewed as more qualified and having higher potential (age discrimination is prohibited by the Age Discrimination in Employment Act of 1967) Religious Diversity in the...
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...Cultural diversity is divided into two: primary and secondary. Primary diversity includes factors such as age, race and physical abilities. Secondary dimensions include factors such as family status, first language and religion among others. In the work place there are three main categories that cultural diversity is classified into, organizational, external, and internal. Organizational dimension is the functional level. It includes content/field work, area/department group, seniority or position status, the work place, trade union affiliation, and management status. The external dimension refers to the geographic location, income, personal habits, leisure activities, regional knowledge, education, work experience, appearance, parental and marital status. The internal dimension refers to age, sexual orientation, physical abilities, ethnic group, and race. (Andresen) Workplace diversity training is crucial. Diversity is essential in the workplace because a diverse population has different backgrounds, experiences, knowledge and understanding. A diverse workplace is better able to solve a problem and implement new ideas because there are more people able to come up with the required solutions and ideas. Workplace training is training for the purpose of increasing the participant’s cultural awareness, knowledge, and skills, which is based on the impression the training will benefit an organization by protecting against civil rights violations, increasing the inclusion of different...
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...discussing about Employee Diversity. How employee diversity has impact the company performance and how it brings advantages for the company. Not only that, solutions for HRM department to handle workplace diversity will be discuss further. | Nico Dharmaputra (CT0143972) | Content Page Content Page 1 Introduction 2 Advantages of Diversity to Organization 2 Problems of Employee Diversity to Organization 3 Employee Diversity Solution 4 Conclusion 4 References 5 Introduction As the time goes by, the number of external labour force will keep increasing rapidly. Human resource Manager must be able to adapt this trend in order to keep the firm success. But, employee diversity has been a big issue in selecting the best people for the firm. Simply said, employee diversity is different kind of employee. The difference may be the gender, age, religion, culture, skin tone, nationality, and other characteristics that reflect differences. Below will be the chart that compare the measures the diversity of different group (Ivancevich, 2010). Percent of Measures Which Varied Significantly by Group Identity | Race | 78% | Organization Level | 56% | Department | 46% | Gender | 41% | Age | 27% | As we can see, race had the most intense effects on work experience in most organization among the others. To face this trend, HR Managers are implementing Diversity Management into HRM policies...
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...Diversity refers to human qualities that are different from our own and the groups that one may belong.Dimensions of diversity include but are not limited to: age, ethnicity, gender, race, sexual orientation, educational background, geographic location, income, marital status, religious beliefs, work experience, and job classification. In a model world it would be assumed that everyone would be treated fairly when applying for a job and advancing within the field. The issue of discrimination due to diversity is still a major issue in today's time. Discrimination still plays a dominant role in the hiring, firing, and promoting of individuals. My organization has a wide range of diversity, we have diverse religious beliefs, gender, sexual orientation, ages, and work experience. Religion in the workplace is an area that most people try to stay away from. People are scared to address religion with the fear it may cause conflict. The truth is religion places a huge part of diversity in the workplace for the main reason that everyone has different beliefs. Organizations can not be accommodating to every small piece of religion to make every person within the company happy; in the end it would be too costly. They can however bend the rules for basic religious beliefs that many cultures possess. In the diversity training class at my organization, he or she promote to opening up everyone's eyes to accepting people's different beliefs. They are in no way pushing them to believe or follow...
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...before. This scenario is known as diversity in workplace. Organization needs diversity to become more creative and open to change. Maximizing and capitalizing on workplace diversity has become an important issue for management today. Besides that, diversity has the potential of yielding greater productivity and competitive advantages as long as organizations need to focus on diversity and look for ways to become totally inclusive organizations. Managing diversity means more than simply observing legal and policy requirements. Diversity is not something that will go away or diminish over time. Rather, the increasing diversity within our workforce population is emerging as a major resource upon which managers and organizations can seek solutions to various aspects of their businesses. 1.1 Definition of Diversity Frequently, diversity is viewed in a narrow perspective which includes differences in terms of race, ethnic or gender differences, and quite often linked to discriminate and enforcing laws to protect certain groups. Diversity includes all characteristics and experiences that define each of us as individuals. It can be further defined as primary dimensions of an individual, including race, ethnicity, gender, age, religion, disability, and sexual orientation. Secondary dimensions include communication style, work style, unique contribution of individual in organizational role/level, economic status, and geographic origin. Once diversity is defined, it must be acknowledging...
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...Introduction: Diversity in the workplace is natural to Canada with its multicultural population and more than 250,000 newcomers entering the country every year (Government of Canada). One of the distinguished features of Canada’s current workforce is its growing diversity. As a concept, diversity refers to a broader set of qualities than race and gender. Its dimensions include, but are not limited to, age, ethnicity, educational background, geographic location, income, marital and parental status, religious and moral beliefs, physical abilities, working experiences, and job classifications. For example, for the first time in history, today’s workplace accommodates four different generations — the Matures, the Baby Boomers, Generation X, and the Generation Y. Each age group brings different perspectives on life and work; all of them relate differently to the same working environment; all of them bring new ideas that benefit the workplace on different levels. It is a great challenge for both employers and employees to learn to value and to embrace differences and not get caught up in stereotyping those who look, think and act differently. It is a great need to start learning about diversity by talking to people, asking questions and listening. The more we know about differences, the more we understand them and the more we can appreciate and value their contributions to the workplace. Employers need to learn how to integrate and manage their diverse workforce; employees need...
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...21st century, workforce diversity has become an essential business concern. In the so-called information age, the greatest assets of most companies are now on two feet. Undeniably, there is a talent war raging. No company can afford to unnecessarily restrict its ability to attract and retain the very best employees available. Although we all share many traits and needs, human beings are different and unique. While diversity has always existed, globalization, an increase in immigration, the sexual revolution and the output of the open formerly taboo subjects - such as living with a disability and gender preference - were placed in front -plan diversity of our concerns and the need to accept it. In the workplace, diversity encompasses elements that are evident, among other demographic differences such as gender, ethnicity and age, and more subtle differences, for example, the way we think or solve problems, social class or education. Because of the variety of backgrounds and approaches, it is not always easy for people to get along in the workplace (Diversityworld.com, 2014). However, it could be quite different. By learning to understand the challenges posed by differences and accept different points of view within your workgroup, you can use the strengths that represent a diverse team, in addition to expanding your horizons. Workforce diversity refers to organizations that are becoming more heterogeneous with the mix of people in terms of gender, age, race, and education...
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...Effective Diversity Management Essay Workplace Diversity: A Contribution to Organisational Success Abstract Workplace diversity is vital for any organisation. The benefits diversity can bring are able to drastically change the performance of an organisation. The following essay explains the essence of workplace diversity, describes the difficulties that may arise in diversity management, and presents the key benefits that it can bring to an organisation. With these issues explained, it is evident that organisations can benefit from workplace diversity and how it can make them successful. Workplace Diversity: A Contribution to Organisational Success Workplace diversity incorporates more than it seems at a glance. Diversity presumes mainly cultural, racial, and gender differences, because these are the most visible distinctions between people. There are, however, many other characteristics in which employees differ. Rice (2010) defines diversity as “differing cultures, languages, ethnicities, races, sexual orientations, religious sects, abilities, classes, ages, and national origins of individuals in an institution, workplace, or community.” (p. 96). As far as the workplace is concerned, diversity is crucial for it. Employees of different cultures, races, ages, classes and backgrounds can make their own unique contributions to the development and performance of an organisation. This is why numerous “business and governmental organisations have implemented workforce...
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...Diversity in the Workplace Wendy Fowler Diversity in the Workplace Workplace diversity refers to the variety of differences between people in an organization. Workplace diversity is about acknowledging differences and adapting work practices to create an inclusive environment in which diverse skills, perspectives and backgrounds are valued. It is about understanding the individual differences in the people we work with that arise from a broad range of backgrounds and lifestyles, and recognizing the value of using those different perspectives, ideas and ways of working to enhance the quality and outcomes of work. Our diversity is shaped by a variety of characteristics including age, ethnicity, gender, disability, language, religious beliefs, life stages, education, career responsibilities, sexual orientation, personality and marital status (Leonard 2013). Workplace diversity builds on the traditional principles of equal employment opportunity (EEO). While EEO focuses on ensuring that all people have access to employment opportunities and conditions, diversity means accepting, welcoming and valuing the differences essential in every individual and recognizing the contribution that a diverse workforce can make to organizational effectiveness and performance. To understand how diversity affects the work place let us look at different types of diversity which includes differences in skill and abilities, values and attitudes, occupation differences, and age. Different Types...
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...MANAGING DIVERSITY The Managerial Implication of an Increasing Diversity in Workforce Author/Student Note:Bong joseph laila ,MBA Student; Frederick Taylor University Moraga CA USA. This Research paper was conducted independently without any funding support nor groupwork;all correspondences should be addressed to josephlaila86@gmail.com. Managing Diversity Abstract Diversity means different things to different organizations.True diversity management articulates and raises performance standards by requiring organizations to learn to recruit, train and support people. Finding ways of working with diverse people involves valueing and utilizing differences as well as finding a common ground for intergrating a mix of people into organizations.This paper shows that organizations more often prefer a more diversified workforce basically because it makes business sense.By maximizing talent,fostering innovation;and tapping into the creativity of a diversified workforce;the altimate result will be increased profits,increase competivity and organizational effectiveness as a whole. Managing Diversity Introduction Between the 1960s and the 1970s management approach layed emphasis on eliminating unfair discrimination through legal compliance for women and ethnic minorities.This was the affirmative action approach which “focuses on achieving equality of opportunity in an organization and...
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...Does workforce diversity always result in better organizational performance? In today’s global competitive environment, workforce diversity became a competitive edge that helps firms better understand different cultures and different ways of conducting business globally (“Benefits and problems”). Taylor Cox emphasized that increasing workforce diversity for better organizational performance is still an essential business issue that receives great attention, as “most of today's small business owners and corporate executives recognize that attention to the challenges and opportunities associated with the growing trend toward culturally diverse work forces can be a key factor in overall business success”. Rob McInnes identified 7 factors that motivate companies to diversify their workforces: As a Social Responsibility: companies exercise corporate social responsibility role by diversifying their workforces and supporting their good living. As an Economic Payback: “diversifying the workforce, particularly through initiatives like welfare-to-work, can effectively turn tax users into tax payers”. As a Resource Imperative: companies shouldn’t be hindered from attracting best talents available in the markets because of discriminatory practices. As a Legal Requirement: law requires companies not to be discriminatory in their employment practices or they will be exposed to penalties, as “fines and loss of contracts with government agencies”. As a Marketing Strategy: companies...
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...positive behavior, employees are likely conduct the same behavior, and that will lead to affect their performance in a good way. Managers always leading by example, if the employees notice that the manager has good attitude at the workplace, about the work they are doing, or good attitude dealing with them; that will make the employees feel more comfortable and more motivated. Therefore, the manager positive attitude affects the employee’s performance in a good way, their performance will maintains, and that will lead to improve the quality of the work, the employee’s productivity, and their devotion. On the other-hand, a manager with a bad behavior can affect the employee’s attitude, and that will affects their productivity at the work. If the manager shows bad attitude at the workplace regarding the employees work, or about dealing with them then they are going to feel the same way, and shows bad attitude as well. So exhibiting a bad behavior from the manager at the workplace affects not only the manager productivity, but also his/her employee’s productivity. As we know every one face a bad day from while to while, so if a manager having a bad day, or problems at the home leave them at home, and deal with them later far away from the workplace....
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...exclusive examination this paper will further bring out the importance of workplace diversity in an organizational environment; and team dynamics in the workplace. The most effective way to help readers understand the difference between Groups and Teams begins with defining the two organizations for clarity. The definition of a” Group is a small group of people with complementary skills in which a leader’s goal and approach; and are willing to be held accountable by the leader” (Mackin, 2007). Groups attainments are approached by the leader’s goals for dominate support. The accountability of a group is thrives on individual accountability. However, the viewpoints of leaders are for the production of its organization the supervisor has input. Subsequently group decisions are made by voting rather than members acquiring any input. However, “a team is a small group of people with complementary skills and abilities with common goals and approaches for which they hold each other accountable” (Mackin, 2007). Teams require structure and support, aside from the purpose of each member having the ability to complement skills. A Team prefers sharing responsibility to improve their performance constantly. A Team will be consensus in their approaches concerning meeting goals; and they take accountability by speaking to one another whenever conflicts arouses among members. The importance of examinating workplace diversity in organizations are to...
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...E10412850 16/10/2015 2.19 What changes in employment relationships are likely to occur as the population ages? The relationship between age and job performance is likely to be an issue of increasing importance during the next decade. The workforce is aging worldwide. Employers express mixed feelings about the older worker. They see a number of positive qualities older workers bring to their job, such as experience, judgment, a strong work ethic and commitment to quality. But older workers are also perceived as lacking flexibility and resisting new technology. And when organizations are actively seeking individuals who are adaptable and open to change, the negatives associated with age clearly hinder the initial hiring of older workers and increase the likelihood they will be let go during cutbacks. 2.20 Do you think increasing age diversity will create new challenges for managers? What types of challenges do you expect will be most profound? Managers need to recognize and capitalize on differences to get the most from their employees. Age diversity will create new challenges for managers because of a potential age difference between a younger manager and an older employee. As technology changes, the older generational workers will be seen “as lacking flexibility and resisting new technology”. The most profound challenge associated with increased age diversity will be integrating newer technology and practices in corporations to the older workforce. Technology these...
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