Diversity in The Workplace Essay

mutation has several definitions. According to Schmidle (2010), processplace mixed bag is a people issue, pore on the differences and similarities that people b elude to an organization. It is usu bothy delin take ine broadly to embarrass dimensions beyond those specified leg ally in embody luck and affirmative action non- inconsistency statues. multifariousness is often interpreted to include dimensions which influence the identities and perspective that people bring, such as profession, education, p atomic number 18ntal spatial relation and geographic location.If you imagine of miscell several(prenominal)(prenominal) and all of the categories it squirt be a bit overwhelming. Schmidle did bring out several categories that include develop, gender, income level, fond status, governmental views, religion, and marital status. The word diversity has a soft of conflict ring to it but it doesnt of necessity mean it is a bad thing. renewing tail assembly in fact be a go od thing.Schmidle after goes on to discuss some of this positive outcomes of diversity including one of the most important aspects of diversity which is learning new things from separates. If we atomic number 18 around the comparable people e trulyday that ar the shoot akin and do things the exact same it is hard for people to think outside the box. This paper leave behind discuss positive and negative aspects of diversity focusing on get along. It suspend for alike discuss opposite forms of diversity as well.When discussing come along diversity it is important to discuss the dissimilar categories. Individuals over 60 ar considered to be the Traditionalist generation. Individuals in their mid-40s to 60s are do by boomers. Those in their late 20s to early 40s are in the condemnations X category and the most recent generation is Generation Y who are early 20s or childlyer (Bell, Narz, 2007). Each one of these groups has been described as having certain(prenominal) typesetters caseistics.Traditionalists are defined as having a to a greater extent traditional operative environment. They typically engage 900 A.M. to 500 but are give tongue to to work late and weekends during busy periods if necessary. Traditionalist are alike give tongue to to be hard functional, loyal employees who view authority. It is typical for wives of this category to feed been home with the children while the male is or was at work bring in the sole income. Traditionalists are retiring from the work force at a steady rate but still remain powerful in todays working environment (Bell, Narz 2007).Baby Boomers are the children of Traditionalists and alike thought to bring a strong work ethic. A difference among Boomers and Traditionalists is that they are dual-career rivals with the women working as well as the men. Boomers are said to question authority and redeem likewise been labelled the me generation (Bell, Narz 2007).Generation Xers are the childre n of Baby Boomers. They have wrenchn up watching their farms working to puree and have it all and have been touch on by their parents working hard and late hours. They are more family and parent oriented, optimistic and confident. They are said to non have a rattling strong fealty to their employer and tend to work for someone that best fits their demand (Bell, Narz 2007).Generation Y are the children of Generation X and are also called the millennials, the internet generation, and also the Echo Boomers. This is due to their computer acknowledgeledge and also due to them being one of the largest generations since the Baby Boomers. At a deuce-year-old age they were introduced to polar lifestyles and cultures in school. Being that they were exposed so young they tend to have more accustomed to different races, informal orientation, and ethnical groups.Generation Ys like to be challenged and want flexibility and telecommuting options. They are also family oriented and want to work sort time or time off when having children (Bell, Narz 2007).After describing these different groups it is clear at that place is a difference in attitude, respect, loyalty, goals, and work ethic. Putting all of these individuals in a working environment together would seem like a rattling bad idea. Schaefer 2010 distinguishsThe popular press paints a picture of generational sort out at work. Mature workers (Traditionalists and Baby Boomers) are portrayed as loyal and hardworking, but dinosaurs when it comes to innovation and technology. Younger employees (Generation Xers and Millennials) are viewed as innovative, but disrespectful, lazy, and egocentric. taken at face value, these stereotypes can lead to conflict and turmoil in the piece of work. Schafer later describes that this is non the case and actually have more similarities than differences. She also informs the reader that age diversity is a value to our organizations and allow be a an important component in the divers workforce of the future. (Schaefer, 2010).What are some benefits and who does it affect? One benefit is respect. By respecting others differences productivity increases which can affect an employee and an organization economically, financially and competitiveness (Green, 2008). By being more arable the companion makes more money, which makes it possible for them to be competitive. When a keep company makes more money it is easier for them to give raises and bonuses. in like manner when a company has diversity in the workplace it can reduce lawsuits and increase marketing opportunities, recruitment, creativity, and trade image (Green, 2008).Diversity is non further positive. It can be if you have the right group of people working but for the most part managers allow for find obstacles and challenges. When I was managing I always said it only takes one individual to destroy a groups character and flow. This type of person looks for problems and gets the rest of the group members worked up. almostthing simple like a gossiper can ruin a groups charisma. If a group member is racist or non accepting of concomitant members religious views or sex it can also affect the rest of the group (Green, 2008).This can lead to the loss of force out and effect work production which in turn affects the employees and organization economically, financially, and its competitiveness. Also if an individual is not socially accepting of others it affects the companies view to the customers and shareh one-time(a)s. The chain profligate food restaurant Chik-Fil-A has recently announced it does not support same sex marriage. The public exploded with outrage and tens of thousands of people vowed to never eatthere again. If a transmission line employs an individual who voices their discrimination, prejudice, or stereotyping of a grumpy group the same outcome could happen if left unchecked.I think for the most part we could all agree the senior(a) generation was no t as accepting to different races, religion, and sexual preference as oft as the younger generation is. This certainly does not mean a younger person would not be discriminatory or that all Traditional workers are discriminatory but it is something managers need to go through.Business will typically have a note on discrimination in their by laws or employee hand books that any form whether it be for age, sex, ethnicity, sexual preference will not be tolerated. Colleges employing individuals will have this as well.An example of this is the University of Californias system wide non-discrimination statement It is the constitution of the University not to engage in discrimination against or harassment of any person employed or seeking betrothal with the University of California on the basis of race, color, national origin, religion, sex, gender identity, pregnancy, physical or mental disability, medical condition (cancer-related or genetic Characteristics), ancestry, marital status , age, sexual orientation citizenship, or status as a covered veteran.This policy applies to all employment practices, including recruitment, selection, promotion, transfer, merit increase, salary, training, and development, demotion, and separation. (University of California, 2011).Having non-discrimination statements like this allows employees, the public, shareh elderlys, and other colleges or competition see discrimination of any kind will not be tolerated at the school. This can help the work have a positive image to all who read it. It is fairly un greens to find a current business without some form of discrimination statement. The one from the University of California above is genuinely descriptive and most that I have found do not go into this much detail.The University of California also has their Principles of Community We recognize, value, and affirm that social diversity contributes richness to the University community and enhances the quality of campus life forindivi duals and groups. We take conceit in our various achievements and we celebrate our differences. (University of California, 2011).These types of guiding principles allows the community and any other readers know the University welcomes differences in individuals. If someone was having any reservations just about attending this University or working for them this further assures the individual the University would welcome them no matter how different they are.Age diversity can also affect the way a person is tough. If you think about front-line management, mid-management, senior management you typically batch an older individual at the senior management level, a slenderly younger individual at the mid-management level, and again a slightly younger individual at the front-line management level. Does age have to do with acquiring promoted? If I simply get older will I be promoted? Apparently it does not but it does have a huge affect on getting dismissed.If an employee is more tha n twenty dollar bill percent younger than their superior(p) they are more likely to be let go. If the employee is less than twenty percent younger than their superior they are less likely to be let go (Giuliano, Leonard, Leving, 2006). This select shows a superior is much more likely to dismiss someone who is considerable younger than them compared to if the employee is rather scraggy in age. The workforce demographics are also shifting. It has been reported workers in the age group of 55-64 there will be 36.5 percent more compared to 2006. That is a drastic increase. What about those ages 65-74 and employees 75 and up? There is regurgitateed an 80 percent increase in both.This means people are working continuing and past the hideaway age (Schaefers, 2010). This also lets us know age diversity with the Generation X needs to be salaried attention to by employers. Many feel we have a substantial understanding of this group already while others feel we have been focusing on the Traditional workers more. Whatever the case it is pretty clear employers will need to be prepared to provide for this generation and others who follow. How do we do that?We need to understand how each generation feels and act. Mature workers value loyalty from and to the company. They often few their younger co-workers as not having enough company allegiance. Generation Xers are considered to be loyal to a team, boss, or project butnot necessarily a company. Baby Boomers and Traditional workers may view this as disrespectful and it could cause conflict (Schaefers, 2010).We need to understand the core values of generations. Many values are shared between generations. The Traditionalists raised the baby Boomers. The Baby Boomers raised the Generation X and the Generation X raised the Generation Y. It is easy to understand some of the traits of the older generations have been passed down especially family. It did take some negative move at times. The traditionalist taught their chi ldren to work hard and be loyal.This had a kind of family second effect and the Generation X was affected by this. They are very family oriented and family always comes first. So an employer would need to know that if they proposal on keeping Generation X employees around they need to allow them to have flexible schedules and they need to be able to take time off for family(Schaefers, 2010).We need to expand our communication approaches as well with the other groups coming up. The millennial generation is extremely technology oriented and it is very important in their lives. This generation does most of their business through electronics and technology as well as their personal life (Schaefers, 2010).One of the major characteristic an employer should have and should instill on all employees is to show respect to one some other. A younger employee does not want to get disrespected for a possible new and out of the box idea just as an older employee doesnt want to disrespected for doing something the same way for so long. We have all heard treat others like you would like to be treated and it holds a bus of weight when trying to get different generations to work in a cohesive and productive manner (Schaefers, 2010).Productivity is another topic employer and employees are stired with. well-nigh feel the older workers do not work as hard or are productive as younger employees. Some decide this is true whether or not it is and respond to it. Making comments or speaking to other employees and management about the lack of work is one form. The truth is studies have shown this is not necessarily true in all cases. A three year study was conducted with a hardware chain.One strain was staffed with only employees over the age of fifty, while the other five stores were staffed with younger employees. The over fifty store was considerably more productive in major business aspects than two of the other five stores and was close to the other three in gross sales gene rated against labor costs (Robbins, Judge, 2011). This is an impressive study that can refute arguments that the older individuals are not worth employing.Employers carry mixed feelings about older worker. Some feel they are more loyal, have more experience, discontinue judgment, and stronger work ethic. Others feel they lack in flexibility and are not accustomed to todays technology. When these employers are looking for new hires it is common for the older applicants to be looked over and if they are hired they are commonly the first to go when it comes to layoffs (Robbins, Judge, 2011).The opportunity to quit is also a concern for employers. Given that an older applicant has fewer employment opportunities it is thought some employers hire these individuals based on the idea that they will not leave once hired. The younger applicant is thought to have greater opportunity and a more willingness to change frolics or jump ship if the job is not what they expected. They younger gene rations are also thought to expect the employer and business to take care of there needs better than the older generations (Robbins, Judge, 2011).Some companies realize the value in older employees and actually make attempts to cajole them. Boarders and the Vanguard Group have realized the value and have offered benefits and options that cajole them in. Flexible hours and part time work are a couple of the things the older workers are looking for. Since most have at least thought about retirement if not already been retired, these groups of workers enjoy consumption time with family and doing the things they enjoy. Most states have agreed that a mandatory retirement is not necessary the pool of aged workers has increased dramatically. No longer is it required for individuals to retire at the age of 70.This has led a lot of workers to reinter or continue to be a part of the labor force. Some have lost loved ones and wish to socialize which they would not be able to do if they simp ly stayed home. The opportunity givesthem a reason to try and make new friends and also gives them a reason to stay busy. Others may have not prepared or had the opportunity to save up a proper retirement with todays increasing prices and declining economy (Robbins, Judge, 2011).The employees job satisfaction needs to be considered when it comes to the diversity of age in a workplace. Employees over the age of 60 who are non pros satisfaction rate decreases during their middle ages and increases as they get older. professional person employees who were over the age of 60 however continually increased as they aged (Robbins, Judge, 2011).One of the ongoing concerns with diversity is if they want it. As discussed there are many advantages of having diversity in the workplace. If a company wants to grow it is important to allow new and different people to bring different things to the office table. This is so true that some literature can be found on how to increase workplace diversit y. The most important finish for a company is to decide what kind of diversity they need. It may not be the best idea for a company whose main product is A company that sells womens jewelry may nReferencesRobbins, S.P., & Judge, T.A. (2011). organisational Behavior(14 ed.). Upper Saddle River Prentice Hall.Notter, Jamie (2009). Generational Diversity in The Workplace. Retrieved 30 August 2012 from Convergence Media http//www.multiculturaladvantage.com/recruit/group/mature/Gen eral-Diversity-in-workplace.aspSchaefers, Kate (2010). Age Diversity in the Workplace. 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