CHAPTER 2 Diversity in Organizations CASE INCIDENT 2 Increasing Age Diversity in
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CHAPTER 2 Diversity in Organizations CASE INCIDENT 2 Increasing Age Diversity in the Workplace Over the past century, the average age of the workforce Oganiatons can take steps to limit age discrim has continually increased as medical science continues and ensure that emplovees are treated fairly regar to enhance longevity and vitality. The Eastest-growing age. Mamy of the techniques to limit age discrim segment of the workforce is individuals ovwer the age of come donm Recent medical research is exploring techniques that relevant for all employees: set dear expectati could extend human life to 100 years or more. In addition erformance, deal with problems directly, comm the combination of laws prohibiting age discrimination with workers frequentlhy, and follow dear polic and elimination of defined-benefit pension plans means procedures consistenty. In particular, manay that many individials continue to work we'll past the tradi professionals note that clarity and consistency ca ensure all emplovees are treated equally regardless tional age of retire ment Unfortunately, older workers face a variety of scriminatory attitudes in the 1. What changes in employment relationships ar scanned more than 100 publications on age discrimination were most prevalent across studies. They found that stereotpes suggested job performance declined with age, counter to to occur as the population ages? 2. Do you think determine what types of age stereotypes increasing age diversity will creat challenges for managers? What pes of challes empirical evidence presented earlier in this chapter th you expect wall be most profound relationships between age and core task performance are essentially nil. Stereotypes also suggest that older workers are less adaptable, less flexible, and incapable of learning new concepts. Research, on the other hand, suggests they e capable of leaming and adapting to new situations . How can organirations cope with differences r What ppes of policies might lead to charges of discrimination, and how can they be changed climinate these when these are framed appropriately Souon: Based on D. Seipp. The Anti-Aging Revolution Fr Oune 14.20101 PPp 124-13 ENDNOTES Race, Eshnicky, and Gender Categories Merely 1. M. DiNatale and S. Boraa..The Labor Force Experiencecd 5. P. Chattopad was. M. Tuchowska, and E. Idenifing the Ingroup: A Coser Look at the I Women from Generaton X.Mon ly Laber Rrin(Manch for example, F. Wekh, "Caching Up: Wages of Black Pp. 320-325; A Sakamoto, H. Wu, and J. M. Taeng. 202). Pp. 1-15. Men, The American Eenomic i93,no 2 (2003) The Declining Significance of Race Among America Demographic Dimilarity on Employee Social I Arauw,-/Ma &wv 29, no. 2 (2004) and P. Chanopadhyay.Beyond Direct and Sym Effects: The Inence of Demographic Disumil Up Wages of Men During the Latter Half of the Twentieth Century al 2mo3(1) pp 273-987 Dnnoggply 37 (Jamuary 2000), pp. 41-31; and A Salomoto6.L. M.Corina Unseen Injustice Inciviliay as Discrimination in Organiations, Aadny of Ma K. A Govette, and C Kim Socioeconomic Atainments Asan Americans, Annual in f Saileg 33, (2009), 255-276 . RJ. Grosman Keep Pace with Older Worke R. K.A. Wenn and T. J. Mawer. Belbels About Older Leaming and Development Behanior in Relation t for Human Resource Management, 2006) 4 D. A. Harison, K H. Price,J. H. Gavin, and A. T. ocey Time, Teams, and Task Performance: Changing Effects of Surface and Deep-level Diversity on Group Functioning About Malleablity of Skills, Age-Related Decli pp. 223-242 and R. A Poshuma and M. A. C and A. H. Eag and J. L. Chin, "Are Memberships inExplanation / Answer
Is the population of an organisation ages, better relationship compatibility between management and employees as well as relationship status between the employees also increases. This availability of better impact on relationships provide extensive support to the overall availability of opportunities for any business. Diesel specifications comes with the standard of experience and experience helps the organisation to move in a positive way.
Definitely increasing age diversity create challenges for managers as each and every group inside the organisation requires proper Focus where some standards can be beneficial for influencing low age groups , using other tactics to influence old age group would not be feasible as it would directly affect them in negative manner.
For an example, for influencing younger people in the organisation, implementation of Technology based communication process would be appropriate where old people prefer communication over traditional platforms making it harder for managers to understand and manage age differences in diversity implementation of an organisation.
For coping with the standards of age discrimination in the workplace, implementation of a strong code of conduct as well as providing consistent discrimination training to managers would be the most appropriate way. This type of approach would create a positive impact on understanding of different social as well as ethical perspectives to the managers and employers where providing training to the Employees would create a better opportunity of stopping inter employee discrimination by providing them adequate information regarding different rules and regulations as well as implementation of strong code of conduct and code of ethics.
Lose code of conduct and code of ethics as well as implementation of discriminatory practices in the organisation such as discriminating on the basis of age, race or religion can lead to charges of discrimination. For illumination type of problem in the organisation strong code of conduct which directly a line with the standards of operational capabilities of an organisation would be most appropriate. Providing consistent training or influencing the employees by using different would be appropriate for elimination of these problems.