Essay On Age Diversity In The Workplace

Most young employees are either high school or college students and are trying to find a balance between school, work and their regular social life. One possible solution is that companies may offer a mentorship program for younger workers, that deal with balancing out their lives. Another recommendation is that employers can give more control to younger workers. Being that they are young, younger employees have very little control over their work and if management can find out a way to give them more control, this will be very beneficial. This can include allowing them to schedule their own hours or giving them more meaningful job duties.

There is diversity when it comes to race, age, and education. For example, my manager is a lady of color, and my assistant manager is Hispanic. All the employees ages ranges from 45 to 23 to 19, and more ages in between. Finally, our education is different. I am the only one in college while the rest of the employees were finished after high school.

Older workers have been lifesavers to employment when it comes to training and experiences. For many nonprofit organizations, older workers have a strong belief in the nonprofit’s causes like mission and purpose to make a difference in the community; younger employees are motivated by getting that next promotion and raise. It is important to remember that ADEA prohibits any company to advertise a certain age for a position, allowable training to younger employees, and forcing retirement at a certain

The article is useful because organizations and businesses can focus and fully understand about their employee’s needs so they can develop strategies to recruit, retain and motivates employees rather than treating employees purely based on their generational

Society needs to go back in history and make significant changes. Before the industrial revolution and development of printing press, older adults played an important role in communities. They were seen by society as teachers filled with wisdom. This continues to be true in many cultures were older adults are held in high regards. (Todd Nelson Pg 208).

I personally don’t recall witnessing a situation where an individual was treated differently do to their age. But as I was researching the topic I found out that this is a big issue. Elder people are treated differently where for example healthcare workers start talking to an elderly person louder because right away they assume that they have hearing problems. In a workplace employers think that they could not do something

Importance and benefits of managing this diversity There is prescription that a company could apply to be successful, therefore it depends on the capability of the leader to sort out what is best to the organisation based on the level of productivity of the workplace. Leaders and managers should know and recognise skills that are vital in creating a positive and effective diverse workforce. One day session of training and programs is inadequate to change a person’s behaviour and styles, therefore the company need continuous development, implementation and maintaining trainings and awareness foundation. The welfare of having a diverse workforce is that it brings a unique standpoint to the company.

Since then, organizations are now realizing the importance of maintaining an inclusive workforce consisting of all generations working together for the good of the organization. The Baby Boomers, Millennials, GenX’s and Traditionalists are employees that make up today’s typical organization. Each generation may have different expectations and values based on their generation. Consequently, these differences could possibly trigger workplace conflicts, stressful situations, poor work environments, miscommunications, and or reduced productivity. Organizations that are seeking to create a diverse work environment must be willing to address any underlying issues regarding generational differences.

It limits and denies people opportunities based on how old they are. Employers might say someone is too young or old for a certain position and base their decision on that no matter if the person is still capable of filling the position. Some states are trying to pass laws to stop age discrimination. According to the Department of Fair employment and Housing, California law prohibits discrimination in employment such as race, religion, sex, physical handicap, martial, status, and age. Businesses usually find ways around these laws though.

First, the nature of work itself has shifted. In traditional, bureaucratic structures, the interactions between people from different generations followed hierarchical lines. People from younger generations were in

Key works: workforce diversity, contract workers, employees, diversity, divergent attitude, human resource management, international employees, consumers, consumer behavior, empathic marketing 1.2 Thesis Statement Diversity in the workforce provides unique employment opportunity and benefit, strengthen organizational outcome and further provides a platform to Exchange culture and lifestyle. On the other hand diversity workforce challenges increased in cost of training requires HRM careful employee’s selection and increased conflict due to demographic differentiation. 2 Part

As a manager you are responsible for developing and deepening relationships with your colleagues and reports across the functions. Diversity skills focus on improving how managers and their subordinates interact with each other and improving their ability to work with different individuals. You have been asked by the president of your company to develop a diversity initiative that encompasses the following: • Sources of diversity…age, education etc…identify at least 10 other sources. • Benefits of a diverse workforce and the link to organizational performance and effectiveness. • Steps to manage diversity effectively….the first step is to gain senior management’s commitment.

Being able to reach and market to consumers of different racial, cultural and ethnic backgrounds allows organizations to have a piece of the increasing market share. Being relevant in the global market will build business relationships and opportunities, these benefits and perks will run down to employees, allowing opportunities for development and promotion. Reputations of companies who support a diverse workplace often thrive, because they are viewed as fair and ethical and people want to work with or work for a positive, feel good company that has growth potential for individuals. Typically an outcome of having a positive reputation is that more people will want to work and be a part of that company, giving a company or organization a larger pool of talented and qualified applicants to choose from. Of course an organization’s shareholders priorities is that the business is productive and profitable while meeting set goals and being socially responsible, but the benefits of a diverse workplace trickles down to employees as

In today’s global economy, diversity is key to a company’s success. However, with diversity you are faced human behaviors that may generate discrimination. This can quickly lead to a negative impact if it isn’t handle promptly. Discrimination can have very different meanings.

It could be applied for retaining an ageing workforce to promote continuity of care, and retain more experienced HCP in the workforce. The experienced HCP would act as role model among young HCP, and pass their knowledge and skills to them and subsequently improve the quality of healthcare services. They would decide to stay in the organization because of familiarize of working culture and appreciated, and they might not be able to get high salaries in other organizations due to high competition. However, more money does not indicate higher motivation. Therefore, additional retention strategies for HCP should be