64 CHAPTER 2 Diversity in Organizations CASE INCIDENT 2 Increasing Age Diversity
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64 CHAPTER 2 Diversity in Organizations CASE INCIDENT 2 Increasing Age Diversity in the Workplace Over the past century, the average age of the workforceOrganizations can take steps to limit age discrimination has continually increased as medical science continues and ensure that employees are treated fairly regardless of to enhance longevity and vitality. The fastest-growing age. Many of the techniques to limit age discrimination segment of the workforce is individuals over the age of 55 come down tofundamentaly sound management practices Recent medical research is exploring techniques that relevant for all employees: set clear expectations for could extend human life to 100 years or more. In addition perfonmance, deal with problems directly, communicate the combination of laws prohibiting age discrimination with workers frequently, and follow clear policies and and elimination of defined-benefit pension plans means procedures consistently. In particular, management that many individuals continue to work well past the tradi professionals note that clarity and consistency can help tional age of retirement ensure all employees are treated equally regardless of age Unfortunately, older workers face a variety of discriminatory attitudes in the workplace. Researchers scanned more than 100 publications on age discrimination to determine what types of age stereotypes were most prevalent across studies. They found that stereotypes 2. Do you think increasing age diversity will create new suggested job performance declined with age, counter to I. What changes in employment relationships are likely to occur as the population ages challenges for managers? What types of challenges do empirical evidence presented earlier in this chapter thatxpect will be most profound? relationships between age and core task performance are .How can organizations cope with diflerences related essentially nil. Stereotypes also suggest that older workers are less adaptable, less flesible, and incapable of learning What types of policies might lead to charges of age new concepts. Research, on the other hand, suggests they re capable of learning and adapting to new situations when these are framed appropriately. to age discrimination in the workplace iscrimination, and how can they be changed tao RA.Psm and M.A. Campion "Age Stcreotpes in the Workplace SpsMoeo ENDNOTES Race, Ethnicity, and Gender Categories Merely Surface I. M. DiNatale and S Boraas, "The Labor Force Experience of&P. Chattopadhyay, M. Tluchowska, and E. George Women from Generation X. Monthly Laer e (March 2002), pp 1-15 Identifying the Ingroup: A Closer Look at the Influence of Demographic Dissimilarity on Emplonee Social Iidentity Aradny of Mangn ine 29, no. 2 004) pp 180-202 and P. Chattopadhyay. "Beyond Direct and Symmetrical Effects The Iafluence of Demographic Dissimilarity on Onganirational Citizenship Behavior.Acado of Manag Joal42, no. 3 (1999), pp 273-287 2. See, for example, F. Welch. "Catching Up: Wages of Black Men, The Ameican Eoomc Rr 93, o2 (2003) Pp. 320-325; A. Sakamoto, H. Wu, and J. M. Taeng. The Declining Significance of Race Among American Men During the Latter Half of the Twentieth Century De agruph, 37(January 2000), Pp 41-51; and A Sakotnoto, K A Govette, and C.Kim "Socioecomomic Attainments 34 Cartina. "Unseen Inyustice: Incmlity as Modern 33,no 1 (2008), pp. 55-73. PP. 255-276 .R.J.Grossman. Keep Pace with Older Workers HR 3. J. Schram, SIRI Wonlglace FoAlesandria, VA: Society for Human Resource Management, 2006) &. K.A Wrenn and T.J. Maurer, "Beliels About Older Workens Leanning and Development Behavior in Relation to Beliefs About Malleability of Skillks, Age-Related Decline, and 4. D. A. Harrison, K H. Price.J. H. Gavin, and A. T. Florey Time, Teams, and Tad Performance: Changing Effects of Surface and Deeplesel Dversdity on Group FunctioningContol Jourmal of Applind Secial Pycholgy 3-4, o 2 ofManagemnt Journal45, no. 5(2002).pp 1029-1045Pp 223-242 and R. A Posthuma and M. A. Campion, and A. H. Eagly and J L Chin, "Are Memberships inExplanation / Answer
1. As the population ages, the workforce face many discriminations in the workplace. According to the scanning done by the researchers, stereotypes suggested job performance declined with age. Stereotypes also suggested that older workers are less adaptable, less flexible and incapable of learning new concepts. But according to the research the older workers are capable of learning and adapting to new situations when these are framed appropriately.
2. In my opinion increasing age diversity would create more challenges for managers because they need to deal with each age group differently. Managers need to ensure collaboration among the team members irrespective of diversity. There are more chances of age related stereotypes which may affect the group cohesion. Hence the main challenges include aligning all the team members towards the goals set and ensuring group work irrespective of the age diversity. Another challenge can be motivating the employees understanding the individual motivating factors because the motivators may changes according to age. Another challenge is handling conflicts as the manager cannot use the same technique effectively against all the employees from different age groups.
3. The organizations should take necessary steps to prevent age discrimination and ensure employees are treated fairly in the work place. They should set clear expectation for performance, directly deal with the problems, communicate with the employees frequently and follow clear policies and procedures consistently. Clarity and consistency can help the organizations to ensure equal treatment of employees regardless of age.
4. Age discrimination act protects employees of age 40 and older from age discrimination related to employment. The policies to hire or discharge a specific age group of workers may lead to age discrimination because age discrimination is prohibited by the Age Discrimination in Employment Act. Any policies that discriminate against employees based on age in the employment related activities including promotion, training, compensation, benefits and privileges of employment also would lead to charges of age discrimination under ADEA. The policies can be changed to eliminate the age discrimination problem by adding bona fide reasons that allow certain age limitations to perform the job functions adequately. Certain jobs may require the employees to retire by specific age by giving pension benefits. The policies can also include a bona fide seniority system that gives preference to seniority while considering for promotion and other benefits.
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