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Impact of diversity on employee performance
Age groups in the workplace
Impact of diversity on employee performance
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The Different Impacts Diversity Has on an Individual
Diversity refers to the presence of individual human characteristics that make people different from one another (Schermerhorn, Hunt, and Osborn, 2005). Among these individual human characteristics are demographic differences, such as age, gender, sexual-orientation, ablebodiedness, race and ethnicity, and religion. Diversity and demographic differences can impact individual behavior by creating discrimination, stereotypes and prejudices in the work place. The differences that impact individual behavior the most are age, gender, sexual-orientation, and race and ethnicity.
Age Differences
Ages in the workplace can vary from as young as 16 to ages over 60 years old. This vast range of age differences within the workplace can create discrimination, stereotypes and prejudices among individuals. Such stereotypes and prejudices come from the misperception that as people age, their skills, ablebodiedness, and thought processing deteriorates and they are in turn unable to complete their work as effectively and efficiently as their younger counterparts.
According to the United States’ government site for equal opportunity, http://www.eeoc.gov/facts/age.html, setting age limits for employment has become common practice among employers. People over the age of 40 years are at the highest risk of age discrimination, but people of all ages can be victims of age discrimination. The government has created several acts, in which age discrimination is unlawful and not tolerated. In 1967, Congress created the Age Discrimination Act (ADEA), protecting individuals over 40 years old against age discrimination. This act protects both employees and job applicants. Under the ADEA, “it is unlawful to discriminate against a person because of his/her age, with respect to any term, condition, or privilege of employment—including, but not limited to hiring, firing, promotion, layoff, compensation, benefits, job assignments, and training” (ADEA, 1967).
Two other acts that protect individuals from age discrimination are the Age Discrimination Act of 1975 (ADA) and Section 188 of the Workforce Investment Act of 1998 (WIA). The ADA protects individuals of all ages from discrimination when applying for programs and actitivities that receive federal financial assistance, and the WIA protects against age discriminatio...
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...dments to the Constitution, anti-discrimination acts, and civil rights’ movements--discrimination still exists. Shirley Chisholm, the first African-American women to win a seat in the United States Congress, once said, “In the end antiblack, antifemale, and all forms of discrimination are equivalent to the same thing - antihumanism.”
References
American Psychological Association. “Answers to Your Questions About Sexual Orientation and Homosexuality.” Retrieved on April 5, 2005 from: http://www.apa.org/pubinfo/answers.html#whatis.
Fix, Michael E. and Margery Austin Turner (1998) The Role of Testing a National Report Card on Discrimination in America. Retrieved on April 5, 2005 from: http://www.urban.org/url.cfm?ID=308024.
Orfield, Gary and Susan Eaton. 1996. Dismantling Desegregation: The Quiet Reversal of Brown vs. Board of Education. New York: The New Press.
Schermerhorn, John R., James G. Hunt and Richard N. Osborn (2003). Organizational Behavior, Chapter 4. New York: John Wiley and Sons, Inc.
U. S. Equal Employment Opportunity Commission. The Age Discrimination in Employment Act of 1967. Retrieved on April 5, 2005 from: http://www.eeoc.gov/policy/adea.html.
The "2nd U.S. Circuit Court of Appeals" held that those business practices that have had a disparate impact effect on the older workers are now considered to be actionable under one national anti-discrimination law (Hamblett, 2004). The case does reaffirm a second Circuit precedent that had been set but which is at odds with what a majority of federal courts have held. The appeals court supported the idea that a layoff plan had been properly brought under the The Age Discrimination in Employment Act of 1967 (ADEA) although the company did not have the intention of discriminating.
Age Discrimination in Employment Act (ADEA) of 1967, as amended, protects workers age forty and over in hiring, promotion, and termination decisions. This project is going to analyze the ADEA and its amendment in terms of effectiveness, ineffectiveness, and influence which will be demonstrated by employment cases, research data. The project shows that the ADEA is not as effective as it suppose to be and its purpose of prohibiting age discrimination has not been implemented efficiently in workforce. The ADEA somewhat has enabled Americans work longer, however, it might not be the best
Age discrimination is a growing concern in our society, having significant consequences in denying an increasing proportion of the population the right to work. The percentage of older adults (65 and over) in Canada has risen from 8% in 1971 to a rate of 14% in 2011. This number is expected to steadily rise to a rate of 24.7% (roughly 1 in 4) by the year 2051 (Canada, 2014). Not only is this high rate concerning when considering the availability of future job positions, but this is especially concerning when, as the Ontario Human Rights Commission has determined that “age discrimination is often not taken as seriously as other forms of discrimination” (OHRC, 2014).
Robbins , Stephen P. and Judge, Timothy, A. Organizational Behavior. Upper Saddle River, New Jersey. Prentice Hall. Pearson Custom Publishing. 2008 Print
Robbins, S. P., & Judge, T. A. (2007). Organizational Behavior (12th ed.). Upper Saddle River, New Jersey, United States of America: Pearson Prentise Hall.
The Age Discrimination in Employment Act of 1967 is an act that was passed that clearly states that employers can’t be discriminate against someone based on their age 40 and older. The older adults are trying so hard to hold onto their jobs with dear life, because if not they will be nudged out and pushed aside. Not because of anything but rather because of their age. Age discrimination is on the rise as young as 50 years old. Age discrimination can happen to anyone regardless of your race, ethnic backgrounds or sexual orientation. A study was published in the Journal of Age Ageing and in the report it said that British People 50 years old and older faces discrimination about one third of them. In a resent survey older adults says job insecurity
Kreitner, R., & Kinicki, A., (2004). Organizational Behavior (6th ed.). New York: McGraw- Hill/Irwin. pp. 406- 441.
Kinicki, A., & Kreitner, R. (2009). Organizational behavior: Key concepts, skills and best practices (customized 4th ed.). New York, NY: McGraw-Hill Irwin.
The anti-discrimination legislation, the Age Discrimination Act 2004, which is the most recent, intends to ensure that all Australians of any age are treated justly with equal opportunity. According to the Age Discrimination Act 2004 “The Act also provides for positive discrimination – that is, actions which assist people of a particular age who experience a disadvantage because of their age”. The age discrimination within a workplace can be clearly explained by a case where age discrimination is evident, Elizabeth is a 17-year-old who was employed by a recreational centre as a customer service attendant on a casual basis. She claimed she had not been given shifts for approximately four months because she had been replaced by a younger worker. As the following employee has been replaced by someone younger, the employer is discriminating Elizabeth in the reason of her age. Consequently, Elizabeth filed a complaint, as the manager’s choice of action was unjust. The complaint was resolved through conciliation with an agreement that the employee will still be employed and transferred to work in a different branch of the company. The employer must take reasonable care of their workers in terms of health and safety. Providing the employer does not do the following, the manager could
1. INTRODUCTION: The Act of Parliament that I am going to research is the Age Discrimination Act 2004. Caltex Australia Limited is the Australian based company that I will use in the further sections. Is it appropriate for an organization to set up age criteria requirement to work in any position?
Robbins, S. P., & Judge, T. A. (2011). Organizational behavior (14 ed.). Upper Saddle River, NJ: Pearson.
Employers cannot refuse to rent an employee, disregard him from employment, or in any other case discriminate against the employee for this sort of reasons. Likewise, the organization may not retaliate against a worker for making a rate of discrimination below the Act. The Age Discrimination in Employment Act extends the prohibition of discrimination in hiring and firing actions to personnel elderly forty and older. This regulation does now not follow to organizations with less than 20
According to Merriam Webster online dictionary, ageism refers to prejudice or discrimination against a particular age-group and especially the elderly. Ageism can create an intimidating work environment that negatively impact the work performance, morale, and employment and advancement opportunities for older workers (allbusiness.com). I am in total agreement that workers should be treated fairly, regardless of age, and managers who takes the time to ensure that ageism is non-existence under their management has upheld the principles of ethical business and ethical organizations (allbusiness.com). Thirdly, how can organizations cope with differences related to age discrimination in the
Age discrimination, also known as ageism refers to the actions taken to deny or limit opportunities to people on the basis of age. Age discrimination is most commonly seen in the workplace. There is a common misconception that ageism refers only to seniors or older people, however it does apply to youth and adolescents as well. It can have a very negative affect on people as they may not be able to earn an honest living while being discriminated against based strictly on their age. Even though discriminating on the basis of age is illegal in Canada, employers still discretely hire and fire based on age.
Age discrimination continues to be a problem for both men and women that are over the age of 40 in the workforce. In year 1967, the federal Age Discrimination in Employment Act ADEA was passed to prohibit discrimination against workers over age 40 and older. Another law in the year 1964, Title VII of the Civil Rights Act of 1964 that prohibits employment discrimination on the basis of sex, race, color, religion, or national origin. However there are still age discrimination and it seems to be more especially for older women more than older men. The Federal and the state should implement more regulations to protect workers' rights in all age groups, both in the younger and older generation including their race and gender.