Diversity And Demographic Characteristics

Diversity And Demographic Characteristics

Length: 1659 words (4.7 double-spaced pages)

Rating: Excellent

Open Document

Essay Preview

More ↓
Diversity and Demographic Characteristics


Diversity and Demographic Characteristics
Throughout this paper I will describe and analyze to some degree, diversity, and demographic characteristics with an emphasis on the following behaviors:
· Gender
· Age, as it relates to the use of technology
· Differences in skills and abilities
· Personality traits
Employee demographics, as stated by Chuang, Joshi, & Liao, (2004) "in terms of tenure, age, gender, and ethnicity has been found to predict turnover, commitment and integration, relationships with peers, altruism, organization based self-esteem and task performance." What does this mean one asks? Well, let's discover by starting with Gender.
When considering the behavior of gender according to Klenke, (2003) "Strategic decision making is affected by power which in turn serves as a major foundation of organizational politics. To deal with many situations effective conflict management is needed. How conflict is handled affects trust between the members of the organization. This process, and the decisions it involves, are affected by gender differences." Therefore, one can see the characteristic of different gender plays a role within the work environment. Let us take a closer look into gender characteristics.
Klenke (2003) continues with, "Sex role congruence means that jobs are consistent with male/female stereotyping of occupations. For example, until recently we had policeman because it was perceived as a man's work. Now we have police officers.

How to Cite this Page

MLA Citation:
"Diversity And Demographic Characteristics." 123HelpMe.com. 19 Feb 2019
    <https://www.123helpme.com/view.asp?id=164655>.

Need Writing Help?

Get feedback on grammar, clarity, concision and logic instantly.

Check your paper »

Diversity And Demographic Characteristics Essay

- Diversity and Demographic Characteristics Introduction Diversity relates to gender, age, language, ethnicity, cultural background, disability, sexual orientation or religious belief, including that people are different in other respects such as educational level, job function, socio-economic background, personality profile, marital status and whether or not one has family. Diversity and demographic differences can impact individual behavior by creating conflict in the workplace. The success of an organization depends on the workforce of the organization....   [tags: Diversity Demographics Profiling]

Research Papers
1188 words (3.4 pages)

Diversity and Behavior Essay

- This paper is going to look at four types of diversity and demographic characteristics that impact individual behavior in the work place and in everyday life settings. The four groups to be examined are Gender, Age, Geographical Differences, and Personality Traits. Gender When examining the differences between men and women in the work place women have made great strides in contributing their efforts in a positive manner when given the opportunity. In the past it has always been the men that controlled the working environment but as times change and more households started depending on dual incomes the need for women to participate in the work force has increased....   [tags: Workplace Diversity Behavior, demographics]

Research Papers
1326 words (3.8 pages)

Diversity in the Workplace Essay

- Abstract This paper is aimed at providing a framework for discussion of diversity and how it pairs with demographic characteristics. It is divided into four parts. Part I represents diversity in the workforce, which reflects the rational of organizations and how they handle diversity in the occupations of their workers. Parts II characterize diversity and age, as it responds to the fact that older people have the skill set to keep them working well past retirement age. Part III denotes religion, where as more employers are beginning to recognize the need to allow employees to take time to pray....   [tags: Workplace Diversity Essays]

Research Papers
1417 words (4 pages)

Diversity In Today's Organizations Essay

- With today's workforce becoming increasingly diverse and organizations doing more to maximize the benefits of the differences in employees, organizations are relying on managers to get the people who get the job done. People have always been the central to organizations, but there strategic importance is growing in today's knowledge-based business world. An organization's success increasingly depends on the knowledge, skills, and abilities of its employees excluding there gender, age, ethnicity, and the differences in skill and abilities....   [tags: Organizations Diversity Business]

Research Papers
1132 words (3.2 pages)

Diversity Within Organizations Essay

- Diversity Diversity relates to gender, age, language, ethnicity, cultural background, disability, sexual orientation or religious belief. Diversity also refers to the myriad ways we are different in other respects such as educational level, job function, socio-economic background, personality profile, geographic location, marital status and whether or not one has family. I have taken the opportunity to explain my perception of age, gender, personality and ethnic types of diversity and demographic characteristics and differences....   [tags: Diversity Society Workforce Work Essays]

Research Papers
1180 words (3.4 pages)

Diversity Paper

- Diversity Behavior is best defined as the unique behaviors, emotions and thought processes of an individual including the way that he or she interacts with others. While much of behavior may be thought to be innate, there are also external factors that can impact an individual's behavior. These factors have diversity and demographic characteristics; four of these factors will be discussed in this paper and the impact each has on individuals will be shown. Religion, personality traits, age and gender are thought to have the greatest impacts and therefore providing the best opportunity for discussion....   [tags: Diversity Culture People]

Research Papers
1125 words (3.2 pages)

Essay on Managing Diversity in the Workplace

- Managing diversity and demographical changes in the workplace presents many dilemmas. Confronted with constant change, management, business educators, and organizational consultants continue to meet the challenges of a new and diverse workforce in a number of ways. Diversity can be defined in numerous ways. Diversity includes all the ways in which people differ, and it encompasses all the different characteristics that make one individual or group different from another. It is all inclusive and recognizes every individual and every group as part of the diversity that should be valued....   [tags: Racial Diversity, Ethnic Diversity]

Research Papers
1141 words (3.3 pages)

Violence Associated With Gang Members, Demographic And School Characteristics And Violence

- ... While, the major steps taken for this article began with the site selection guide with three main criteria: first, is the existence of an established G.R.E.A.T. program, second is the geographic and demographic diversity, lastly followed by evidence of gang activity. Afterward proposals are sent to the identified seven school districts in seven cities to conduct the evaluation, upon approval the research team worked with the 31 selected schools to implement the random assignment of classrooms to treatment and control conditions and active parental consent process....   [tags: Gang, Crime, Sociology, Standard deviation]

Research Papers
705 words (2 pages)

The Different Impacts Diversity Has on an Individual Essay

- 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....   [tags: Diversity Discrimination Stereotypes Essays]

Research Papers
1181 words (3.4 pages)

Essay on Diversity

- Diversity      Diversity can be defined as a situation that includes representation of multiple and ideally all groups within a prescribed environment, such as a workplace (University of Maryland, 2000). The success of an organization depends on the workforce of the organization. A workforce made up of diverse individuals from different backgrounds can bring the best talent to an organization. There are many types of diversity and demographic characteristics and each one has an impact on individual behavior....   [tags: Ethnicity Race Anthropology Diverse Essays]

Research Papers
844 words (2.4 pages)

Certain professions - engineering, aeronautics, are still very much male bastions because the SKAs (skills, knowledge and abilities) required for these jobs such as mathematical fluency or spatial abilities are competencies that women have traditionally been believed to lack."
"For men the path to power and leadership is straightforward: join the usual clubs, board of directors, civic associations, visible charities or national leadership groups; then leverage ties with financiers, power brokers, ranking politicians, competitor CEOs, opinion leaders, or potential venture partners to establish a power base. For women, on the other hand, access to power and executive leadership is less clearly defined and more limited."
"Research on women in management suggests that women show a greater concern for interpersonal relationships and a reliance on the rules of fairness in the exercise of power whereas men's power orientation is toward maximizing individual gains." Imagine that, an upper management relying on rules of fairness.
"Although considerable progress has been made over the past two decades in the advancement of women in organizations, in the executive suite women are still vastly underrepresented on top management team and corporate boards. " Maybe some of this is due to Harpaz and Snir's (Mar 2003) findings; "Married women worked fewer hours per week than unmarried women, while married men worked more hours per week than unmarried men."
Do these findings mean that a gender divers workforce is a healthy workforce? Or is it simply that society is growing up and embracing a realistic view of the world? Let's take a look at age as it relates to the use of technology in the workforce.
Technology has grown by leaps and bounds over the past few decades. The paper trails, are now email trails. As a young man entering the workforce, I quickly became aware that some of the more senior staff had not necessarily embraced email or computers in general. Believe it or not, there were employees who did not even read their email; their secretaries read it and provided the important details. Why is this? Let us look into Morris and Venkatesh ‘s findings.
Morris and Venkatesh conducted a study in which they introduced a new software system over a five month period to 118 employees, all varying ages. "The younger workers' technology usage decisions were more strongly influenced by attitude toward using the technology. In contrast, older workers were more strongly influenced by subjective norm and perceived behavioral control, although the effect of subjective norm diminished over time. These findings were robust, even after controlling for key confounding variables identified in prior organizational behavior research (i.e., income, occupation, and education levels)." (Morris and Venkatesh, 2000)
Morris and Venkatesh, (2000) continued with, "Specifically, in the short term, most factors outlined by theory of planned behavior are significant for both younger and older workers; however, the salience of each factor varies with age. Specifically, younger workers appear to be more driven by underlying attitudinal factors whereas older workers are more motivated by social and process factors. Over the long term, the contrasts were equally striking. After 3 months of experience with the system, older workers no longer placed significant emphasis on subjective norm; that is, they were no different than younger workers in this regard. Given current theoretical perspectives, this was not surprising-as noted earlier, we only expected subjective norm to have an influence on older workers' initial decision to use technology and that subjective norm would become non-significant with increasing experience (i.e., during measurement after 3 months of use) due to internalization of normative influences. The data suggests that the internalization process occurs quickly. In fact, in this case, 3 months was long enough for internalization to take place, rendering subjective norm non-significant for both groups at that point."
So what does all this mean? Is the use of technology vs. age just an ease of use issue? Well, Morris and Venkatesh, (2000) concluded with, "Younger workers are much more likely to have been exposed to information technology at a relatively early age perhaps as early as elementary school in some cases. This is much less likely for older employees because they would have completed high school (and in many cases, college) before the personal computer was commonplace.
Now lets move onto differences in skills and abilities.
"Regardless what area a person works in, some people just produce more than others. Especially in those fields where results can easily be tracked, such as in sales, managers can see this on a daily basis. In every sales force there are two people selling the same product or service to the same clientele and one of those will out produce the other. - three or four to one. Most people in management have been frustrated and even a little bit mystified by this phenomenon." (Brown, July 2001) In sales there are many skills that one must have to outperform the competition. Sure it is about the product or service, but as Dr. Tony Alessandra (2005) states, "it is adaptability." "What it's all about is being sensitive to others. A person who truly practices adaptability is more tactful, reasonable, understanding, and nonjudgmental." (Alessandra, 2005) These skills and this ability to be adaptable can be taught, but only if the person truly wants to learn how it is done. But that is enough about sales skills, how about mathematics? If someone is good at math should he or she be an accountant, a chemist, or an engineer? What about if someone's skill is writing? Should he or she be an author or work in marketing? Each of these skills are important but it is the ability to take ones skill and apply it towards an interest.
With all this in mind, what about personality traits?
According to Bozionelos, there are five personality traits and they are: "neuroticism, extroversion, openness, agreeableness and conscientiousness" (2004, pg. 69) Bozionelos later defines each of these traits as:
"Neuroticism encompasses characteristics that include excessive worry, pessimism, low confidence, and tendencies to experience negative emotions. Because of their tendency to interpret experiences under negative light, individuals who score high on neuroticism should be less likely to develop positive attitudes towards their work. Furthermore, due to lack of confidence and optimism, those who score high on neuroticism should be less likely to develop ambitions regarding their careers and to set performance and career goals accordingly. " (Bozionelos, 2004)
"Extroversion is characterized by sociability, assertiveness, social dominance, ambition, tendencies towards action, sensation-seeking, and the experience of positive affect. Therefore, those who report high scores on extroversion must be more likely to possess the need to occupy a central position in their work environment so they can satisfy their ambitious and domineering tendencies." (Bozionelos, 2004)
"Agreeableness is associated with altruism, friendliness and modesty, while low agreeableness includes antagonism, impression management and selfishness. Individuals tend to be involved in their work when they view work and career achievement as means for the maintenance and enhancement of their feelings of personal worth and esteem. Hence, individuals who score low on agreeableness must be more involved in their work because of their antagonistic and impression seeking nature, which must direct them towards seeking advancement and acknowledgment in their work environment; as these serve as sources of esteem. "(Bozionelos, 2004)
"Conscientiousness is associated with industriousness, perseverance, and sense of duty. Meta-analytic studies suggest that conscientiousness is the most potent and consistent correlate of job performance across all types of jobs and occupations. Hence, individuals who report high scores on conscientiousness should report more involvement in their work due to their sense of duty towards every role they assume. "(Bozionelos, 2004)
With all these differences in personality, skill, gender, and age, we need to recognize each behavior good or bad and learn to embrace the diversity each demographic brings to the "table."



References

Alessandra, D., (2005). 10 Ways to Improve Your Adaptability. Retrieved April 13, 2005, from http://www.alessandra.com/freeresources/adaptability_report.asp
Chuang, A., Joshi, A., Liao, H., (2004, Winter). Sticking Out Like a Sore Thumb. Employee Dissimilarity and Deviance at Work, 57(4), 969-1001. Retrieved April 11, 2005, from ProQuest database.
Bozionelos, N., (2005). The big five of personality and work involvement. Journal of Managerial Psychology, 19(1/2) 69. Retrieved April 12, 2005, from ProQuest database.
Brown, S., (2001, July). Thought-shaping for better results. New Zealand Management, 48,(6),30. Retrieved April 12, 2005, from ProQuest database.
Harpaz,I., Snir,R., (2003, March). Workaholism: Its definition and nature. Human Relations, 56,(3), 291. Retrieved April 12, 2005, from ProQuest database.
Klenke, K., (2003) Gender influences in decision-making processes in top management teams. Management Decision, 41(10), 1024. Retrieved April 12, 2005, from ProQuest database.
Morris, M., Venkatesh, V., (2000, Summer) Age differences in technology adoption decisions. Implications for a changing work force Personnel Psychology, 53(2), 375-404. Retrieved April 12, 2005, from ProQuest database.
Return to 123HelpMe.com