Organizational Diversity Assignment Help
You have been asked to compile a report regarding the advantages and disadvantages of developing a younger workforce in both professional and nonprofessional positions as well as for older employees 65 and above, discuss age legislation and how this will affect any decisions the company may face. You must include a minimum of one outside resource for this component.
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Advantages and disadvantages of hiring the younger workforce
Young employees are extremely enthusiastic and active in their job. This makes them to remain sincere and adhere to the organisational policies. They are more flexible for working hours and come up with innovative ideas and also develop new initiatives for the growth of the company. They are readily available for extra working hours, whenever required by the company. These employees are highly passionate, optimistic, adaptable, and versatile in nature. They are considered as versatile because they possess knowledge in every field (Tarcan, Hikmet, Schooley, Top, & Tarcan, 2017). They can adjust to work with low wages and thus, costs less to the company. They get easily adapted to change and are always open to learn new things. Apart from this, they have the knowledge and skills based on the latest technological development, which provides the company with a competitive advantage.
On the darker side, the younger workforce lacks work experience. Due to insufficient experience, there is high possibility of committing error and damage. Furthermore, with insufficient experience they are unable to handle work pressure, which leads to employee dissatisfaction. These generations workforce are tech-dependent and lacks critical thinking ability. They are unstable in nature, which makes them switch over to another company for better compensation. The young employees find it difficult to accept negative feedback, which restricts their scope of improvement. Eventually, they become irresponsible and undeserving of a specific position in a company.
Advantages and disadvantages of hiring the older workforce
Older employees possess practical knowledge as well as specialisation in their respective fields, as compared to their younger counterparts. Moreover, they have a wide range of knowledge related to tools and methodologies. These groups of the workforce are highly stable in nature and maintain loyalty to the workplace despite a low salary. Due to years of experience, less training is required which saves the company's money. Furthermore, experience also reduces the chance of committing any mistake. Older employees are responsible for work completion in time. They prefer punctuality and dedicated towards quality work. They have developed effective communication skills with years of experience, which helped them to handle workplace politics and convey ideas diplomatically. For protecting employees older than 40 years of age, the organization should implement Age Discrimination in Employment Act of 1967 (Tarcan et al. 2017).
On the contrary, older employees sometimes find it difficult to cope up with the change, especially technological change which requires software knowledge (Boehm, & Kunze, 2015). Additionally, they are rigid and lacks flexibility in terms of working hours and changing environment. Since, older employees have years of work experience,they expect higher salaries from the organisation.
The present report is a comprehensive research analysis based on workplace diversity. For promoting workplace diversity, an organization should take active participation by introducing diversity friendly policies and programs. Flexible working hours and child care facilities in the workplace create a work-life balance for working moms.Incorporation of diversity into the recruitment and promotion process can be achieved by setting standards that are transparent for all employees. Job applicants should be hired on the basis of their merit and ability.
Fair Treatment of Ethnicities
For maintaining equality among employees with different ethnicities, both employer and employee should promote ethnic diversity policy. It is the responsibility of the company to introduce ethnic diversity initiatives within the workplace. This will create an inclusive corporate culture among different employees (Deville, Hwang, Burgos, Chapman, and Both, 2015). The messaging system should be designed in such a way which is suitable for varying languages and culture. In this context, the organization should adhere to the United Nations Declaration on the elimination of all forms of racial discrimination.
Benefits of organizational diversity
Organizational diversity helps to bring together all the employees varying culture, educational qualification, gender and age group at a commonplace. It helps the employees to learn from each other's expertise. It leads to creativity because of the heterogeneous group bringing a variety of solutions for common organizational objectives. Furthermore, it enhances the company's reputation, as they do not practice employment discrimination, irrespective of gender, ethnicity, and religion (Lu, Chen, Huang, & Chien, 2015). A company having a diverse workforce holds a competitive advantage of various language skills and developing community relations.
Improving organizational culture
Every organization should focus on improving its organizational culture, regardless of the number of employees. Organizational culture is evident from the company's values, dressing style, relationship among employees, workplace atmosphere and way of managing organizational issues. The organization with an improved corporate culture are more committed and productive. Further, with an effective corporate culture, the employees are unified towards accomplishing the business goal (Lu et al. 2015). The companies having clearly defined corporate culture are identified as a suitable place to work for employees.
Gender and work-life balance
In most of the countries, women have to work for household responsibilities, in addition to their professional job. The household work is a form of unpaid job which creates dissatisfaction and work-life imbalance. Therefore, employers should strive to motivate and support work-life balance for their employees, especially female through effective policies and practices (Poulose, & Sudarsan, 2018).
In the present time, the workforce is becoming highly diverse in terms of age demographics. This diversity helps in creating a workplace environment that is rich in maturity, experience, and enthusiasm. The companies having a multi-generational workforce have a wide range of skills, such as interpersonal skills from older employees and technical skins from younger employees (Tarcan et al. 2018). It helps to maintain technology and tradition in parallel with each other.
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