CASE INCIDENT 2 Increasing Age Diversity in the Workplace
Over the past century, the average age of the workforce has
continually increased as medical science continues to enhance longevity and
vitality. The fastest-growing segment of the workforce is individuals over the
age of 55. Recent medical research is exploring techniques that could extend
human life to 100 years or more. In addition, the combination of laws
prohibiting age discrimination and elimination of defined-benefit pension plans
means that many individuals continue to work well past the traditional age of
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 suggested job
performance declined with age, counter to empirical evidence presented earlier
in this chapter that relationships between age and core task performance are
essentially nil. Stereotypes also suggest that older workers are less
adaptable, less flexible, and incapable of learning new concepts. Research, on
the other hand, suggests they are capable of learning and adapting to new
situations when these are framed appropriately.
Organizations can take steps to limit age discrimination and
ensure that employees are treated fairly regardless of age. Many of the
techniques to limit age discrimination come down to fundamentally sound
management practices relevant for all employees: set clear expectations for
performance, deal with problems directly, communicate with workers frequently,
and follow clear policies and procedures consistently. In particular,
management professionals note that clarity and consistency can help ensure all
employees are treated equally regardless of age.
the following questions in your Discussion response making references
to both the article and the case in your response:
- Do you think increasing age diversity will
create new challenges for managers? What types of challenges do you
expect will be most profound?
- How might diversity impact individual attitudes and behavior?
- Can diversity increase job satisfaction? If so, how?
In Discussion you addressed the effect of workforce diversity on job
satisfaction. Now you will continue this topic of job satisfaction in this
Assignment. For this section you will use the Experiential Exercise at the end
of Chapter 3 in your text, entitled “What Factors Are Most Important to Your Job
Satisfaction?” Read the exercise and review the list of 21 factors or
21 factors Are:
● Autonomy and independence.
between employees and management.
● Contribution of
work to organization’s business goals.
● Feeling safe in
the work environment.
● Flexibility to
balance life and work issues.
● Job security.
recognition of employee job performance.
● Opportunities to
commitment to professional development.
with immediate supervisor.
● The work itself.
● The variety of
Once you have reviewed the text exercise, go to the Society for Human Resource
Management’s website (SHRM.org), and review their results of a study conducted
on 600 employees about job satisfaction.
Once you have reviewed both the experiential exercise and the online study
results, complete the following Assignment:
Assignment: Your Job Satisfaction
In a Word document, rank-order the list of job factors from top to bottom, so
that number 1 is the job factor you think is most important to your job
satisfaction, number 2 is the second most important factor to your job
satisfaction, and so on.
Then answer the following questions:
- Explain why you selected your top 5 job factors.
- Click the Resources icon below to see the results of a study of a random
sample of 600 employees conducted by the Society for Human Resource
Management (SHRM ® ). How do your rankings compare to the SHRM ® results? If
your rankings are different, why might that be?
Please submit your minimum APA formatted and citation styled 2–3 pages of
body text, and include an additional title and references page.