Diversity is defined as acknowledging, understanding, accepting, valuing, and celebrating differences among people (Esty, et al., 1995). Within organizations, diversity can positively or negatively impact the behavior of individuals. It is becoming an overwhelming fact that supervision in organizations should be held responsible for making the work environment safe and free of culturally diverse problems. Diversity can include a number of components which affect employees. These components include but are not limited to: ethnicity, gender, age, sexual orientation, religion, occupation, and personality traits. This paper will focus on only four of these important issues. These issues: age, gender, personality traits, and religion can hinder work and cause uncomfortable working conditions for the employees, slowing production and bringing down morale. We will discuss each role and what can be done by managers to keep diversity from causing such issues.
The Age Discrimination in Employment Act of 1967 states, the existence in industries affecting commerce, of arbitrary discrimination in employment because of age, burdens commerce and the free flow of goods in commerce.
(1995, para 4). Age diversity at work is about building an effective force with a variety of ages that have the skills needed to support and improve businesses.
Generation differences can have many impacts on individual behavior with regard to age differences. These differences can become a big distraction, hurt morale, and teamwork, unless managers learn how to accommodate the uniqueness of each group (Gomolski, 2001). Typically older persons tend to take his or her work related responsibilities very serious unlike their younger counterparts. Older employees take pride in doing a job well whereas younger employees want to just get the job done and move on to the next assignment. Although each person is working toward the same goals, the approach or techniques used to reach...