Diversity: Individual Behavior Impact Essay -- Work Diverse Behavior

Diversity: Individual Behavior Impact   Ã‚  Ã‚  Ã‚  Ã‚  Individual behavior is the pattern of behavior, thought, and emotion, unique to an individual, and the ways he or she interact to help or hinder the adjustment of a person to other people and situations (The Columbia Encyclopedia, 2001). Within organizations, diversity can positively or negatively impact the behavior of individuals. Organizations are responsible and held accountable for making the overall work environment conducive for all within the diversified setting. Diversity is shaped and informed by a variety of characteristics including age, ethnicity, gender, disability, language, religion beliefs, life stages, education, career responsibilities, sexual orientation, personality traits, and marital status. Workplace diversity is about acknowledging differences and adapting work practices to create an inclusive environment in which one?s diverse skills, perspectives, and backgrounds, are valued (Workplace Diversity Strategy, 2003). There are many diversity issues within the workplace however, age, gender, personality traits, and religion highly impacts individual behaviors within an organization. Age   Ã‚  Ã‚  Ã‚  Ã‚  ?The Age Discrimination in Employment Act of 1967 (ADEA)?, states the unlawfulness of discriminating against a person because of his or 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 (Age Diversity, 1997). Age diversity at work means employing people of all ages, and not discriminating against someone because of how old he or she is. Age discrimination can take place as a result of the organization or from the different generational differences that make-up the organization. Generational differences can have many diverse 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 organ... ...997). Age Diversity: Facts about Age Discrimination. Retrieved from www.eeoc.gov/policy/adea.html on August 4, 2005.   Ã‚  Ã‚  Ã‚  Ã‚  Author unknown (2005). The Workplace Religion Freedom Act. Your Gateway to the Jewish Internet, 2005. Retrieved from www.ou.org on August 7, 2005.   Ã‚  Ã‚  Ã‚  Ã‚  Author unknown (date). Workplace Diversity Strategy (2003-2005). Retrieved from www.dewr.gov.au/publications on August 4, 2005.   Ã‚  Ã‚  Ã‚  Ã‚  BSR Staff (1999). Religion in the Workplace. Business for Social Responsibility. 2001-2005.   Ã‚  Ã‚  Ã‚  Ã‚  Gomoliski, B. (2001). Managing age diversity in the workplace. Computerworld Inc., 2005. Retrieved from www.computerworld.com on August 6, 2005.   Ã‚  Ã‚  Ã‚  Ã‚  Hahn, S., Litwin, A. (1995). Women and Men Understanding and Respecting Gender Differences in the Workplace. Anne Litwin & Associates, 2005.   Ã‚  Ã‚  Ã‚  Ã‚  McInnes, R. (1999). Workforce Diversity: Changing the Way You Do Business. Diversity World, 1999-2005. Retrieved from www.diversityworld.com August 4, 2005.   Ã‚  Ã‚  Ã‚  Ã‚  The Columbia Encyclopedia, Sixth Edition (2001). Columbia University Press, 2001-2005.   Ã‚  Ã‚  Ã‚  Ã‚  William, S. (2005). Appreciating Personality Diversity. Retrieved from www.wright.edu/~scott.williams on August 4, 2005.