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Organizations have increased demands for longer hours, travel, and relocation and these demands conflict with the domestic roles held by many married women Issues w/ increasing diversity in the workforce:Mismatch between educational attainment and occupational requirementsoRecent college grads lack teamwork skills, critical thinking, and analytical reasoning oShortage of college grads in technical fields related to science math and engineering oHigh school grads in entry level positions do not posses basic skills needed to perform effectively Generational differences in an aging workforce Aging US population potential skill gap in future oTraditionalists (1925-1945) = patriotic, loyalty, discipline, conformist, high work ethic, respect for authorityoBaby Boomers (1946-1964) = workaholic, idealistic, work ethic, comprehensive, materialistic, seeks personal fulfillment oGen X-ers (1965-1979) = self-reliance, work/life balance, adaptable, cynical, distrust authority, independent, technologically savvyoMillennials (1980-2001) = entitled, civic minded, close parental involvement, cyberliteracy, appreciate diversity, multitasking, work/life balance, technologically savvyoGen 2020 (2002-) = multitasking, online life, cyberliteracy, communicate fast and onlineMeta-analysis trends oOlder workers = helping, safety-oriented behavior. Less workplace aggression, substance abuse, tardiness, absenteeism oAge positively related to job attitudes, work tasks, colleagues, supervisors, and organization as a whole Managerial implications of demographic diversity: Successful people of color who advanced the furthest had a strong network of mentors and sponsors who nurtured their personal development Offer initiatives that can help keep older workers engaged and committed to working Social categorization theory– similarity leads to liking and attraction
Information/decision-making theory– diversity leads to better task-relevant processes and decision-making Proposes that diverse groups should outperform homogenous groups Better at problem solving because they will use their diverse backgrounds to generate a more comprehensive view of the problem Brainstorm or uncover more novel alternatives during problem solving activities Enhance the number of contacts a group or work unit has at its disposal Demographic fault line– a hypothetical dividing line that splits groups into demographically based subgroups Barriers and Challenges to Managing Diversity: 1.Inaccurate stereotypes and prejudice 2.Ethnocentrism 3.Poor career planning 4.Negative diversity climate. Diversity climate– employees aggregate perceptions about an organization’s policies, practices, and procedures pertaining to diversity 5.An unsupportive and hostile working environment for diverse employees6.Lack of political savvy on the part of diverse employees need to know how to “play thegame” 7.Difficulty in balancing career and family issues 8.Fears of reverse discriminations 9.Diversity is not seen as an organizational priority 10.