Diversity

This paper is going to look at four types of diversity and demographic characteristics that impact individual behavior in the work place and in everyday life settings. The four groups to be examined are Gender, Age, Geographical Differences, and Personality Traits.

Gender

When examining the differences between men and women in the work place women have made great strides in contributing their efforts in a positive manner when given the opportunity. In the past it has always been the men that controlled the working environment but as times change and more households started depending on dual incomes the need for women to participate in the work force has increased. Also with the increasing number of single moms needing to provide for their families has created more of a need for opportunity for these women.

When given the chance to produce women have proven that they can be a positive force in the working environment. They have shown that they can be good leaders and managers when given the chance. Men, on the other hand, have started playing bigger roles in the home environment. With more and more women working these days the duties around the home have been divided between the genders so that one does not have to bear the full burden of all the responsibilities. So, as time goes by, the roles are not necessarily reversed but divided between the two so that both parties can contribute financially and to the management of the home as well.

Age

When looking at ones age in the work place both ends of the spectrum can be examined. When a young man or women is graduating from college and looking for their first new job some companies are reluctant to give them a chance because they lack experience. Depending on the organization the age of the employee can determine where they fit in and potentially how long they are going to be around. Some companies decide that they are only going to hire younger employees so that they get the benefit of having them around longer and younger could mean that they are more motivated and hungrier than a seasoned employee is. A down fall of hiring a younger employee, especially in a management position, is that if they are to supervise an individual that is older than they are that could cause differences between the two.

Transversely an older employee that is seeking to make a career change later in their lives may experience the same discrimination as a younger employee in that a company may not want to give them the opportunity because of their age. Potentially the advantage the older employee may have is that they have the experience in a particular field that is inviting to the company that is doing the hiring. Organizations face some challenging decisions when it comes to the hiring of employees, young and old. One would hope that they would be inclined to hire the best man or women, young or old for the job.

Geographical Differences

According to the text, the key for optimum workplace success is to achieve increased performance from workers that really want to do better. (Schermerhorn, Hunt, & Osborn, 2005). This statement could possibly be directed at any employee whether they are from a rural, urban, inner city, or suburban environment. Once an individual gets a chance to work for any company their main objective is to achieve increased performance for that employer. The thinking by some might be that an employee from a rural setting is used to a slower work pace than the other environments. That they are also not as educated as the others and may not have the temperament needed to keep up with employees from the other locations. On the other hand employees from an urban area might be perceived as educated used to a faster paced environment and upwardly mobile.

Individuals from the inner city could be thought of as educated or uneducated depending on the type of inner city you were talking about. Were you talking about poor employees that didn't