Organization Diversity

Organizational Diversity

Organizational Behavior

September 15, 2001

Organizational Diversity

There are many forms of diversity in the workplace. Diversity can either have a positive or negative effect on the group and the ability to complete its task. We will give examples of age diversity, gender diversity, diversity in skills and abilities, and diversity in values and attitude from four different workplaces and its impact on each organization.

In most organizations there are employees from diverse age groups. The company I work for, Tuscarora Inc. is no exception. Our employees ages range anywhere from 20 to 50 years old. There are both advantages and disadvantages to having employees from different age groups.

The most noticeable advantage of having employees from diverse age groups is the skills and experiences that each employee brings to the company. Many of our older workers are excellent machinists. They started their careers when machining was a skill that one obtained by reading blueprints and manually machining the parts to the specified dimensions. They take great pride in machining parts with their hands. They do not have the skills necessary to operate computerized milling machines or the software that programs them. In contrast, our younger workers were raised in the computer age. They have had the training in school to program and operate the computerized milling machines. They have the skills necessary to go beyond the blueprints and work with 3D models that are becoming more common in today's machining environment. What the younger employees do lack is experience. They may know how to operate the machines, but the do not always know the best way to cut material. They do not have the experience that the older employees have. The older employees are excellent trainers to the younger employees who need guidance in the best practices in machining. The younger employees can use their computer experience to help the older workers learn how to use the newer computerized milling machines that are replacing the older manual machines.

The most noticeable disadvantage of having employees form diverse age groups is getting them to communicate with one another. The older employees do not like being told what to do by the younger employees because they believe they know what is best due to their experience. The younger employees often resent being told what to do by the older employees because they believe that the older employee's information is outdated. The younger employees believe they know what is best due to their education on new technology.

Young employees need to be reminded that the older employees are their parents and grandparents. Someday the youngsters will be seniors, too. Likewise, senior members need to be reminded that years ago somebody provided for them when they were young.

In the end, it is essential for all members to act responsibly and be considerate of one another. If facilities are properly planned and payment plans for improvements fairly allocated, it is always possible to preserve harmony among the age groups so that age diversity can be a strength.

When I tell a person that I have worked in the construction industry for the past fifteen years, they automatically assume that I run a piece of equipment. There are many areas to a construction company, but the typical person thinks of the equipment working along side our roads when you mention construction. Once a person realizes that I do not work on a piece of equipment, but that I work in the office, they then make the statement that since I am a woman that I could not possibly work on the equipment. Contrary to their belief, there are women who work on construction equipment.

I obviously work in a male dominated environment. I work with the engineers and project managers that have come together to build our highways. In all my years of experience in the construction industry I have only come across three women engineers. This position has been dominated by men for many years, but slowly women are starting to get into this side of the construction industry. It has not been easy for women to evolve into this position. I can remember overhearing managers say that they would never hire a woman for this position because it is a man's job. With this attitude it has been very difficult for a woman to even be considered for an interview. However, once the Equal Employment Opportunity became such a big issue, managers were forced to interview women for every position. Unfortunately, they were not forced to hire them.

In my position, I work with the engineers and project managers that have formed a team to complete a construction project. It takes many different people with different skills, to work together as a team to have a successful project. It only takes one person's attitude to ruin a successful team. In the years I have spent working in construction I have had only a couple of men create a hostile environment. This was due to their own preconceived notions that a woman does not belong in construction, no matter what the position. Fortunately, I was lucky enough to have the support of the project manager and this attitude was not allowed to grow into a bigger problem. Management support is the key to overcoming any diversity in the workplace.

There is a vast difference in skills and abilities among all of the employees. Prior to new people entering the shop, they go through four months of schooling to learn the basics of their job. Once the employee completes their schooling, they come to our shop and are assigned