Diversity In The Workplace – Business Essay

Diversity In The Workplace – Business Essay
Age difference is something that will always be there. No matter what, there will always be age diversity. Age is such a big factor that there is the Employers Forum on Age in the United Kingdom, which is an independent network of leading employers who recognize the value of an age

diverse workforce. I believe that age will make an impact with the dominance and interactive styles more so than with the steadiness and cautious styles. Dominance and interactive styles tend to be faster paced than the other two and an older individual may not be able to keep up with the pace.

The Dominance Style

The dominance style is the style that I fall under so I will be able to focus more on it than the others. Individuals with the dominance style tend to be fast paced and decisive. These individuals may have a problem with age diversity due to their pace. Someone who is older may not be able to keep up with the pace that the dominant style wants to have. This will then cause the dominant style people to become impatient because they will be behind schedule. They are also insensitive to others’ feelings so they may come across as being controlling.

The dominance style individuals may discriminate against certain individuals concerning religion without knowing it. The big priority for the dominant style is the goal and they may have tunnel vision and not see anything but the goal. Lack of knowledge of the religion is what may cause the problem.

Gender is something that I do not think will affect the dominance style individuals much at all. The only thing that could cause a problem is if someone from the opposite sex is threatening their control or productivity. The dominance style individuals seek to have control and leadership.

Differences in skills and abilities make a big difference with the dominance style. The dominance style is fast paced and task-oriented. Someone with a lack of skills and abilities will have a hard time keeping up with the dominance style. If there are a lack of skills and abilities, the dominance style will be less patient with those individuals. The dominance style will stick with the agenda and keep the conversation on subject. If an individual has a low skill and ability level, the dominance style will grow impatient with them.

The Interactive Style

The interactive style individuals are also fast paced. Older individuals may have a hard time keeping up but the individual style individuals are more concerned with people’s feelings than what the dominance style individuals are. They may fall behind their deadline due to this but they will be more concerned everyone’s feelings rather than the goal.

Religion may not be much of a problem for this style because the individuals are more open and willing to interact. With the willingness to interact, they may learn more about others’ religious beliefs and not offend them. As I have said before, they are concerned with people’s feelings and would not want to offend them by not knowing about their religion or at least have some sort of understanding of it.

I believe that the interactive style will not have a problem with gender discrimination because their priority is people, whether it is male or female.
The interactive style is also less patient if there is a lack of skills and abilities. Individuals may be able to interact better with the interactive style though because they are more people-oriented than task-oriented. That could be the reason that it is called the interactive style.

The Steadiness Style

I do not believe that age will affect this style much because this style is slower paced and built on teamwork. Their top priority is relationships, so they will be able to interact with anyone, regardless of age.

As I have said before, I believe that someone may be discriminated against concerning religion because of lack of knowledge on certain individuals’ parts. Not knowing certain beliefs or holidays may offend some individuals of that certain religion without realizing it.

Gender discrimination should not be a problem with the steadiness style because, as stated before, they want to have relationships and teamwork. They seek to build friendships and it should not matter what gender the person is. The steadiness style individual is more friendly and personal than the other styles and this will help them with other people.

The differences of skills and abilities should not make a difference for this style. They will be more personal and friendly with people that may lack skills or abilities by helping out and picking up some of the slack.

The Cautious Style

The cautious may have a problem with age not because of the slower pace but because they may not be as precise and accurate like the style is looking for. An older individual may not be able to be as precise or accurate as one would like them to be.

The cautious style will probably not discriminate when it comes to religion because they are concerned with being cautious, of course, as the name states. They seek to be precise and accurate so that will probably carry over to having knowledge of various religious beliefs of coworkers or other group members.

I do not believe that gender is a problem unless that person is not as systematic as the cautious style would like them to be.

The skills and abilities of individuals will make a big impression on this style. The priority is the task at hand and they seek accuracy and precision. If someone is lacking in these areas, it will not set well with the cautious style. This style does not like disorganization and is very high on preparation and thoroughness.

The four styles are all different in their own ways and everything is taken differently depending on which style you are dealing with. The key, though, is how someone in a certain style can adapt and work with others from another style. Being able to do this will set those individuals apart and show that they can excel at what they do.

Employers Forum on Age. Retrieved on July 11, 2005 from http://www.efa.org.uk
Alessandra, T. (2004). The DISC Platinum Rule Behavior Style Assessment, which is based on The Platinum Rule Model of Behavior Styles.