Key Biographical Charactersticks q1s1j

1. Identify the key biographical characteristics and describe how they are relevant to OB. • Biographical characteristics represent many of the surface-level aspects of diversity. • These are characteristics that are very easy to identify. Following are the biographical characteristics: 1. 2. 3. 4. 5. 6. 7.

Age Sex (Gender) Race and Ethnicity Disability Tenure Religion Sexual Orientation and Gender Identity

1. Age • The relationship between age and job performance is becoming an issue based on at least three reasons. • First reason is that job performance declines with increasing age. • Second reason is that the workforce is aging. • But many employers recognize that older workers represent a huge potential pool of high-quality applicants. • Companies have sought to increase their attractiveness to older workers by providing targeted trainings that meet their needs, offering flexible work schedules and part-time work. • The third reason is legislation that outlaws mandatory retirement. • One perception is that older workers bring experience, judgment, a strong work ethic, and commitment to quality. • Another perception is that older workers are lacking flexibility and resisting new technology. • Older workers have lower turnover rate. It is not surprising because as workers get older, they have fewer alternative job opportunities as their skills have become more specialized • Older workers have lower absence rate. Chapter # 2 Diversity in Organization

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• Many believe productivity declines with increasing age but other reviews research find that age and job task performance are unrelated. • Older works are more satisfied with their jobs, report better relationships with co-workers, and are more committed to their employing organizations. 2. Sex (Gender) • It has been found that there are very few differences between men and women that impact job performance. • There are no consistent male–female differences in problem-solving ability, analytical skills, competitive drive, motivation, sociability, or learning ability. • Psychological studies have found women are more agreeable and willing to conform to authority, whereas men are more aggressive and have expectations of success, but those differences are minor. • However, women, especially those with pre-school age children, do prefer flexible work schedules and will seek an employer who offers options in their schedules. • Women have higher rates of absenteeism also. 3. Race and Ethnicity • Race and ethnicity have been studied as they relate to employment outcomes such as hiring decisions, performance evaluations, pay, and workplace discrimination • Employees tend to favor colleagues for their own race in performance evaluations, promotion decisions, pay raises and hiring decisions. • Substantial racial differences exist in attitudes toward affirmative (positive or favorable) action. • In general, research has found no significant differences in race or ethnic backgrounds related to absence rates, applied social skills or accident rates.

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4. Disability • A person is disabled who has any physical or mental impairment (deficiency or damage or injury) that substantially limits one or more major life activities. • The “reasonable accommodation” is problematic for employers. • Strong biases exist against those with mental impairment. 5. Tenure • • • •

People with high job tenure (seniority at a job) are: More productive, Absent less frequently, Have lower turnover, and Are more satisfied.

6. Religion • Religion may also impact work outcomes due to religious restrictions, such as dress and grooming. • Schedules may also conflict with the way work is typically done, such as a Muslim worker adhering to the prayer schedule outlined in Islam. 7. Sexual Orientation and Gender Identity • Federal law does not protect employees against discrimination based on sexual orientation. • Gender Identity referred to as transgender employees, this topic encomes those individuals who change genders.

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