Abstract
The demographic trends in the US based on religion, race and age are fast changing as organizations strive to implement policies to achieve a balanced workplace atmosphere. It would be necessary for the organization to have a working environment where the supervisors and managers are appointed or recruited in ways that represent equality in terms of race, religion, gender and age. Organizations need to proactively foster a culture that appreciates diversity such that everyone is given an equal opportunity in terms of employment and roles to be performed at the firm. With the current practice at the organization where the managers and supervisors are Whites, it is likely that the strife will persist if measures are not taken to assure other races in the organizations that they can be represented at the varied leadership levels. The major aspect for the organization is to look for ways to improve interpersonal relationships between the management and employees and among employees since such measures will eliminate discriminatory prejudices, thereby, creating relationships based on mutual trust and respect.
Introduction
Demographics of the US population
The demographic trends in the United States on the basis of religion, race and age is fast changing with the need for organizations to ensure they implement policies that aim at balancing the work place atmosphere. With the company having a majority white supervisors and managers who have an age above 50, it is possible that they do not understand the current work place needs hence the increase in work place conflicts. The population of the Whites currently stands at 67%, Hispanic 14%, blacks 13% while the Asians comprise of 5% of the total population in the United States. However, the trend is expected to change by 2050 with the minority populations likely to increase while the whites will reduce. Projections put the estimates by 2050 as follows: Whites 47%, Hispanic 29 %, Blacks 13 % and Asians 19 %. This implies that it would be necessary for the organization to have a working environment where the supervisors and managers are appointed or recruited in ways that represent equality in terms of race. The estimates further suggest that the population by 2050 will be 438 million, with immigrants forming a major portion of the population hence suggesting that the cultural aspects in terms of religion will likely be transformed by the influx of immigrants. With immigration posing the possibility of being the major determinant of population growth in the United States by 2050, it is imperative that current practices be based on the need to give equal opportunity for diverse races to take up leadership role at the organization. The modern work place environment is characterized by a condition in which employees want to be treated the way they feel with appreciation for diversity playing a great role in motivating employees and reducing strife within the organization.
The landscape of America in terms of religion is also changing with the Christian share of the pollution falling to 70.6 % in 2014 down from 78.4% in 2007 . The population of the Jews, Muslims, Buddhists and Hindus is slowly picking hence the need for the organization to consider religious factors as key to building a united workforce. The number of those who do not identify with any religion is also rising such that it is necessary to look for ways through which such groups could be accommodated in the organization. The American Christians are becoming more diverse ethnically and racially with racial monitories making up a greater percentage of the Catholics and Protestants as well.
PART 11
Historical issues of different races in work place and how to handle them
Employee bias on the basis of race is an element that has existed for long in the United States workplace. Racial issue have for long involved African Americans with the issue still being common in the modern organizations. However, the influx of immigrants in the future is likely to create a change in the way work place environments are organized since majority of the immigrants will be the ones to provide the much needed labor in the industries across America. There is need for departure from discriminatory practices and allowing everyone in the organization to appreciate diversity. The fact that employees bring personal views, experiences and approaches from their daily lives to the organization implies that it is important for the managers and supervisors to consider creating an organizational culture where racial diversity is appreciated. With the racial prejudice and perceptions that bring conflicts, many organizations in the United States have been adversely affected by decline in productivity as a result of demotivated workforce who felt they are discriminated on the basis of their color. Deep rifts among co-workers has been encountered in majority of the organizations where employees have feelings about each other’s race or ethnic group such that stereotypes tend to affect majority of workers especially those from the minority communities.
Handling racial tensions in the organization
PART 111
Gender Mix in the US workforce
Gender issues in the past were considered the major barrier to employment of women into the labor force. Women participation in the labor force was limited with those managing to secure employment having to cope with low wages compared to the male workers. The labor participation of women has transformed over the past few decades with women currently accounting for 47 % of the labor force in the United States an increase from 1950 when women employees only accounted for 29 % of the workforce. The number of women in the labor force is likely to increase in the coming years with the minority women employees also playing a critical role in terms of employment. Women of color in the labor force are represented by a majority 33 % hence indicating that the nation is moving closer to creating a diverse economy. With more business acknowledging the end for gender equality, it is likely that more women will find employment in the various sectors of the economy and hence compete effectively as men in the society. The modern society has changed with majority of women earning degrees that enable them to work in the roles previously believed to be men’s. Women are becoming equally competitive as men such that it is important to empower them through effective leadership to take up challenging roles without the fear of bias. The recruitment process needs to encourage women to apply for the positions advertised as a way of promoting a balanced work place in terms of gender. Additionally, promotion for managerial and supervisory positions need to be based on gender equality such that women are also given the opportunity to take up leadership roles at the organization. The case of Griggs vs Duke Power Co is a perfect example on how the organizations need to implement equality programs on the basis of gender. The case quotes Civil Rights Act of 1964 as essential in influencing organizations actions since the Act advocates for the need for firms to use professionally develop tests that are non-discriminatory. The Acts requires that unnecessary barriers to employment such as on the basis of gender be eliminated to ensure that everyone has an equal opportunity to employment. While some organization are involved in discriminatory activities when hiring and assigning roles, it is imperative that such actions be eliminated and jobs given on merit and capabilities proven by the individuals regardless of the gender belonging. Same case to promotions, they should be non-discriminatory for both women and men with the need to balance the process.
Stating minimum job requirements
The minimum job requirement for one to be recruited at the department include the need for them to have the recommended federal working age, have the qualification suited for the job in terms of education and experience. Additionally, the recruits need to have strong interpersonal capabilities as well as the ability to work in teams so as to approach diversity in terms of age, religion, gender and race. Male employees need to understand that female employees can work equally better like them hence the need to ensure that men accommodate women in the departments.
Communicating to the department when a female is about to become part of the men’s team
While communicating joining of a woman employee into a male dominated department, it is important to let men know that they have the responsibility to provide the best working environment for the woman and help them out in the event where they have problems with their tasks.
Conclusion
Organizations need to approach the need to have a culture that appreciates diversity such that everyone is given an equal opportunity in terms of employment and roles to be performed at the firm. With the current practice at the organization where the managers and supervisors are Whites, it is likely that the strife will persist if measures are not taken to assure other races in the organizations that they can be represented at the leadership levels. Women just like men need to be given equal opportunity for employment and promotion since the former are able to contribute to improved productivity at the organization.
References
Aziz, F. (2009). Trends in Labor Force Participation Rates by Gender and Race. Hamline University.
Green, T. (2010). Discrimination in Workplace Dynamics: Toward a Structural Account of Disparate Treatment Theory. Harvard Civil Rights-Civil Liberties Law Review, 91-99.
Griggs vs Duke Power Co, 124 (United Staes Supreme Court December 14, 2016).
Passel, J., & Cohn, D. (2008, February 11). U.S Population Projections: 2005-2050. Pew Research Center, pp. 1-2.
Pew Research Center. (2015, May 12). America's Changing Religious Landscape. Pew Research Center, pp. 1-2.
Pierce, R. (2016, April). Dealing with a Changing Workforce: Supervision in the 21st Century. Retrieved from Business Expert: http://www.businessexpertswebinars.com/content/view/593/29/
