Brainscape's Knowledge GenomeTM

Browse over 1 million classes created by top students, professors, publishers, and experts.


See full index

BPK 381 > Lecture 3: Individuals at Work > Flashcards

Lecture 3: Individuals at Work Flashcards

1
Q

Define: prejudice

A

positive or negative feelings; affective

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
2
Q

Define: discrimination

A

dispositions or impulses to act a certain way; behavioural

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
3
Q

What can stereotypes lead to?

A

Intensional and unintentional prejudicial and discriminatory behaviour

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
4
Q

Define by older by chronological age

A

> 45

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
5
Q

Define: functional age

A

Functional age: objective measures of performance, health, physical capacity, and cognitive ability

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
6
Q

Define: psychosocial age

A

Psychosocial age = based on the social perception of aging in workplaces and society

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
7
Q

Define: organizational age

A

Organizational age = based on organizational roles, seniority and tenure

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
8
Q

Define: subjective age

A

the individuals’ perceptions of themselves and of their careers as congruent with the social career timetable

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
9
Q

What are some reasons why we have an older workforce?

A
  • People can’t live off pensions anymore
  • We are living longer
  • Mandatory retirement removed in BC in 2006
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
10
Q

Since 2003, has perception on the amount of age discrimination in the workplace increased or decreased?

A
  • Increased! Big jump in 2020
  • Potentially due to COVID - transitioning to using technology to support remote working; potentially some older workers experience discrimination with this adjustment
  • Potentially younger workers feel that older workers need to retire to free up space for younger workers to be promoted or hired into!
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
11
Q

What are some physical changes caused by aging?

A

Decrease in
Strength; both isometric and dynamic strength as well as speed of movement
Endurance (VO2 max)
Impacts heat tolerance
Work capacity
Neural function
Recovery time
Resistance to disease
Non-fatal injuries
Reaction time and flexibility
Balance
Coordination
Visual acuity
Hearing loss
Adaptability to circadian rhythm changes

Increase in
Fatal injuries; chronic disease rates (cancers, cardiovascular disease, hypertension, diabetes)
Disability claims
Healing time

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
12
Q

Define: healthy worker effect

A

We don’t see a lot of physical changes caused by aging in workers! Those that are injured or ill have left the workplace.

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
13
Q

What are some job design implications for our aging working population due to physical changes in those aging?

A
  • Older workers may work slower
  • May need more recovery time
  • Hand tool and equipment design
  • Load considerations
  • Lift assists
  • Climate considerations
    Note: don’t prescribe this just because you have traditionalist people in your workplace! That would be discrimination.
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
14
Q

What are some cognitive changes caused by aging?

A

Decrease in
Short-term memory
Inductive reasoning
Selective attention
Multitasking
Episodic memory

Increase in
Verbal tasks
Vocabulary
Semantic memory
Crystalized intelligence

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
15
Q

What are some job design implications for our aging working population due to cognitive changes in those aging?

A

Lighting considerations
Railing designs
Shift work design

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
16
Q

What are some psychological and personality changes caused by aging?

A

Increase in
Conscientiousness
Organizatoinal citizenship behaviour
Need for autonomy
Need for skill use
Need for task significance
Need for social connection

Decrease in
Neuroticism
Willing to participate in training and career development activities

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
17
Q

What are some job design implications for our aging working population due to psychosocial and personality changes in those aging?

A

Software design
Icons and logos that the workforce is familiar with
Reduce multitasking
Minimize distractions
Consider role
Task design
Training design
Context
Use experience
Down placement: allowing workers to work in different roles or working at reduced hours.
Intergenerational Teamwork and mentoring

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
18
Q

What are some benefits of older workers?

A

Skilled and experienced
Lower turnover
Emotional maturity - tend to be more resilient
Workplace loyalty and work ethic
Less need for supervision
Lower absenteeism
Important role in training
Mentorship; bidirectional value
Reduced healthcare costs to society+++

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
19
Q

Workers strongly agree that working with younger colleagues….

A

Gives me the opportunity to pass along my experience and knowledge

Makes our workplace more creative

Makes me more likely to consider perspectives that are different from my own

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
20
Q

Workers strongly agree that working with older colleagues…

A

Gives me the opportunity to learn new skills from them

Makes me more likely to consider perspectives that are different from my own

Makes the workplace more productive

How well did you know this?
1
Not at all
2
3
4
5
Perfectly
21
Q

What are some solutions to ageism in the workplace?

A
  • Anti-agism advocates to influence policies, procedures, and culture
  • Promote positive images of aging and reduce negative images in hiring, training and everyday culture
  • Intergenerational work teams
  • Include age in diversity equity and inclusion programs and policies
How well did you know this?
1
Not at all
2
3
4
5
Perfectly
22
Q

Up until 2022, in BC, children as young as ___ could work legally in any job and task

A

12 years old!

23
Q

How much money did worksafebc pay out for work-related claims for workers under age of 15?

A

$5 million!

24
Q

How would you describe millennials?

A
  • Those 27-44 years old; wide range
  • Many have families and aging parents
  • Many have been in workforce for 15+ yrs
  • Most technology embedded
  • Value wellness
25
Q

What are some job design considerations for millennials

A

Create opportunities for teamwork and independent work
Create purpose driven work
Regular and immediate feedback
Technology for remote work
Schedule flexibility
Clarity in purpose, role
Clarity in routes for advancement
Rewards/motivation
Ergonomic design

26
Q

How would you describe GenZs?

A

Digital natives
Social media savy
More accepting of diversity
More globally and socially conscious
Lack of knowledge of the workplace & rights
High levels of stress and anxiety
High MSIs

27
Q

What are some job design considerations for GenZs

A

Reward and recognition that supports on-growing growth
Works that aligns with their values
Independent and team work
Flexible work schedule
On the job learning
Leveraging diversity
Provide job security and benefits
Corporate social responsibility and engagement
Ergonomics design

28
Q

What is most important to GenZ

A

Job security
Job that will help develop new skills and learn new things
Job with great benefits
Job working in an industry I believe in, or matches my personal value
Job I can stay in for a long time.

29
Q

How can organizational policies, training and development, performance management, and job design support in creating an age-inclusive organization?

A

Organizational policies: age-inclusive policies (flexible work, caregiving support); increase age diversity climate leading to lower turnover

Training and development: provide everyone access to training and development opportunities; allowing people to become effective learners throughout their lifetimes offset obsolescence

Performance management: consider how to deliver feedback to older and younger workers - older workers focus more on social implications and younger workers focus on the utility of feedback

Job design: freedom to design one’s job to align with interests, goals, and values (job crafting), flexibility to choose where and when to work (flexible work arrangements), and designing intentional opportunities to socialize and connect with other generations (intergenerational contact)

30
Q

What are the benefits of having generational diversity to an individual, an organization, and a society?

A

Individual benefits
Keeping active
Socialization/engagement
Purpose $$$

Organizational benefits
Supports Organizational Culture
Effective recruitment, selection and retention
Better communication
Increased engagement
Enhanced team work
Enhanced group decision making and problem solving
Retain experience - “tribal knowledge”

Societal benefits
Decreased stereotypes, prejudice and discrimination
Reduced healthcare costs
Increased opportunities for engagement

31
Q

In 2011, ____ % of BC reported not having an official language as their mother tongue

A

28% total
- 8% a chinese language
- 4.5% punjabi

32
Q

State some facts about
Indigenous Employment in Canada

A

The indigenous population is young and growing faster than any other segment of the Canadian population
29% of the non-Indigenous population is <25
46% of the Indigenous population is <25

33
Q

What are some considerations of having a culturally diverse workplace?

A

Anthropometry (no one size fits all)
Customs (hours of work, holidays, dress, food, roles)
Management styles
- Attitudes toward hierarchy and authority
- Uncertainty avoidance
- Hofestede’s theory
- Triandis

34
Q

What are some implications of having a culturally diverse workplace?

A

Communication (style, language, norms, expetcations for leaders)
Hiring practices
Pay scales
Teams
Culture based values (rewards and motivation)

35
Q

What are Hofstede’s 5 dimensions of culture?

A
  1. Individualism/collectivism: the degree to which a person feels they must look after themself or the group. North american cultures tend to be more individuals
  2. Power distance: how much hierarchy does an individual expect? Flat organization or hierarchical
  3. Uncertainty avoidance:
  4. Masculine/femininity: distribution of emotional roles (powerful vs emotional)
  5. Long term vs short term orientation: when a person expects gratification (emotional, financial, etc.)
36
Q

What is Indigenization?

A

Indigenization is the act of making something more native; transformation of some service, idea, etc. to suit a local culture, especially through the use of more indigenous people in public administration, employment and other fields.

37
Q

Define: etuaptmumk

A

Etuaptmumk: to look at something or the world with a indigenous eye and western eye; with both viewpoints considered

38
Q

Which ethnic group experiences the most age discrimination?

A

asians

39
Q

Which ethnic group experiences the most gender discrimination?

A

asians

40
Q

Which ethnic group experiences the most race discrimination?

A

black and asians equal

41
Q

Which ethnic group experiences discrimination based on sexual orientation?

A

asians

42
Q

Who experiences the most discrimination in the job search?

A

Women of color

43
Q

What are the benefits of having cultural diversity to an individual, an organization, and a society?

A

Individual benefits
Inclusion
Social contact
Job opportunities++

Organization benefits
Perceived as a socially conscious and progressive organization
Stronger supplier relationships
Understand and respond to the needs of increasingly diverse customers *
Better decision making in teams

Societal benefits
Inclusive society
Understanding of differences

44
Q

Why are the amount of persons with disability increasing in the workplace?

A
  1. Ethical reasons - we know people with disabilites are better than those that don’t work (better social outcomes and more financially stable)
  2. Employers recognize people with disability have special skills - there is social benefit and economic benefit to including persons with disability
  3. Improved legislation - duty to accommodate
45
Q

People with a disability have ___ the unemployment rate than those without. People with disability make on average ____ per year compared to those without disabilty making ___ per year

A
  • Double
  • $30k
  • $40k
46
Q

Define: duty to accomodate

A

Duty to accommodate: an employer must not discriminate against a worker based on these parts of a person’s identity: their race, colour, ancestry, or where they’re from.

47
Q

What are the benefits of disability inclusion to an individual, an organization, and a society?

A

For individuals
- Social inclusion, purpose

For organizations
- Financial benefits
- Team processes
- Social capital

For society
- Role model
- inclusion
- Reduced social benefits

48
Q

Sex vs gender

A

Sex: a set of biological attributes primarily associated with physical and physiological features (chromosomes, gene expression, hormone levels and function, and reproductive/sexual anatomy). Sex is usually categorized as female or male but there is variation in the biological attributes that comprise sex and how those attributes are expressed.

Gender: the socially constructed roles, behaviours, expressions and identities of girls, women, boys, men, and gender diverse people. Gender identity exists along a continuum and can change over time.

49
Q

What is the glass ceiling?

A

Only 2% of the top executives in the US were women, yet are 42% of of the workplace

Companies make it appear that women can make it up to the C-Suite or high level management positions but they cannot.

50
Q

How have some countries attempted to address the wage gap?

A

Quota systems - added by Norway, Belgium, France, and Italy
Guidelines - britain, canada, US

51
Q

Sex and gender - affect on musculoskeletal injuries

A
  • Women report more workplace injury claims than men do in most industries (Messing, 2021, Duguay et, 2017,Oboyde, 2019)
  • Women lose more work time due to injuries
  • Women report more chronic RSI then men
  • Men report more acute and fatal injuries
52
Q

What are some biological differences between the sexes?

A

Anthropometry
- Workstation fit
- Equipment
- tools
Strength
- Strength vs endurance
- Loads for MMH
Physiology
- Hormonal
- Menses and temperature
- Menopause
- Response to toxins
- Stress response
- Circadian responses
- Pregnancy
- Pain responses

53
Q

Who reports more mental health issues?

A

Women generally report more mental health issues, but men experience a greater impact on their work participation

54
Q
A

BPK 381 (9 decks)

Brainscape helps you reach your goals faster, through stronger study habits.
© 2024 Bold Learning Solutions. Terms and Conditions