Final answer:
An organization balancing employee participation teams by age is addressing the Internal dimension of diversity. This approach supports managing generational differences and fosters innovation by bringing together diverse experiences and perspectives.
Step-by-step explanation:
When an organization attempts to create employee participation teams that balance membership by age, the dimension layer of diversity being addressed is Internal. This internal layer includes inherent characteristics such as age, race, ethnicity, gender, and sexual orientation. Balancing teams by age ensures that diverse perspectives and experiences are represented, which can lead to innovative problem-solving and reflects an understanding of managing generational differences.
Organizations understand that workers' expectations and attitudes are shaped by their experiences within specific cultural time periods. For example, the departure of the baby boomer generation from the workforce, the career progression of Generation X, and the entry and growth of Millennials and Generation Z in the workplace reflect the shifting demographics that organizations must navigate.
Creating diverse teams, including those balanced by age, challenges the status quo of hiring for fit within the organizational culture, and can ultimately benefit the company's bottom line by preventing groupthink and fostering a mix of talents and skills that enhance performance and innovation.