MBA Assignement 2
Mustafain Meghani
OL-500-x2938 Human Behavior in Organization
Dec, 2014
Chapter 2 Case Incident 2: “The Treasure Trove of the Aging Workforce.”
Introduction
As a healthcare provider I deal with aging population on daily basis. Although healthcare advances have affectively increased age of survival, it does not change the lifestyles and employment challenges in the elderly. Given the economic downturn in the last decade, significant amount of population had to change their retirement goals or had to return to workforce to maintain their lifestyles. As an employer it may be challenging to maintain a balance between the energy and advances gained from a younger worker versus the wisdom and maturity of a seasoned aging workforce.
Employment relationships and aging population
I feel the changes in employment relationship will likely occur in three fronts mainly, flexibility, pay and training (Acas, 2011). As the population ages the requirement for work hour flexibility increases. As an employer that would translate to increased part-time employment or increased requirements for breaks in between schedule or paid time off. Second aspect to consider is pay. Although we would hope that a person’s pay would increase at the same level as the work experience and number of years with an institution, it does not quite account for same in the industry. Most employers would review aging workforce as an added expense with lesser productivity or performance. Third aspect to consider for employers is to provide adequate training to aging staff members to keep them in tune with new developments and technological advancements.
Management challenges
Managers will face substantial challenges with aging population. As one would usually believe that managers will be of higher age group than the remainder of the employees, that concept is widely changing. We constantly find younger managers with older workforce. Managers will have challenges of overlooking
OL-500-x2938 Human Behavior in Organization
Dec, 2014
Chapter 2 Case Incident 2: “The Treasure Trove of the Aging Workforce.”
Introduction
As a healthcare provider I deal with aging population on daily basis. Although healthcare advances have affectively increased age of survival, it does not change the lifestyles and employment challenges in the elderly. Given the economic downturn in the last decade, significant amount of population had to change their retirement goals or had to return to workforce to maintain their lifestyles. As an employer it may be challenging to maintain a balance between the energy and advances gained from a younger worker versus the wisdom and maturity of a seasoned aging workforce.
Employment relationships and aging population
I feel the changes in employment relationship will likely occur in three fronts mainly, flexibility, pay and training (Acas, 2011). As the population ages the requirement for work hour flexibility increases. As an employer that would translate to increased part-time employment or increased requirements for breaks in between schedule or paid time off. Second aspect to consider is pay. Although we would hope that a person’s pay would increase at the same level as the work experience and number of years with an institution, it does not quite account for same in the industry. Most employers would review aging workforce as an added expense with lesser productivity or performance. Third aspect to consider for employers is to provide adequate training to aging staff members to keep them in tune with new developments and technological advancements.
Management challenges
Managers will face substantial challenges with aging population. As one would usually believe that managers will be of higher age group than the remainder of the employees, that concept is widely changing. We constantly find younger managers with older workforce. Managers will have challenges of overlooking
References: 1. The Future of Workplace Relations. (n.d.). Retrieved December 7, 2014, from http://www.acas.org.uk/index.aspx?articleid=3544 2. Aging populations and management. (2014). Academy of Management Journal, 57(4), 929-935. 3. Policies That Will Help Avoid Age Discrimination. (n.d.). Retrieved December 7, 2014, from http://smallbusiness.chron.com/policies-avoid-age-discrimination-2847.html 4. Diversity in the Workplace: Benefits, Challenges and Solutions. (n.d.). Retrieved December 7, 2014, from http://www.multiculturaladvantage.com/recruit/diversity/diversity-in-the-workplace-benefits-challenges-solutions.asp