...DIVERSITY IN AN AGING WORKFORCE 1 Diversity in an Aging Workforce Patricia Parker Southern New Hampshire University DIVERSITY IN AN AGING WORKFORCE 2 Abstract As American ages, so does its workforce. This means changes in the work place. Diversity has long been a part of the American culture but aging brings a new element to the work environment. This addition to diversity will challenge organizations on how they view their employees and what changes might need to take place to meet these employees' needs. It will also challenge some organizations on new types of discrimination, how to train managers on the benefits of a diverse workforce, and how to build functional work teams with both cultural and age diversity. Organizations will also be challenged to review policies, job descriptions and work practices to ensure that age is not a deterrent to success in the organization. But with these challenges also comes many benefits of an aging workforce. Understanding that older workers are typically dependable, have a broad range of knowledge, and are loyal is of benefit to any employer. In addition, as an organization's customer-base ages, having older workers that understand that customer-base may lead to a needed competitive edge. To be successful in the future, an organization will need to meet the challenges and understand the benefits of an aging workforce by being creative, flexible, and most of all diverse. DIVERSITY IN AN AGING WORKFORCE 3 Diversity...
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...the Tomorrow -You Worried About Yesterday: Meeting the Challenges of a Changing Workforce. New York: Public Personnel Management publications, Vol. 33/4/ 361. Introduction The demographic dynamics, economic and social consequences of aging workforce in the developed nations particularly Europe and United States presents significant challenges for the coming decades. In the recent times this topic has developed a sense of urgency and is receiving much attention from researchers, policy-makers and the popular media. Without a pro-active approach and appropriate action, the sustainability of social and economic security would be at stake and a labour and skill shortage will become a global issue. European policies have increasingly started to focus on raising the labour-market participation of ageing people, restricting or abandoning possibilities for early labour-market exit, and increasing the age at which people are eligible for pensions. In the article ‘Today is the Tomorrow -You Worried About Yesterday: Meeting the Challenges of a Changing Workforce’ Nancy B. Kiyonaga draws the attention to the crucial issue of aging workforce. She has also tried to suggest a solution ‘workforce and succession planning’ as the tool to this critical challenge especially in the public sector organisations which are more vulnerable to the affects of the aging workforce. Nancy B. Kiyonaga herself being the director of Workforce and Occupational Planning and adjunct professor of public...
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...issues as the workforce demographics increase in age diversity. Some of these issues include age discrimination, increased disability and healthcare cost, loss of expertise due to the inability of employers to retain the older employees and lack of proactive procedures and programs for older employees. This paper focuses not only on these issues but also examines the benefits of a more age-diverse workforce and a competitive advantage employers may gain by proactively developing programs and policies to help retain and attract highly qualified older employees. Introduction According to a Government Accountability Office (GAO) report issued in 2006, the number of workers over age 55 is projected to increase significantly over the next 20 years with this demographic group projected to comprise as much as one-fifth of the nation’s workforce by 2015 (Government Accountability Department, 2006). The unprecedented aging of the world’s population and the strong correlation between aging and disability challenges employers. Observe the listed demographic changes in the workforce, any challenges and concerns employers have with an aging workforce, and some benefits of an older workforce. Find select academic and other related literature on employer strategies to prepare for an aging workforce and examples of successful retention initiatives. Concerns Regarding the Aging Workforce Employers have raised concerns on the workforce demographics and the challenges regarding...
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...Treasure Trove of the Aging Workforce Abstract The purpose of this paper is to analyze the diverse workforce with a focus on age diversity. The factors include challenges that can occur in an organization, how to overcome these challenges and benefits of a diverse workplace. This paper is organized by answering three questions around age diversity. The answers consist of various literature reviews and personal insight. Treasure Trove of the Aging Workforce It was once known that the retirement age was 65. That is no longer the case. Employees are no longer retiring, mostly due to the outlaw of mandatory retirement. In addition to not having retirement regulated, people are healthier today due to medical science so they can work longer. With the aging workforce occurring there can be challenges that need to be overcome in order to effectively run an organization in todays world. Aging Diversity What changes in employment relationships are likely to occur as the population ages? Researchers suggest employers have mixed feeling about the aging workforce, however many can be positive. Positive changes in employment relationships that likely will occur can be the increase in work experience, job satisfaction, a strong work ethic, commitment to employer, and to quality of work. Pearson and Judge (2015) state, “ They bring to the job a higher skill level earned through years of experience, remember the organization’s history and know the aging customer base.” However...
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...Even though companies can benefit from a diverse workforce, there are challenges that come along with an ageing population. Technological advances can prove difficult for the older worker to catch on to. There can be contention between the younger and older workers due to differing work ethics. When the older worker leaves, they will take a lot of the company history and knowledge with them. Depending on management, the challenges of an ageing workforce can either help or harm a company’s operations. First, companies are beginning to face challenges as the workforce begins to age because technological advances can be difficult for the experienced workers to learn. Although the experienced worker, or Baby Boomer, has done a particular job a certain way for many years both effectively and efficiently, companies implement new technology to remain current. The Baby Boomer population did not grow up with computers or much of today’s technology; however, they are willing to learn. Teaching new technology takes time which can take away from productivity. Human Resources must be able to manage the ebbs and flows that come with training. (http://smallbusiness.chron.com/impact-aging-workers-hr-department-60913.html) Next, tensions can arise as younger more tech savvy employees enter the workforce. Oftentimes the work ethic of the older professional is different than that of the younger professional. Older professionals may feel that younger professionals who insist upon a...
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...HCS/545 Terry Matherne April 9, 2012 The first baby boomers turned age 65 as of January 2011, Over the next twenty years, there will be an enormous increase for adults 65 and over. This elderly population will definitely need primary, acute and long term care. In comparison with today’s 12% it has been predicted that Americans who reach 65 and older will be one in five. In this paper, I will discuss the challenges and issues about the aging adult population in America. Due to this expected growth of the adult population over the next 50 years, there will be a great impact on the health care system in regards to the supply and demand of health care professionals. Many of the elderly populations are living longer, some are continuing to work by reducing their hours of work and some are expected to retire and the need for health care services will increase. The healthcare workforce must be equipped, trained and prepared to provide services for this aging population (Institute of Medicine, 2008). People born between 1946 and 1964 are called the baby boomers, has an enormous effect on the health care system in America. The rising cost of health care is spiraling out of control, increasing the cost of hospitalization for the elderly patient population. As the century progresses the elderly population will increase to 54 million by 2020, this would equal 20% of the U.S. population increasing from today’s 12%...
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...Demographics: The Aging Population Angela Lewis HCS/490 December 12, 2011 Eric Longino Demographics: The Aging Population The number of senior citizens in the United States is rapidly increasing. It has been reported that aging Americans are living healthier, longer lives while enjoying greater wealth than ever before. There are diverse decisions that must be made that will support the well-being and health of the aging population as the Baby Boomers continue to grow larger. The growth of the aging population in the United States over the next 50 years is projected to have an exceptional impact on the United States health care system. The greatest challenge to the United States will be to provide affordable, appropriate, and adequate health care. According to Hales (2009-2010) in 2003 there were nearly 36 million people who were age 65 and over and accounted for about 12% of the total population in the United States. It has also been stated by Hales (2009) that “This number is anticipated to grow to 87 million by 2050, or about 25% of the total United State population” (558). A Majority of this increase will transpire by 2030 as the last of the baby boomers reach age 65 (Jacobsen, Kent, & Mather, 2011). However, providing health care for the increasing aging population will be costly, require an adequate health care workforce, and compete with other challenges such as in-home medical care and affordable prescription drugs. The increase in the number of aging Americans...
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...Demographic Paper/Aging Population Aging Population The purpose of this summary is to provide information on the effects of changes in population demographics on the needs and services of the aging population. This summary will include the impact the aging population will have on the health care market as well as some ways in which the aging population affect health care in relation to cost. The summary hopes to provide some insight to the need for more health care professionals to care for the aging population. He summary will provide an answer to the question, what is the aging population’s effect on a chronic disease wellness program. The summary will conclude with the aging population’s effects on an individual, community, national, and global level. Aging Population in the United States According to Maestas and Zissimopoulos, “population aging is not a looming crisis of the future, it is already here” (Page 1, Para 1, 2011).When life expectancy rises and fertility declines the results are an aging population. Another issue of population aging is an increase of individuals surviving to live to an older age outgrowing the number of young people or health care professional’s ability to take care of these older people. The impact of the aging population on the future standard of living may depend on how long people continue to work. Age-related health care declines and the reluctance of employers to hire and retain older workers is a serious cause for concern. Age...
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...Analysis of the case study The Treasure Trove of the Aging Workforce. Roman Rodriguez South New Hampshire University Abstract: Based on the case study “the Treasure Trove of the aging workforce, I am going to discuss and analyze some of the benefits and challenges associated to the aging population within a company. I am also going to discuss the policies that could be put in place, their inherent challenges especially for managers who are willing to manage properly the diversity in their groups and put in place an effective program to address it. Introduction: As the population ages, new challenges arise in the employment relationship and the interaction with managers. Diversity within an organization can bring a lot of advantages but also some specific challenges that could be addressed by several actions that could eliminate inherent problems. We will discuss first some of the most difficult challenges and then will review some policies that could be put in place in order to ensure an effective diversity program. In addition to this, we will discuss some actions that have been envisioned. Finally we will review the positive aspect that bring a diverse workforce. Subheadings There are two major forms of workforce diversity which are individual differences and ethnicity. It is key to analyze and comprehend all the individual differences in order to pro-actively address some of the challenges that you may find in a diverse workforce. Some of individual differences are the biological...
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...between the employee and employer in regards to age diversity and how organizations can handle this form of diversity. Managers have a unique challenge with having such a diverse workforce as they need to be able to prevent it from occurring. They also need to be watchful as even with the best policies discrimination can still occur and they must be able to handle the quickly and efficiently. No person should feel discriminated against in their place of employment and possibly with everyone adhering to the policies this may one day be the case. Increasing Age Diversity in the Workplace In a country that is diverse as the United States one would think that discrimination would not occur. Unfortunately differences in age, culture, and sex still represent some of those that are being discriminated against. Companies are taking steps to prevent further occurrences but even this is not enough as there are still documented cases of discrimination that have occurred. We also have no way of quantifying the amount of cases that have gone unreported. Anti-discrimination laws have been passed, now it is up to the companies to implement policies that adhere to these laws and ensure equal opportunities to all of their employees. As the population begins to age there are several factors that may occur in regards to employment relations. With aging comes an increase is diseases and comorbidities. This represents higher costs in health care for the company and their insurance companies...
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...coordination, managing global talent and global performance management. To develop and manage a global organization implies developing and managing people who can think, lead, and act from a global perspective, managers would be able to face at different challenges, like different cultures, new global work force trends, ethics and social responsibility managing global talent. Culture Culture Culture is the total of human being knowledge, beliefs and other capabilities adopted by individuals or groups. In the multicultural environment, the aspect of culture must be identified. For example, the Chinese get used to use chopsticks for eating food, but Australian tends to use fork and knife. Not knowing these, the American company would fail to sell thousand millions of wood-chopsticks to China and lose the opportunities to earn. The culture environment affects the global management process. For many managers of U.S. organizations, the highest priority is profit maximization, but for many managers of Japanese organizations remains and increases the market share (Rodrigues, C, 2009). Therefore, the cultural environment indicates those company are suitable for different management process in different culture. Realizing the challenge of culture is important for most managers. Organizational culture Organizational Culture is the set of the basic assumptions, values and beliefs of a company’s members (David, L & Mary, G, 2010). In many ways, culture is the informal...
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...Introduction The United States workforce will be influenced in the next 20 years by several forces. The big shift in U.S. population size and composition (diverse, aging); advanced technology; globalization; and environmental and resources pressures. Technological advances and globalization are changing the way the workplace is structured, and creating a greater demand for less traditional and more flexible working arrangements. U.S. organizations to be able to respond effectively to globalization, and technological advances challenges, must have a workforce with greater range of experience, knowledge, and skills. Effective diversity management, skills development, and workplace training is very essential to stay competitive in a global environment. In addition increase labor productivity will be required to keep pace with global competitors. Environmental pressures, especially climate change and natural resources, will be another powerful force impacting the U.S. job market in the next 20 years. There are several factors that will influence the United States workforce in the next 10 years. Aging population, technology advances, and global competition. According to the bureau of labor statistics, the percentage of older workers (age 55 and over) will increase significantly, while those age (25-54) will decline, as well as those age (16-24)? Between the years 2005 and 2010, the population of (65-69) years old will rise by 17% and then explode...
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...Workplace Diversity: Challenges and Opportunities Jane A. Hannon Southern New Hampshire University Workplace Diversity: Challenges and Opportunities The fastest growing segment of the workforce in the United States is adults over 55 years of age (Robbins & Judge, 2015). Given advancements in medical treatments, diagnosis, and wellness initiatives; a forecast of continued sluggish economic growth; and the changing landscape of employer-sponsored benefit programs, the increase of workers in this age group does not show signs of slowing down. An aging workforce presents challenges and opportunities for organizations. While some of these challenges are unique to the demographic, many are similar to the challenges and opportunities of managing other “surface-level diversity,” which includes race, gender, culture, and disability (Robbins & Judge, 2015). By effectively addressing diversity through the creation of policies and their consistent implementation, organizations have the potential for greater productivity and growth. Changes in Employee Relationships Generationally diverse workplaces pose distinct challenges for employers and employees. Because workers of different ages bring their own perceptions and personalities to the workplace, there exists the potential for misunderstanding and conflict. “Diversity involves not only how people perceive themselves but also how they perceive others. Those perceptions affect their interactions” (Patrick & Kumar, 2012)...
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...managed to withstand the ever changing economy and manage its workforce in a way that has resulted in extreme success. Companies often undergo organizational restructure as a means to keep up with today’s shifting workforce and in an effort to attract and maintain the best talent. Especially in the United States, which is now being considered the world’s melting pot, the workforce is becoming much more diverse and great effort is required to address these changes. This paper discusses recommendations for the redesign of Hershey’s performance management system in order to appeal to its diverse workforce. Also discussed is how an employee would interpret the Hershey Company’s values in relation to their role. Workforce trends will be examined and how they could impact Hershey. Finally, the mentoring program that Hershey has implemented will be discussed along with the effects that this program has on integrating the culture at the Hershey Company. Recommend the redesign of Hershey’s performance manageir ment system to appeal to the diverse groups that it employs. A performance management system is a system put into place that makes certain that the employees’ outputs and activities align with the goals of the company or organization (Noe et al, 2011). Hershey’s current performance management system caters more so to the younger generation of workforce that it hires. It satisfies their desire for autonomy, challenge and results. Each employee in the company sets goals and...
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...Care Medical Care for an Aging Population Countries around the world are encountering a growing number of the elder demographic. The aging population has created situations that the world’s economy and health care that have never encountered. The elders leaving the workforce and entering retirement has created new challenges in an already fragile global economy and health care system, and it is uncertain what the impact will in America. Questions rose about how the aging population will affect the economy. Will these changes bring new opportunities for the aging population because of the healthier life style and longer life expectancies currently seen today? Will physically and mentally healthier seniors be able to manage longer working years? Alternatively, will it result in a shortage of worker in the workforce leaving an overwhelming burden on the younger population? This paper summarizes three articles that attempt to bring to light the various challenges the nation is encountering in its preparation to care for the aging population. Additionally it will provide the readers with some recommendations on strategies both the American industries and government can use to prepare for the loss of a large percentage of the workforce who will start retiring in the next decade. The burden of geriatric health issues While countries across the globe are scrambling to make the necessary preparation to accommodate medical care for the aging population, the United States...
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