1. According to these articles, how important has the influx of foreign-born workers been to the U.S. workforce? In your opinion, will this change in the future?

It is interesting that there are so many varied opinions on immigration and the basic reality is that immigration is very important for the U.S. economy. Any time there are declining birth rates, immigration is important to keep the economy moving and ensure there is enough activity to ensure stability and growth. Without an influx in foreign-born workers, the workforce will not have enough contributors to fund the necessary programs to support those workers that have reached retirement age. Immigration has always been important to the economy of the United States.
While there are some that express concerns like over population and fewer jobs for native born workers, the reality is that the aging population and falling birth rates drive a necessity for foreign-born workers. This may especially be true in growth areas that involve technological advancements. There has been an influx of foreign born, highly educated workers that help drive the economy and push it towards a growth cycle (Matloff, 2013). The importance of these workers cannot be overstated, any economy must be tied to innovation to help it sustain and improve.

2. How do the changes discussed in these articles affect a firm’s ability to develop Human and Social capital?

Understanding the demographic of the work force is vital to developing human and social capital. Change is the best way to describe the approach. An organization must be ready to change its approach to workers and deal with them in a manner that has the most meaning to the workers. Only by understanding the changes in the workforce can an organization utilize the human and social capital of the members. An organization that has a changing workforce needs to understand that new workforce and understand their wants and needs. The article describes the changing workforce as not only becoming more immigrant based, but more minorities and fewer workers classified and “white”. The importance of understanding this workforce is vital to developing the human and social capital of these workers. It may not seem possible, but social capital is not only about the individual, but about who they now and where they are located. This capital can dramatically help them perform their jobs, thus increasing the capital of the business (Krebs, 2008). By understanding this network, which is changing due to the changing demographic of the worker, the organization can take advantage of these networks and utilize them for growth and success. These networks must be treated as living and breathing things, constantly changing and in need of constant monitoring. If an organization is going to take advantage of this capital, it is necessary to constantly monitor and adjust to changes.

3. Using our discussion of the three levels of analysis discuss the implications of these articles.

It is important to understand the three levels of analysis; they include individual, group, and organizational research.

Individuals - Obviously study of individuals will change as the demographic of the individuals change. Each individual has a different set of goals and objectives that drive them to succeed. These goals and objectives need to be understood and should not be assumed to be understood as the background and ethnicity of workers change. It is important to understand that these individuals are not just the organizations high level high valued employees, but can include part-time and employees, as well as contractors and partners (Krebs, 2008).

Group – As individuals change, group dynamics are going to change. It is important that everyone within the groups understand the dynamic and know that changes in the demographic of the group will change the working procedures and may even change the output and production. One of the most dramatic changes in some of these groups may be the addition of older workers that would traditionally not take part in working groups and in the past might have been retired. As the article discusses, individuals are working longer, and changing careers late in life. This allows experienced and knowledgably individuals to become part of working groups that may not have traditionally included such members.

Organization – Organizations must understand the changes that are occurring and understand how to take advantage of these changes to increase productivity and profitability. One of the biggest factors the organization must consider is the extended production lives of individuals and how to take advantage of individuals that are staying with organizations longer or starting new careers. There may even be situations that organizations can obtain experienced workers and utilize their knowledge to improve the social and human capital of the organization. Utilizing existing relationships and networks that otherwise would not be available. The culture of the organization may have to change to better utilize the abilities of these workers. There should be not segment of the business that is unwilling to change or adapt to compensate for changes occurring in the workforce.

4. In your opinion, how do these changes impact the role of managers/leaders?

Mangers must learn new styles and techniques to ensure the proper utilization of workers, peers, and even superiors. It would be unprofessional and hurt the organization for manager and leaders to assume that changing demographics of the workforce do not change the roles they play within the organization. Only by understanding the background, driving forces, wants, and needs of the individuals can the groups within the organization and the organization as a whole be led effectively. Managers may even find themselves managing older workers, or immigrant workers that have more experience and knowledge than themselves. If managed properly, this can offer an opportunity for the manager to learn, improve, and help the organization meets its goals and objectives. Mangers that do not utilize these opportunities will find themselves falling behind and jeopardizing not only their own position, but the well being of the organization. Any organization unwilling or unable to change and grow as their internal demographic changes will be left behind by those organizations that understand and adapt to the changes occurring.