Many organizations may try to avoid hiring the employees that are 50 and up thinking that they will add cost for the company, but they actually provide many benefits to your organization. In fact, organizations can actually save money by hiring and retaining older workers. Interestingly, when older workers try to reenter the workforce, they are faced with significant odds. Employees are needed at every company or organization. Recruitment efforts for organizations requires the company to spend a substantial amount of money to attract potential workers. The cost to train and retain these employees is also quite costly. In fact, Entrepreneur (2006) states that “U.S. employers spend millions of man hours each year placing ads, prescreening …show more content…
In the Entrepreneur’s (2006) article, “12 Benefits of Hiring Older Workers”, they describe the main benefits that the older workforce provides to the organization they work for. While some organizations may overlook older applicants because they “are concerned that health insurance costs for these older workers will be higher than for younger employers. However, some experts claim these concerns are overblown.” (Sammer, 2011) Organizations are not only looking for employees, but they are seeking employees who will stay at that organization for a long time-saving the company money in costs associated with hiring and training new employees; they are also looking for employees who “are honest, responsible, dependable, loyal, focused, organized, and mature.” (“12 Benefits of Hiring Older Workers”, 2006) The older workforce provides these characteristics to their employers. In this article, they describe 12 benefits that the older generation offers. These include, dedication, punctuality, honesty, detail-oriented, focused and attentive, good listeners, pride in a job well done, organizational skills, efficiency, maturity, setting an example, communication skills, and reduced labor costs. These benefits would make any employer rethink looking over older applicants. However, “while older
Elderly folks are eminently mature and have the finest instinct about what is right and wrong though It’s challenging to change someone’s point of view in a matter like this. When such injustice takes place, it de-motivates senior workers from their work. In an article over Ageists by Vincent J Roscigno, he states facts about different views on older Americans in general and in workplaces such as, “most of the population consists of biases and preconceptions, and the accused are unashamed in their views of older Americans. Those who believe that younger employees have much more value than senior employees are inserting a strong assumption based on their age. “Ageist attitudes and discrimination is what results in lower levels of overall organizational commitment to older workers, and a “push” out of a particular workplace.” Just because of an older employee’s depiction, such unfairness circulates in workplaces which cause false impressions of older
While todays workplace has progressed many people experience bias throughout their career. In an article called “Ageism and Bias in the American Workplace”, the author discusses the dominant demographic in certain lines of work. Whether by age, gender, or ethnicity some may find difficulty finding work. In this article it discusses the bias against older workers. It was found that employers were less likely to hire someone older in assumption that production would decrease resulting in a decrease in profit, but it was discovered the older workers were more long term employees. (Ageism and Bias in the American Workplace, 2015) Although Jurgis was hired quickly at the meat packing plant due to his stature, his extended family (some of the women and children) had difficulty having the same
are old.” Individuals should have some understanding of the of what the term ageism but maybe
Stossel and Mastropolo’s thesis did not come until at the middle of the article when they talked about how Murray Schwartz is convinced “that older people can do the job just as well as younger people and believes that employment age discrimination laws are a crucial protection for older workers” (paragraph 11). With this issue, there are two sides of argument in this article: one is from the corporate as to why it is a necessity to fire people when they come of age, and the second one is from the workers being affected at this age discrimination. There are several people applying for jobs these days and a company attempts to fill that job with the best qualified person. If a per...
...ts, are not the only resources that will attract and retain these type of employees.
Diversity can be differences in age, gender, ethnicity, and religion. Having such a diverse workforce can be very challenging. (1) Today’s workforce is very diverse in respect to age. Before, corporate America consisted of workers ranging from twenty one up to late thirties to early forties. Now, we see people in their mid to late fifties going back to work. This trend has both advantages and disadvantages. One advantage of an older employee over a younger employee is his ability to use his years of experience in situations where a younger employee lacks experience. Another advantage for an older employee is his built relationship with existing customers. The disadvantage of an older employee over a younger employee is his inability to quickly adapt to his changing environment. Younger employees are more “hungry” compared to their older counter parts. Their hunger is fired by their goal to quickly move up the corporate ladder.
Education about the generations reduces age discrimination and alleviates potential organizational “brain drain” as older generations leave the workplace.
As the economy grows there will be plenty of jobs, but there will not be enough young workers to fill the need. Even though older worker will increase as time goes on there are some issues they will face in the workforce such as, they will not only need to stay on the job, but their training will have to be kept up to date, and who will be paying for it, finding out what skills are needed and keeping up to date, how to make the workplace breakroom older worker friendly, and finally, changing an employer’s idea and attitude about older workers. Right now employers are not worried about older workers, but within the next few years we will see a rise in their employment, so much so that they will have more choices and say in which jobs they will
..., with the advancement of technology and medical systems, both the life span and available labor years have increased to a great extent. In such a context, the value of the senior citizens who intend to enter or reenter the labor force should be evaluated not only socially but also economically. While being praised for its function in social administration as an improvement in senior life quality and community harmony, senior employment should also be applauded for its huge economic value: with the adoption of this labor pool, the burden of population aging would be relieved considerably. Our program, which is going to put an emphasis on the minority group among the elderly, would provide an important supplement to the already existing senior employment assistance programs, in helping senior job seekers find their suitable location in the society and our economy.
This strategy aims to employ workers from different backgrounds to provide tangible and intangible benefits for the business. The employers are the ones who control everything from the wage, promotions, incentives and the termination of the older counterparts. They are increasingly concerned about updated skills, physical demands, early retirement, and the cost of maintaining an older worker. Despite how employers may feel, companies cannot afford to neglect talent at any age. The employer should take advantage of the skills that the older employee posses, and carefully position them in jobs that matches their skill level as well as the job to be done. “Regardless of the change organizations make in the structure and functioning of the workplace of the future, it appears likely that older workers will play a crucial role (Hedge,Borman,& Lammlein, 2006). Different acts and laws are governed to respond to any discrimination against older employees in the workforce. Employment agencies, labor unions, local, state and Federal government are bound by these laws such as: Older Workers Benefits Protection Act (OWBPA); The Americans with Disabilities Act (ADA), Older Americans Act (OAA), to name a few. Funds for service by the Congress are provided in forms of grants for various programs yearly. States, counties, and cities recognize the value of the servicing and are generous in providing additional funds, benefits and in-kind economic benefits too. Because area and state agencies on aging are doing very little in a way to use mass media to promote themselves, the aging network is probably missing a large number of disadvantage people who should be receiving services but who are unaware of them. Much more emphasis has been placed on tying together the federal services for the older workers, but it should not have taken a federal initiative to make states see
The use of recruitment sources such as newspaper job listings, direct mail, employment agencies, recruitment firms and job fairs are expensive. Green (2007) argues that the cost of recruiting candidates, interviewing candidates, and orienting new employees outweigh the cost of training current employees for a new position. As a result, some organizations would rather train their employees in other positions rather than invest large sums of money in the recruiting process. Third, hiring from within requires less training time. Organizations tend to save time when they hire from within.
As some employees would not want to work with others, this will result in deficiency of work flow in general and will create a lot of tension and negative work environment between co-workers. For instance, an employer might hire an eighteen years old applicant having good experiences and the right qualifications for the job, but they are premature and incompetent of managing older staff. On the other hand, an employer could not consider anyone over fifty years old because they would think they are incapable of learning new technology and quicker techniques for
Age discrimination continues to be a problem for both men and women that are over the age of 40 in the workforce. In year 1967, the federal Age Discrimination in Employment Act ADEA was passed to prohibit discrimination against workers over age 40 and older. Another law in the year 1964, Title VII of the Civil Rights Act of 1964 that prohibits employment discrimination on the basis of sex, race, color, religion, or national origin. However there are still age discrimination and it seems to be more especially for older women more than older men. The Federal and the state should implement more regulations to protect workers' rights in all age groups, both in the younger and older generation including their race and gender.
Aging is about the experiences and there are several chapters in older people’s lives. We can learn from the elderly and their lives. (Tappen, 1981). The interview was very interesting to discover how people thought and lived in the 1930s and 1940s. In addition, how hard it was to get opportunities to get educated and get a job. People were stricter about specific topics such as sexual orientation, morality, sex. The majority of older people lived in poverty, and they married underage, as well as they had a lot of children. Also, older people had to do hard work because they don’t have a chance to get a college degree. Parenthood was very different in these days, and they were stricter to their children, and the
Some people belief that when they are old, their cognition will decrease, especially in decision-making and learning new things. On the contrary, older people have a wise brain and perfect skill because different skill of Cognition which is the process of knowing and understanding (longman dictionary) will peak at different time, some is soon while some take a longer time. Besides as people are ageing they have more experience as well as more knowledge to increase their ability to learn, that why we have a sayings like” the older, the wiser”. Furthermore, our brain is working as the same as our skin or body if only they take care of their brain in the right way they can keep their brains sharp for a certain extra time.On the other hand, people