Look of workforce in Australia is changing. It is no longer the same as it was 20 years ago. Where young men were the main workers and old people and women were sitting at work with their kids (Nankervis et al. 2006, p.54). Nowadays number of old people has increased dramatically, which is affecting workforce and brings new challenges to human resource. New implications that human resources have to deal with are appropriate age allocation, keeping old employees working for as long as possible and avoiding clashing of different generations. Also combine experience from old employees with knowledge of new technologies from younger ones. All these can be done by correct human resources strategies, which will benefit organizations and employees. Due to high number of aging population women are coming to the workforce and their number is increasing everyday. But there are still perceptions about female employees from olden days that appear among organizations. (Tohey et al. 2009). Consequently, human resources have to adjust to these changes by eliminating gender pay gap, increase number of women in senior management positions, and avoid selection between men and women. This will help to eliminate gender and to increase organization’s productivity and will keep employees loyal.
Today aging population is common challenge that workforce and human resources managers have to deal with in developing countries. It affects human resources strategies and practices (Nankervis et al. 2006, p.54). One of the issues of aging population is uneven ration of retiring people to the smaller number of replacing them younger employees. Which creates a high number of non-working people in the future (Patrickson & Ranzijn, 2006). Consequently, now working...
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These three generations: Baby Boomers, Gen X and Gen Y all bring their own share of values, beliefs, thoughts and opinions, perspective and experiences to the workplace. The dynamics of the workplace is directly affected by the differences among these three generations. Today’s current managers need to understand how to efficiently manage and lead a multigenerational workforce in order to increase productivity and meet organization goals and objectives. Recently, there has been changes in the general management. From 2008 to 2013, there was some serious shift in Gen X and Gen Y moving into managerial roles. According to Matthew Golden from Biz Journals, the most prominent change was 87% of Gen Y moved into more managerial roles compared to
(Bendick, Brown & Wall, 1999). A new awareness of older workers has emerged as retiring
HR has abundant resources, however to bridge the generational gaps and provide employees with what they want seems to be a similar issue. In years past, HR only had to deal with Baby Boomer and Traditional values, which were similar in nature, however the new generations have different values and have different career paths than their elders. For example, “Why is it that Gen Y has not been more actively recruited? Why is it the Baby Boomers remain in the market place? Why would someone still want to work when their 70?” These are all questions an HR hiring manager has to decipher when determining candidates for a position. The task has become quite difficult due to the broad spectrum and variances of these generations.
As more and more women continue to move into the workplace, hot debate has arisen surrounding the issues of work and family balance. Many female managers and professionals with young families are leaving the fast track for what has become known as the “mommy track.” Today, as young people are applying for jobs, many now take into consideration a company’s values of a work and life balance. Some say that the pressures of maternity are becoming an obstacle for many women who wish to continue their climb up the corporate ladder. Often times when women become pregnant, they are forced to abandon their careers. Therefore, the following question has aroused many controversial arguments: can women obtain high standards of success in their careers and maintain the best possible home life?
The fight between men and women and equal rights and pay has been going on for many years. The wage gap is contributed by many factors like sex, race discrimination, education, but manly overall how men and women have been viewed as. Men are paid more because they work “harder and are stronger” where’s woman’s jobs are “less work and not as strong” therefore, that’s why the pay and the job occupations is different. Over the past century, American women have made tremendous strides in increasing their labor market experience and their skills (The Gender Wage Gap: Extent, Trends, and Explanations). The pay gap goes beyond wages and is even greater when we look at workers’ full compensation packages. Compensation includes not just wages, but also
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.
"The Aging Workforce." NTAR Leadership Center/U.S Department of Labor, 2007. Web. 17 Dec. 2013. .
The focus of this paper is to elaborate on the changing landscape of work in America during the twenty-first century. According to the researchers, as the economy continues to slowly recover from the recession and economic crisis, more of our baby boomers are reentering the workforce. In addition to the introduction of automation and computer technologies into the workplace, this has dramatically changed the nature of jobs for the older workers (Czaja and Sharit 2009). As stated in the Government Accountability Office in 2006, the number of workers over age 55 is projected to increase significantly over the next 20 years. Evidence shows that ageism, stereotypes, and misinformation about our older population continue to be major issues across
We now have five generations in the workplace. Formally the workplace consisted of two groups the old timers and known it all young hotshots. For the first time in history, there are five generations working side by side. They are the traditional generation (born pre – 1945), Baby Boomers (born 1946-1964), Generation X (born 1965-1980), Generation Y (born 1981-1995), and the Linkster generation (born after 1995). Knowing each generation characteristics helps immensely in attracting, engaging, retaining, developing, and advancing its members. Together they represent a vast pool of talent and skill, the most crucial resource that organizations have.
Older adults face ageism in work place also. The employer consider older adults as inflexible, unwilling to adapt to technology, resistant to new ways, having some physical limitations, costing more for health insurance and so on. Many researches also show that the older worker was less favored for continued career development and training and unlikely to be promoted. Similarly, the older workers also have the disadvantage shorter interviews, fewer commissions, fewer job offers and are less likely to be hired (Dennis & Thomas,
The issue at hand constitutes that companies are not willing to look beyond their aging workforce, choosing instead to push them out of the technological loop rather than attempting to incorporate them as valuable assets. "There is enough research that says older workers are dependable, they can change, they can learn. What we haven' t come to grips with is that research and management practice are not always related" (Capowski, 1994, p. 10).
In conclusion, as such big companies in Australia, CBA and Allianz are recognizing the gender equality strategy is one of most diversity management issue. It shows that respect and value the diversity made both men and women more capable of achieving high performance 5. When people are equally enjoying resources and opportunities, gender equality is achieved 5. It is no matter they are a man or a woman. The increasing
The Workplace is an ever-changing environment. Nowadays, people work longer and delay their retirements. Managers are facing generational differences in their work forces bringing a lot of benefits as well as negative consequences. There are currently five generations of employees in today’s workforce. Each generation brings their unique style, life stage, priorities, customs, communication preference, interest and ambition.
Family responsibilities-such as childbearing, rearing and other common household duties which have traditionally been place on women- play are major role in hindering their career progress. These responsibilities reduce the competitiveness of women by adding to them other unpaid responsibilities that men usually do not face (Writh 2001; Adler & Izraeli 1994). This has had profound effect on the ability of women to pursue their career ambitions. Similarly, most employers have resulted in perceiving women as incapable of giving their employment full attention. Actually, evidence point out that women exit the workforce and/or accept part time job at higher rate than men in an effort to balance between the paid (employment) and unpaid (family responsibility) (Kochanowski 2009). Based on Kochanowski (2009) argument, this inability of women to consistently participate in career without breaking off to attend to other family responsibilities hinders them from gaining the necessary skills and experience needed ...
Longley, Robert. "Pay Gap Between Men and Women Getting Worse, Census Data Shows." U.S. Government Info - Resources. N.p., n.d. Web. 5 May 2011. .