Over the past century, the average age of the workforce has increased as medical science has continued to enhance longevity and vitality. As we discussed in this chapter, many individuals wi
management case study
CASE STUDY: THE ENCORE CAREER
Over the past century, the average age of the workforce has increased as medical science has continued to enhance longevity and vitality. As we discussed in this chapter, many individuals will work past the previously established ages of retirement, and the fastest-growing segment of the workforce is individuals over the age of 55.
Unfortunately, older workers face a variety of discriminatory attitudes in the workplace. Researchers scanned more than 100 publications on age discrimination to determine what types of age stereotypes were most prevalent across studies. They found that stereotypes inferred that older workers are lower performers. Research indicates that they are not, however, and organizations are realizing the benefits of this needed employee group.
Dale Sweere, HR director for engineering firm Stanley Consultants, is one of the growing number of management professionals actively recruiting older workers. Sweere says older workers typically hit the ground running much quicker and they fit into the organization well. They bring to the job a higher skill level earned through years of experience, remember an industrys history, and know the aging customer base.
Tell that to the older worker who is unemployed. Older workers have long been sought by government contractors, financial firms, and consultants, according to Cornelia Gamlem, president of consulting firm GEMS Group Ltd., and she actively recruits them. However, the U.S. Bureau of Labor Statistics reports that the average job search for an unemployed worker over age 55 is 56 weeks, versus 38 weeks for the rest of the unemployed population.
Enter the encore career, also known as unretirement. Increasingly, older workers who arent finding fulfilling positions are seeking to opt out of traditional roles. After long careers in the workforce, an increasing number are embracing flexible, work-from-home options such as customer service positions. For instance, Olga Howard, 71, signed on as an independent contractor for 25?30 hours per week with Arise Virtual Solutions, handling questions for a financial software company after her long-term career ended. Others are starting up new businesses. Chris Farrell, author of Unretirement, said, Older people are starting businesses more than any other age group. Others funnel into nonprofit organizations, where the pay may not equal the individuals previous earning power, but the mission is strong. They need the money and the meaning, said Encore.org CEO Marc Freedman. Still others are gaining additional education, such as Japans silver entrepreneurs, who have benefited from the countrys tax credits for training older workers.
Individuals who embark on a second-act career often report they are very fulfilled. However, the loss of workers from their long-standing careers may be undesirable. In this knowledge economy, the retention of older workers gives employers a competitive edge by allowing them to continue to tap a generation of knowledge and skill, said Mark Schmit, executive director of the Society for Human Resource Management (SHRM) Foundation. New thinking by HR professionals and employers will be required to recruit and retain them. Otherwise, organizations greatest asset will walk out the door.
QUESTIONS
1. What changes in employment relationships are likely to occur as the population ages?
2. Do you think increasing age diversity will create new challenges for managers? What types of challenges do you expect will be most profound?
3. How can organizations cope with differences related to age discrimination in the workplace? How can older employees help?
INSTRUCTION
Please read the case study above and think about the questions. Write your responses to these questions in about 200 words.
ASSIGNMENT RUBRIC
Please carefully review the rubric below before you begin so that you are keenly aware of the expectations for this assignment.
Rubric
Research Paper Rubric
Research Paper Rubric
Criteria Ratings Pts
This criterion is linked to a Learning OutcomeResponsiveness and RelevanceCompletely responsive and relevant to assignment, instructions, stated requirements. Includes all required sections.
20 pts
This criterion is linked to a Learning OutcomeThesis/PurposeIdentifies a relevant research topic and a clear thesis that provides direction for the paper. Thesis clearly and concisely states the position, premise, or hypothesis and is consistently the focal point throughout the paper. Concepts and terminology are clearly understood and used appropriately.
20 pts
This criterion is linked to a Learning OutcomeAnalysisDemonstrates clear understanding and careful analysis of the research topic, thesis, and content of the research. Displays critical thinking by comparing and contrasting perspectives, considering counter arguments or opposing positions, and drawing original and thoughtful conclusions. Reasoning and logic are sound.
20 pts
This criterion is linked to a Learning OutcomeResearchProvides compelling, accurate, and substantive evidence to support in-depth the central position beyond assignment requirements. Depth and breadth of research is strong. Research sources are highly relevant, accurate, and reliable and add to the strength of the paper. Appropriately and correctly cites sources.
20 pts
This criterion is linked to a Learning OutcomeClear and Well-organized WritingEach paragraph has a central idea; ideas are connected and paragraphs are developed with details; paper is easy to read and flows naturally in an organized way. Ideas are clearly connected and make sense.
10 pts
This criterion is linked to a Learning OutcomeGrammar/Syntax/Formatting MechanicsWell constructed using standard English, characterized by elements of strong mechanics and basically free from grammar, syntax, punctuation, usage, and spelling errors.
10 pts
Total Points: 100
Requirements: No requirement
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