Demographic Change Is Expected to Have a Significant Effect on a) the Age Composition of the Workforce and B) the Work-Attitudes of Different Generations.
Name ' ' Souvik Brahma
Module ' ' ODHRM 1 Organisational Dynamics and Human Resource Management 1
TASMAC ID ' ' 8100025
Wales USN: 0811866897310
Topic
“Demographic change is expected to have a significant effect on a) the age composition of the workforce and b) the work-attitudes of different generations. “
Give an account of some of the changes that are expected in each of these areas and discuss the implications such change might have for approaches to: i) diversity; and ii) employee and manager’s behaviour.
Introduction
Demographic refers to characteristics of a portion of population. Demographic in workforce includes age, race, income, education. By 2020, close to half the adult population of the UK will be over 50 years old.[i] In the UK, by 2012 only a third of the workforce will be male and under 45.[ii] 33% of workers aged 50 - 65 in the UK have a disability.[iii] The nature of the illnesses giving rise to early retirement and disability claims is changing: stress-related and mental health problems are now increasingly common.[iv] As follows we will look into the changes in age section and effect it has on implication in organisation.
We can generally identify four generational groups that are currently active in workforce for an organisation: • Traditional workers who value loyalty and discipline, and respect authority and hierarchy. They are directive, command-and-control leadership style and very individualistic. For them the motivator factors are loyalty and respect. During strong economic development they were the key force in their companies. • Baby Boomers, they joined the workforce between mid-1960s and the late 1970s. This was the crucial years when most European countries enjoyed great success and significant progress. In contrast to their earlier generation they are more optimistic and self-motivated. For them the work ethic and value is more of work efficiency, crusading causes,
Module ' ' ODHRM 1 Organisational Dynamics and Human Resource Management 1
TASMAC ID ' ' 8100025
Wales USN: 0811866897310
Topic
“Demographic change is expected to have a significant effect on a) the age composition of the workforce and b) the work-attitudes of different generations. “
Give an account of some of the changes that are expected in each of these areas and discuss the implications such change might have for approaches to: i) diversity; and ii) employee and manager’s behaviour.
Introduction
Demographic refers to characteristics of a portion of population. Demographic in workforce includes age, race, income, education. By 2020, close to half the adult population of the UK will be over 50 years old.[i] In the UK, by 2012 only a third of the workforce will be male and under 45.[ii] 33% of workers aged 50 - 65 in the UK have a disability.[iii] The nature of the illnesses giving rise to early retirement and disability claims is changing: stress-related and mental health problems are now increasingly common.[iv] As follows we will look into the changes in age section and effect it has on implication in organisation.
We can generally identify four generational groups that are currently active in workforce for an organisation: • Traditional workers who value loyalty and discipline, and respect authority and hierarchy. They are directive, command-and-control leadership style and very individualistic. For them the motivator factors are loyalty and respect. During strong economic development they were the key force in their companies. • Baby Boomers, they joined the workforce between mid-1960s and the late 1970s. This was the crucial years when most European countries enjoyed great success and significant progress. In contrast to their earlier generation they are more optimistic and self-motivated. For them the work ethic and value is more of work efficiency, crusading causes,
References: [i] Roger Coleman, 2006. An introduction to inclusive design. [online] Available at: http://www.designcouncil.org.uk/webdav/harmonise?Page/@id=6004&Section/@id=1354 [ii] Women and Equality Unit, quoted in Business Voice, CBI, November 2005 [v] Maren Peter, 2006. Second careers and the third age: you 're only as old as your new job. The Guardian [internet] 19th Jan. Available at: http://money.guardian.co.uk/work/story/0,,1689809,00.html Gareth R J. Ivancevich, R. Konopaske, M. Matteson, 1987. Organisational Behavior and management. 7th ed. New Delhi : Tata Macgraw-Hil Companies. Stephanie Armour, 2005. Generation Y: They 've arrived at work with a new attitude. [online] USA Today. Available at: http://www.usatoday.com/money/workplace/2005-11-06-gen-y_x.htm [accessed 11th Aug 2005]. Greg hammill, 2005. Mixing and Managing four generation of employees. [online article] FDU magazine. Available at: http://www.fdu.edu/newspubs/magazine/05ws/generations.htm Cristina simon, 2007 K.S., 2007. Innovative ageing workforce strategies for employers. [online] Maturemarket. Available at: http://www.thematuremarket.co.uk/uk/innovative_aging_workforce-9450-7.html [accessed 26th Nov 2007] Leon Foster-hill, 2008