Aging Workforce:
The issue of an aging workforce is one of the major growing challenges that organizations and industry experts face. This issue not only presents an actual safety challenge but also a huge opportunity to address other socio-economic forces. For employers seeking to maintain a top-notch workforce, the issue of aging workforce is not only a challenge but an opportunity for employees who may want to earn extra income in retirement. In the United States, the aging workforce accounts for one-third of the country's workforce and are set to retire by the end of this decade (Reeves, 2005). However, the country faces a challenge regarding the lack of enough younger employees to replace the aging workforce. Consequently, industry experts need to radically rethink about recruitment, retention, adjustable work plans, and retirement due to labor shortages in major industries.
Dealing with Labor Shortages:
According to Ip (2011), the United States shortage in skilled employees can be adequately addressed through leveraging the aging workforce (p.27). Leveraging the aging workforce is regarded as a means of engaging these employees properly in order to provide significant solutions and cost savings. Actually, the failure to properly engage the aging workforce will contribute to numerous threats o future growth and productivity in the country. The aging workforce is usually viewed as an issue to be addressed rather than asset to leverage.
Unlike younger workers, the aging workforce tends to be more motivated and focus on quality despite taking fewer days off from work. The intrinsic motivation and focus on quality by the aging workforce is attributed to fact that these people have mastered the mechanisms of the workforce over time. Leveraging the aging workforce is seen as an effective way of addressing labor shortages in the United States because the actual effects of retaining experienced employees are all positive. The labor shortage in skilled workforce can be dealt with adequately through leveraging the aging workforce because there are relatively fewer younger workers entering the workforce. The need for this approach originates from the generally huge number of baby boomers facing retirement and the need to increase the workforce by 58 million employees in the next 30 years in order to maintain current productivity rates.
However, there are other alternative approaches that can be used to address the shortfall in skilled workers due to the increase in older workforce. First, the problem can be addressed through increasing the number of students and degree holders in math and science. The shortfall in graduates of these subjects makes it difficult to overcome the challenge since projected challenges are expected to involve employees with specific skills. Secondly, the labor shortages in skilled workers can be addressed through developing means for older workers to pass their knowledge and skills on to younger workers (Reeves, 2005). This can be achieved through making concerted efforts toward integrating older and younger employees.
Effects of Changing Physical Workplace to Accommodate Aging Workers:
As people grow, they inevitably change in several ways across physical, attitudinal, cognitive, cultural, medical, and psychological areas. In the working environment, changes tend to take place across the physical, physiological and psychosocial abilities for older workers (Perry, n.d.). These changes in the abilities for older workers are the basis with which the physical working environment is changed in order to accommodate these workers. The process of changing the physical working environment to accommodate older workers is based on an understanding of the differences between aging workers and younger employees. In most cases, this challenge is usually addressed through designing a proper workplace design that addresses the needs of the aging workforce.
Since the accommodation of older employees is significant in the inevitably changing workforce, the development of a suitable workplace design for older workers helps in increasing the productivity and safety of the entire workforce. While there is a great need to change the physical working…
Sample Source(s) Used
References:
Committee for Economic Development. (2000). New opportunities for older workers: a statement of national policy. Darby, PA: DIANE Publishing Co.
"Hand Protection for Older Workers." (n.d.). AnsellPro.com. Retrieved March 31, 2013, from http://www.ansellpro.com/main/pressRoom_whitePapers_details.asp?rId=131
Ip, W. (2011). Designing for an Aging Population. Interface, 1(2), 27-32.
Perry, L.S. (n.d.). Designing the Workplace for the Aging Workforce. Retrieved March 31, 2013,
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