I NEED HELP TO EXPLAIN THIS SAME PAPER AS IT IS BUT WITH DIFFERENT WORDS OR MY O

Question

I NEED HELP TO EXPLAIN THIS SAME PAPER AS IT IS BUT WITH DIFFERENT WORDS OR MY OWN WORDS.

According to Robbins and Judge, the average age of the workforce has steadily increased over the past decade as medical science enhances vitality and longevity (Robbins & Judge, 2015). According to Center for Disease Control, Life expectancy rose to 78.8 in 2012 (CDC, 2013). This longer life expectancy creates challenges in the workplace.

As the population ages, many changes in employment relationships are likely to occur. These changes includes new company policies, new recruiting policies, and review of compensation practices (Robson, 2001). According to Robson, many organizations will need to redesign duties and improve workplace organizations to retain skilled employees and improved the productivity of older workers (Robson, 2001). Many organizations also focus on recruiting and retaining younger workers and still operate under outdated compensation packages (Robson, 2001).These current practices are ill suited for this older population. This increasing age diversity will create challenges for managers and they will surely need to revisit and review these key areas (Robson, 2001). Older workers are more likely to become at risk for discrimination with this increasing age diversity (Robbins & Judge, 2015) therefore, managers are charged with implementing ways to retain their experienced workers while finding ways to motivate their young workers. I believe that motivation in the workplace would be the most profound of these challenges. Older workers may be influenced by job satisfaction while younger workers may be motivated by opportunity for advancement (Peninsula Builders Exchange, 2015). Along with creating new policies to eliminate discrimination based on age, manager will also be charged with balancing motivation for both young and old in the workplace.

Hiring practices that favor the young versus the old and a working environment that encourages discrimination based on age make up policies that lead to age discrimination. In order to combat these problems, policies must be changed. Organizations may introduce clear expectations for performance and behavior, deal with problems directly as they arise, communicate with workers frequently, follow clear policies and procedures and maintain clarity and consistency to ensure that all employees are treated equally regardless of age (Robbins & Judge, 2015).

Companies, apart from increasing age diversity, may also face other challenges while promoting a diverse workplace. Low commitment and high turn-over rates are among these challenges. According to Robbins and Judge, demographically different co-workers may be more likely to feel low commitment and to turn-over (Robbins & Judge, 2015). Such an environment may also lead to many forms of discrimination. In order to overcome challenges, companies must create a positive diversity climate. Exemplary ways to do so include communicating clear policies and expectations for behavior, introducing consistent diversity training programs, and as previously mentioned, implementing strategies to motivate the employees (Robbins & Judge, 2015). Using diversity training as a tool is beneficial because it improves perceptions and make everyone more aware of and sensitive to the needs and differences of others. According to Robbins and Judges, effective diversity training teaches managers about the legal framework for equal employment opportunity and encourages fair treatment of all (Robbins and Judge, 2015). Another example is to revisit salary packages to ensure that they are adequate because it is often hard to motivate employees without adequate compensation levels (Peninsula Builders Exchange, 2015). Although there are challenges associated with a diverse workplace, such an environment may also be beneficial. Such a workplace benefits from a variety of viewpoints (Greenberg, 2004). With today’s global economy, it is also important for organization to develop a team able to appeal to their diverse consumer base (Greenberg, 2004).

In conclusion, it is understood that the workplace is an ever-changing arena and managers will be charged with the task of staying current with the industry needs and implementing strategic ways to combat problems as they arise.

Explanation / Answer

Answer:

The avarage age of the individuals have been increased as per Robbins and Judge at the workplace also.

Due to the change in age of the individuals the recruitment pattrans of the companies also changes (Robson, 2001). According to Robson, many organizations will need to redesign duties and improve workplace organizations to retain skilled employees and improved the productivity of older workers (Robson, 2001). Many organizations also focus on recruiting and retaining younger workers and still operate under outdated compensation packages (Robson, 2001).These current practices are ill suited for this older population. This increasing age diversity will create challenges for managers and they will surely need to revisit and review these key areas (Robson, 2001). Older workers are more likely to become at risk for discrimination with this increasing age diversity (Robbins & Judge, 2015) therefore, managers are charged with implementing ways to retain their experienced workers while finding ways to motivate their young workers. I believe that motivation in the workplace would be the most profound of these challenges. Older workers may be influenced by job satisfaction while younger workers may be motivated by opportunity for advancement (Peninsula Builders Exchange, 2015). Along with creating new policies to eliminate discrimination based on age, manager will also be charged with balancing motivation for both young and old in the workplace.

Hiring practices that favor the young versus the old and a working environment that encourages discrimination based on age make up policies that lead to age discrimination. In order to combat these problems, policies must be changed. Organizations may introduce clear expectations for performance and behavior, deal with problems directly as they arise, communicate with workers frequently, follow clear policies and procedures and maintain clarity and consistency to ensure that all employees are treated equally regardless of age (Robbins & Judge, 2015).

Companies, apart from increasing age diversity, may also face other challenges while promoting a diverse workplace. Low commitment and high turn-over rates are among these challenges. According to Robbins and Judge, demographically different co-workers may be more likely to feel low commitment and to turn-over (Robbins & Judge, 2015). Such an environment may also lead to many forms of discrimination. In order to overcome challenges, companies must create a positive diversity climate. Exemplary ways to do so include communicating clear policies and expectations for behavior, introducing consistent diversity training programs, and as previously mentioned, implementing strategies to motivate the employees (Robbins & Judge, 2015). Using diversity training as a tool is beneficial because it improves perceptions and make everyone more aware of and sensitive to the needs and differences of others. According to Robbins and Judges, effective diversity training teaches managers about the legal framework for equal employment opportunity and encourages fair treatment of all (Robbins and Judge, 2015). Another example is to revisit salary packages to ensure that they are adequate because it is often hard to motivate employees without adequate compensation levels (Peninsula Builders Exchange, 2015). Although there are challenges associated with a diverse workplace, such an environment may also be beneficial. Such a workplace benefits from a variety of viewpoints (Greenberg, 2004). With today’s global economy, it is also important for organization to develop a team able to appeal to their diverse consumer base (Greenberg, 2004).

So as per the current needs the manager needs to change themselves too..

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