Ageing Workforce Implications in Organization | Report

Running Head: ORGANIZATIONAL BEHAVIOUR
ORGANIZATIONAL BEHAVIOUR
Name of the Student
Name of the University
Author Note

1ORGANIZATIONAL BEHAVIOUR
Table of Contents
Introduction................................................................................................................................2
Discussion..................................................................................................................................2
Ageing Workforce Implications in Organization...................................................................2
Three Ageing Workforce Implication for Organizational Behavior......................................3
Conclusion..................................................................................................................................5
Reference....................................................................................................................................6

2ORGANIZATIONAL BEHAVIOUR
Introduction
The organizational behavior study gives insights regarding the behavior and
performance of employees within the workplace. This study helps in developing the
understanding of aspects, which can help in motivating employees, increasing performance as
well as helping the organizations in establishing trusting and strong relationship with the
employees. The objective behind this understanding interactions of human in organizations
and finding out what factors influences it or drives it for getting better results to attain goals
of behavior (Beck, 2014). Therefore, in this report, attempt will be made to discuss
implications of ageing workforce on the organization. Further, three implications of ageing
workforce for organization will be discussed.
Discussion
Ageing Workforce Implications in Organization
Ageing workforce of company is the part of working people, who are at their certain
age. These workforces are those, who are attained the age of fifty or more than that. When the
workers of organization get matured and older, they make approach towards retirement or
may makes plan for transition into retirement. This throws great challenge to organization
because of potential loss or the shortage of skillful and experienced workforce (Ciutiene &
Railaite, 2014). Some risks that is linked with retirement of these workforce are company’s
growth restrictions, competencies and skills mismatch between the requirement of job and
employee and knowledge loss. The companies need to plans to strategically think about
retaining or attracting the ageing workforce in the innovative ways. The strategies are
required to be implemented that encourages aged workers to stay in the company and
initiative should be taken to minimize the gap of intergenerational challenges (Earl et al.
2017).