MANAGEMENT Business decision analytics.

Running Head: MANAGEMENT 0
Business decision analytics

MANAGEMENT 1
In many businesses today, the practice of “juniorization” is being implemented where
the older workers are being swiftly replaced by Youngers workers. This diversification in the
workplace is causing fundamental shifts in just every perspective of a business and
considering modern phenomenon, it is one of the greatest evolutions that has taken place in
the corporate culture. In other words, juniorization is the reason that the median age at the
organization might be lowering at a staggering pace (Fournier & Srinivasan, 2018). It is also
much more than a way to cut off high salaries.
Juniorization potentially shift wider aspects of organisation functions in extent with
corporate culture, talent management and technology. Due to increase in diversity inside the
workplace, the culture of company is changing rapidly where many corporations are reducing
their structure hierarchies to raise productivity and engagement (Beechler & Woodward,
2009). It is necessary for the leader to leverage their respective talents with engaging all
individuals of team and optimize contribution. Considering technology, many organisation
adopt juniorization as a strategy even in a complex industry. These organisations are learning
that they are not bound to pay senior executive an astounding salary for 15 years of
experience and market knowledge if they can seek for the technology that provides access to
the junior colleagues.
On the other hand, there are some disadvantages also in case of juniorization. For
instance, recruiting young people to do the work of experienced people in order to save
money simply does not solve the issue. The organisation may save few dollars at front end
but will mostly lose money when they factor in employee engagement and high turnover that
is most common amid junior employees. Along with this, young employees often bring more
drama to the workplace as their leaders mostly do not vetted properly. Considering diversity,
often in organisation, the policies develop in terms of race and gender, however, it ignores the
approach of age diversity. Sometimes an organisation need someone who can pull them back
before they go over the edge and that someone will surely some experienced employee, who
already been on the edge himself before.
In addition, before approaching to juniorization approach, an organisation also need to
consider stability. In other words, before setting the experienced employees out to sea,
organisation need to think upon several aspects. Unlike mature workers, young individuals
change their jobs in the same way they are changing their socks. Sometimes they are true as
there are so many opportunities available in the market like being a kid in the toy store.