Organizational Behaviours Assesment

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
Implications of Ageing Workforce in Organization..............................................................2
Three Implications of the Ageing Workforce for Organizational Behavior..........................3
Conclusion..................................................................................................................................5
Reference....................................................................................................................................7

2ORGANIZATIONAL BEHAVIOUR
Introduction
Organizational behavior is the study of human behavior in organizational settings,
edge between organization and the human behavior as well as organization itself.
Applications of it primarily attempt in making the business much more effective. Its study
area examines the behavior of human in work environment as well as determines its impacts
on the job structure, leadership, motivation, communication, performance and others. It is
having the main goal to revitalize the theory of organization and develop the better
conceptualization of the life of organization (Richert-Kaźmierska, 2015). Hence, this report
aims to discuss significant implications of the ageing workforce for the organization. Further,
identification and explanations will be done on three implications of the ageing workforce for
the organizational behavior.
Discussion
Implications of Ageing Workforce in Organization
Ageing workforce is part of the working individuals, who has reached certain age and
beyond. These workforces are used to defined as those who are fifty-five years or older. It is
with mature aged workers that soon approaches retirement or they plan their transition into
the retirement, the entities are faced with the potential shortage or loss of skills. The
organizations are required to think strategically regarding innovative ways to attract or retain
the older workers. Some of the risks associated with the ageing workforce includes loss of
knowledge, shortage of skills, mismatch between the skills and competencies of employee
and job requirement and restrictions on the growth of company. Hence, management are
required to implement the strategies, which will encourage the mature age employees for
staying in workforce and steps should be taken to close the gap for minimizing
intergenerational challenges (Radford et al. 2018).