MBA502 - Kaplan University: Older Workers and Development Workshop

This assignment outlines a five-day professional workshop designed for older workers, focusing on emotional intelligence, cultural intelligence, and diversity. The workshop aims to enhance employee engagement, address potential barriers like rigid beliefs, and foster a positive work environment. Acti...Read More

Running head: OLDER WORKERS AND DEVELOPMENT WORKSHOP
Emotional and Cultural Intelligence and Diversity
Name of the Student:
Name of University:
Author Note

1
OLDER WORKERS AND DEVELOPMENT WORKSHOP
Introduction
It is often noticed that the older workers in an organization are less noticed and benefited
when they are to be given more opportunities to learn, improve and improvise for the companies
in return. It is often believed that the older employees in an organization are less enthusiastic
about programs and training which are aimed at providing them with better opportunities and
mentoring. These coaching and planning which are offered by the organization are essential for
the employees to learn about the newer things in order to improve their efforts. These trainings
and policies are integral part of the jobs which are considered to be the ideal. Some
organizations, which esteems their employees as of great values, invest more in these training
programs. An organization with the right kind of leadership places this highly to provide scope
for benefiting from the training programs. This adds sense of more commitment from the end of
the employees towards the organization. Employees who have areas of weaknesses are able to
address these flaws while developing better skills to contribute to the company.
Discussion
It always benefits an organization when they retain the experienced and mature workers.
The effect of the global aging population has been immense on human resources of
organizations. This indicates a trend of changes for the organization across the globe as there is
little or no effort by several companies to help and train the aging population who are employed
by them. It has also been seen that many companies are not adequately equipped to take
initiatives or strategies to support and benefit their employees whereas, it should be treated as a
priority. As a result, the organizations tend to lose the precious memory of the institution as
labors retire and leave the company. Their skills and knowledge re also collectively lost with
their retirements (Armstrong-Stassen and Stassen 2013). There can be relevant programs and

2
OLDER WORKERS AND DEVELOPMENT WORKSHOP
trainings which can be carried out by organizations which will enhance the capabilities of the
workers as well as motivate them to be more dedicated and committed towards the work that
they do. Age and performance are directly proportional to each other but along with that comes
many other factors which must be kept in mind before expecting constancy from the employees.
Inclusion Activities
Organizations can conduct programs to ensure proactivity and sense of belongingness
within the older workers who are often the most neglected among all employees. Employees of
the highest age group often require programs to create inclusion and affinity in them towards the
others and the company alike. There can be varying activities in order to build feelings of
accommodation as well as eradicate chances of other issues which persist in an working
environment (Poscia et al. 2016). These can range from being specific training programs to
retirement planning needs which can increase awareness as well as participation.
At the first instance, there should be equal opportunities for them in an organization, like
growth in their specific area of expertise in the form of promotions, benefits, no discrimination
between older and newer employees and so on. Therefore, it is very important for the companies
to engage their employees in positive prospects which are to be offered by the company itself.
A workshop which can be conducted by an organization can be broken down into five
parts. This can be facilitated for the older workers in order to develop better working conditions
and enhanced participation. The first and the foremost task of the company is to build a mutual
beneficial space which is not violated but acknowledged with effort.
 The first day of the workshop will be in the form of an orientation for the new few days.

3
OLDER WORKERS AND DEVELOPMENT WORKSHOP
 The second day will comprise of short tasks which will engage the workers to write about
their experiences with the company. This would add positivity to the workshop and also
highlight the best memories the employees have, related to their work. This might as well
highlight the areas which can be worked on, in order to enhance the company policies
about their human resource.
 The third day will include short tests which will reveal self awareness of the employees
(Hernandez et al. 2015). This can also be conducted with the help of Johari window
model which will also reflect the perception of others about a particular employee. An
employee can also be asked to rate their own selves on different parameters. This would
help in identifying the strengths and weaknesses of the employees.
 The fourth day can have activities such as games which requires communications and
understanding of the others. Several groups can be made among employees and games
can be conducted in groups which would rather be like group activities in which all the
parties involved would take part.
 The fifth and the final day of the workshop can be based on providing schemes and
benefits of from the programs which can be based on the deductions made from the
workshop conducted. Some employees can be sent for training programs and benefit
schemes can be proposed in front of the employees to present them with improved
experience with the company.
Timings to be allocated
The time allocated for the workshop will be 5 days including the day of orientation. Each
day of the workshop can be conducted in six hours for about a number of 200 employees
approximately.

4
OLDER WORKERS AND DEVELOPMENT WORKSHOP
Day Activity Time
Day 1 Orientation 3 hours for the objectives
1 hour for Meals
Day 2 Experience with the
Organization
5 hours
Day 3 Short Tests for Self
Assessment
6 hours
Day 4 Group Activity to strengthen
communication and bond
6 hours
Day 5 Offerings for the company to
benefit and help the
employees
6 hours
Integration of Activities with the Objective
It is important to integrate the objectives with the programs which will be laid out for the
employees. After every activity,, on each day, the company should be able to deduce results to
develop better suited conditions for them to work in. They should aim at enriching their
experiences and this should be brought to their notice on the fifth and final day. On the final day,
the company should place their offers in the form of benefit schemes such as retirement plans
and other training and development programs to improve their skills which will as a result, help
in contributing with their efforts in more skilled manner.
Instructions for facilitation

5
OLDER WORKERS AND DEVELOPMENT WORKSHOP
The company should ascertain that the self awareness tests should be kept in confidence
while engaging other employees to take part in them. Johari Window Model is an effective tool
to engage the people one is associated with to find out the level of awareness one has about
him/herself. The group activities will develop better communication among the workers which
can be facilitated with the help of performances they can be asked to put up (Wong and
Laschinger 2013). Diversity is something which should be respected and accommodated in a
workplace, through group activities mutual respect can be built.
Potential Barriers
The potential barriers to the workshop can be unresponsive attitude from laid back
workers. There can be employees who are rigid about their beliefs and are not open while
accommodating other cultures, differences in opinions and diversity. These may pose limitations
which can also be resolved with the intervention of effective strategies adopted by the
organization according to the number of employees as such.
Diversity and Varied Personality
People coming from different cultures, upbringing and societal conformations, show
difference in emotional intelligence, personalities and beliefs. This often become conflicting with
that of the others, However, these activities will help in resolving the differences which might
exist in the beliefs of the older or traditional employees in an organization.

6
OLDER WORKERS AND DEVELOPMENT WORKSHOP
Accomplishment with the help of the Workshop
There can be significant accomplishments which can be achieved with the help of the
workshop. The workshop, primarily aims at establishing a positive environment for work, among
all the employees. This can be achieved by facilitating and organizing the activities. The
activities will encourage the employees to take part and be a part of the organization. This would
add a sense of belongingness among the workers towards the company as well as each other.
Some of the workers might have ill experiences which have given rise to disgust and alienation.
These often get unnoticed and unheard. An organization should aim at making corrective
changes too. The activity of sharing their own experiences will open up space for the employees
to share their concerns if there is any such experiences which has compelled them to be less
involved and dedicate in their work. These activities which will be conducted in a time span of 5
days will increase communication among workers as well as build trust. AT the same time, the
training programs, which will be provided to the employees who have weaknesses will get
opportunity to improve as well as equipped to get better benefits from the company. These will
help in building confidence and communication and secure the future of the employees after they
retire through pension and retire planning schemes.

7
OLDER WORKERS AND DEVELOPMENT WORKSHOP
Bibliography
Armstrong-Stassen, M. and Stassen, K., 2013. Professional development, target-specific
satisfaction, and older nurse retention. Career Development International, 18(7), pp.673-693.
Fong, E.H., Catagnus, R.M., Brodhead, M.T., Quigley, S. and Field, S., 2016. Developing the
cultural awareness skills of behavior analysts. Behavior Analysis in Practice, 9(1), pp.84-94.
Hernandez, W., Luthanen, A., Ramsel, D. and Osatuke, K., 2015. The mediating relationship of
self-awareness on supervisor burnout and workgroup Civility & Psychological Safety: A
multilevel path analysis. Burnout Research, 2(1), pp.36-49.
Moen, P., Kojola, E. and Schaefers, K., 2016. Organizational change around an older workforce.
The Gerontologist, 57(5), pp.847-856.
Poscia, A., Moscato, U., La Milia, D.I., Milovanovic, S., Stojanovic, J., Borghini, A., Collamati,
A., Ricciardi, W. and Magnavita, N., 2016. Workplace health promotion for older workers: a
systematic literature review. BMC health services research, 16(5), p.329.
Vasconcelos, A.F., 2015. The contemporary experience of work: older workers’ perceptions.
Management Research Review, 38(4), pp.381-403.
Wang, M., Burlacu, G., Truxillo, D., James, K. and Yao, X., 2015. Age differences in feedback
reactions: The roles of employee feedback orientation on social awareness and utility. Journal of
Applied Psychology, 100(4), p.1296.
Wong, C.A. and Laschinger, H.K., 2013. Authentic leadership, performance, and job
satisfaction: the mediating role of empowerment. Journal of advanced nursing, 69(4), pp.947-
959.