Contemporary Organizations: Employing Older Workers Report

This report delves into the advantages and disadvantages of employing older workers within contemporary organizations, using case studies of Home Instead South-Port and The Partnership in Care to illustrate key points. The report highlights the benefits, such as experience, reduced turnover, and a strong work ethic, while also addressing challenges like potential technological gaps and differing work styles. Recommendations are provided, including the need for careful employee selection, fostering a positive work environment, and providing adequate training. The report emphasizes the importance of a balanced workforce, combining the wisdom of older employees with the innovation of younger staff to ensure sustained organizational growth and optimal service delivery. The analysis underscores the importance of adapting management strategies to accommodate the unique needs and strengths of older workers, ensuring that organizations can leverage their experience while mitigating potential drawbacks.

EMPLOYING
OLDER WORKERS
IN
CONTEMPORARY
ORGANIZATIONS

Table of Contents
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1 BENEFITS AND CHALLENGES..........................................................................................3
TASK 2............................................................................................................................................5
2 RECOMMENDATIONS.........................................................................................................5
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8

INTRODUCTION
Contemporary organization are when the entire power of the organization is given to the
workers of the company, and they can use the power usefully. This is very important if any
organization wants to work efficiently because the company has to work properly and decisions
have to be taken on spot and the management team is not always available in all the situation.
In this report, the discussion is about why the elder employees are required in an
organization and the what can be the challenges if the old employees are hired. The two
organizations which will be discussed in this report going to be home instead south-port and the
partnership in care. Both the company's have older employees working for them. The challenges,
benefits and recommendations will be discussed in the further report.
TASK 1
1 BENEFITS AND CHALLENGES
Home Instead South-Port
The company works with people who are old and need acre and support from the society.
Home instead south-port has a lot of employees who are above the age of 50 working for them
and the company is making benefiting a lot from this fact because there is a myth that old
employees take more leaves than the present employees and that is not true (Leijten and et.al.,
2015). Over one third of the employees of the company are above the age of 50 and the company
prefers people of that age because they have a lifetime experience with them which can help the
old people they have to care for, and they are also almost in that age, so they know what the
patients are looking for. The co-owner manager and operations director, Anthea Pilkington has
also said that there are a lot of benefits when an old employee is selected in the company for the
work because that is making the clients very satisfied and happy with the services.
The old people have a lot of experience from life and the younger workers of the
company can get the training from these employees which will be very beneficial. The older
people have the lifetime experience and also experience from there family care which is personal
and work experience which is being professional (Glover and Branine, 2017). Home instead
south port needs both the kind of experience which will be very helpful for the company and the
old employees must share that because that way the company's all the employees will be able to
benefit from it. There are a lot of benefits and challenges which are as follows of the company.
Benefits

 The old retired employees or people in the society are also getting to do something in life
which is very good for the company and the people of the society.
 There are a lot of experience with the old employees which are getting hired therefore the
company is very satisfied and the clients are very happy with the employees (Benschop
and et.al., 2015).
 The young employees of the company can learn a lot from the employees who have been
hired by the company which are experienced in some field or another.
 There are lesser chances of labor turnover and the company will be able to make more
benefits in the society.
 The older employees want to work for extra hours, and they have no issues regarding that
because they think that they are helping to society in their own small ways, the work they
are doing us making them healthy, and they want to work more without making any
personal profit (Riedel and Kraus, 2016).
Challenges
 The speed of the employees who are above the age 50 is not going to be all that great and
some old employees might not be willing to work either but are just working so that they
can make some earning for their old age (Walsh, 2015).
 The old employees must not be aware of the changes which are taking place in the
society which is technological and other advance methods through which they can help
the clients.
 Old employee might not be willing to change there methods and knowledge according to
the change of time and the needs of the clients which can be a great problem for the
company.
The Partnership in Care
Pat Smart is one of the employee who is working in this company and nursing of the
patient who are admitted with dementia. Pat has gone under training for doing this service in this
care center. She has been trained a couple of other colleagues because there are a lot of patients
who are coming in with dementia (Aruna and Anitha, 2015). Pat has no retirement plans, and she
wants to keep working for extra hours without having any complains about the work she is
doing. Tania Sibbald is the home manager, and she is very satisfied with the work of Pat, and she
also says that Pat who has zero experience in this field, but she is still managing a high skill with

the clients and that is making the company have a good name. Pat is very caring, high skilled,
brilliant worker, experienced and competent in dealing with challenges which the clients come
up with who are having dementia. The benefits and challenges are going to be as follows.
Benefits
 The employees above 50 are not taking so many sick leaves like the younger employees
do. Pat has just taken one sick leave since she has joined partnership in care (Lu and
et.al., 2016).
 There is a lot of care and understanding between the clients and the employees because
they can understand them better and can thinking of what the client must be expecting out
of the employees since they are closest to their age of the client.
 The company's which are taking employees above the age 50 can also save a lot of
money in hiring employees because the old employees will come in the company by
looking at the advertisements in the papers and radio. Easier to target these people for
employment.
 There is high skill, knowledge and memory involved with employees of this age and the
company will be able to service the clients with the best of quality of care (Sargeant,
2016).
Challenges
 With these employees the biggest challenge is the work hours. Pat in this case study has
no problem with the working hours but others can have a problem because they would
want to take this job after retirement easy and slow (Stone and Deadrick, 2015).
 Controlling this age group can be a huge task for the company because they are elderly
people and making them come under control is a challenge for the company's.
 The scale of changes in the company can make a huge difference with these kinds of
people because they might not be willing to take in the changes so easily.
 There can not be contracts with this kind of employees because they can turn away very
easily, and they are just there so that they can pass there time because they have retired
from their jobs. There are handfuls of people who are taking these kinds of jobs seriously.

TASK 2
2 RECOMMENDATIONS
There are a lot of challenges which the company will face when they are hiring people
who are above the age 50 years because those people are people who have retired, and they are
getting to not take this work so seriously (Bennett and Moehring, 2015). The company will have
to make the interview round much better which would make the selection of the employees even
better. The recommendations which are required to be taken by both the company would be as
follows.
 The employees who are being hired by home instead south-port and partnership in care
would have to be even careful because the company's who are hiring the employees with
this age limit have to be careful because these people are just looking to do this job for
time pass and to earn an extra saving for their own old age times. So the recommendation
for the company's would be that they must have the selection of the employees even more
specific and the company will be able to do better.
 There experience can even demotivate the other employees and that will not be good for
the company (Schmid, 2015). The workplace must have a positive environment otherwise
the employees will not be able to deal with situations. There are a lot of clients who will
have problems with the way these employees are working and the employees will not be
able to change themselves. Changing the methods of taking care of the clients is required
a lot in the company and the company must try to train the employees they are hiring
because the employees must be present in the decision-making.
 There are a lot of negative vibes in the company because of the old employees because
the attitude they will have not been accepted in the company because the clients will not
be able to deal with it and the company will be able to make the clients come forward to
hire people from these companies. The company should have a control over the
employees because they will have to be trained and told what to do but these are old
employees who have a life long experience which will not let the company grow.
 There might turn out to be conflicts with the clients and the employees because not
everyone wants attention all the time and people who are doing this kind of job have to
care and be there for the employee. The old employees will not be able to deal with such
situations because these kinds of people are very friendly with the clients and the

company's employees will not be able to deal with it because they have not been trained
for that aspect. The company will have to train the employees they are hiring that how
they are supposed to deal with situations if there are any which have raised with the
clients (Kultalahti and Viitala, 2015).
 There is a myth that the old retired employees will take more leaves than the young
employees would and turned out to be wrong. These old ages employees are doing more
work than the younger employees, and they are not even taking more leaves than they
should be. With experience comes more knowledge for work and the older employees are
going to fall sick and the work of speed will reduce eventually so the company must keep
hiring people in the company's and keep expanding because if the company loses it older
employees they must have a back up plan to stay in the market. The company's main aim
is to give the customers the best of services.
 There must be younger staff too in the company because that is very important because it
is very important for the company to have them because the innovations and creativity in
the company is very important and the company will not be able to grow if they do not
use those factors (Abrams, Swift and Drury, 2016). Any company who needs to be in the
market needs to have innovation and creativity in them so that they can grow. New ideas
also play a very important role in the company's to grow.
 The old age employees might not be good with the time flexibility and for those the
company will have to hire people who will be willing to give there full involvement to
the company so that the company can grow better. Younger employees will make a huge
difference in the company too but so will the old aged employees.
CONCLUSION
Both the company's are doing very good with the older aged employees they have taken
in the company and the company is doing very well because of these factors. The older
employees are good with there work, and they are more experienced than the younger employees
in the company which is making the company grow because the older employees are taking care
of the clients and the younger employees are coming out with innovative and creative ideas so
that the company is in balance and can more efficiently.

REFERENCES
Books and Journals
Abrams, D., Swift, H.J. and Drury, L., 2016. Old and unemployable? How age‐based stereotypes
affect willingness to hire job candidates. Journal of Social Issues. 72(1). pp.105-121.
Aruna, M. and Anitha, J., 2015. Employee retention enablers: Generation Y employees. SCMS
Journal of Indian Management. 12(3). p.94.
Bennett, J. and Moehring, K., 2015. Cumulative (dis) advantage? The impact of labour market
policies on late career employment from a life course perspective. Journal of Social
Policy. 44(2). pp.213-233.
Benschop, Y and et.al., 2015. Future challenges for practices of diversity management in
organizations. Handbook for Diversity in Organizations, Oxford University Press,
Oxford, pp.553-574.
Glover, I. and Branine, M. eds., 2017. Ageism in work and employment. Routledge.
Kultalahti, S. and Viitala, R., 2015. Generation Y–challenging clients for HRM?. Journal of
Managerial Psychology. 30(1). pp.101-114.
Leijten, F.R and et.al., 2015. The influence of chronic health problems and work-related factors
on loss of paid employment among older workers. J Epidemiol Community
Health. 69(11). pp.1058-1065.
Lu, L and et.al., 2016. Work engagement, job satisfaction, and turnover intentions: A
comparison between supervisors and line-level employees. International Journal of
Contemporary Hospitality Management. 28(4). pp.737-761.
Riedel, M. and Kraus, M., 2016. Differences and similarities in monetary benefits for informal
care in old and new EU member states. International Journal of Social Welfare. 25(1).
pp.7-17.
Sargeant, M., 2016. Age discrimination in employment. Routledge.
Schmid, G., 2015. Sharing risks of labour market transitions: Towards a system of employment
insurance. British Journal of Industrial Relations, 53(1), pp.70-93.
Stone, D.L. and Deadrick, D.L., 2015. Challenges and opportunities affecting the future of
human resource management. Human Resource Management Review. 25(2). pp.139-
145.
Walsh, D.J., 2015. Employment law for human resource practice. Nelson Education.