The author, however, has also explained that irrespective of the age of the person, the impact of not participating in newer learning and skill development can still lead the younger workers to also be equally affected and can have a direct impact on the motivation and skills and job performance of the person. There has been a minimal research that is available in terms of the level of performance and the age correlation. As Maurer right notes, ‘ As rapid changes in technology and in business strategies demand new skills of workers at midlife and beyond in order to continue to perform their jobs, it is important that older workers (and younger ones) continue to be involved in learning and developing their skills at work’ (Maurer, 2002).
In the case of a few organizations, they are biased to provide technical training and development to the older people. This also in a number of ways leads to a discrimination against the older people. There are numerous advantages and disadvantages of hiring and staffing older people in an organization. These will be discussed in the following sections.
There are a number of benefits in hiring older workers at workplaces and the employers tend to receive a solid advantage in the recruitment of the older people. The first and most noted point is that the older workforce tends to be very reliable, dedicated, and is also very loyal to their jobs. The older generation has been noted to be very dedicated to what they do along with ensuring high quality of work. There is a sense of responsibility that is seen in the older workers which in turn makes them more dedicated to what they do.
Also, compared to the younger generation, it has been noted that there is a sense of punctuality among the older workers and most of them are noted to arrive on time more than the younger workers. The older generation also tends to have strong levels of integrity and principles and a high devotion to truth.
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