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How Has the Aging of Our U.S. Population Affected Labor/Management Relations - Essay Example

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Aging American Population Name: Institution: Aging American Population Although the American labor force is not the fastest aging in the world, it is doing so at a considerable rate (Czaja & Sharit, 2010). While there are many factors contributing to the aging of the labor force, the most notable one is the post World War II generation, popularly referred to as the baby boomers…
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How Has the Aging of Our U.S. Population Affected Labor/Management Relations
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"How Has the Aging of Our U.S. Population Affected Labor/Management Relations"

Download file to see previous pages Records show that they are in excess of 70 million people, and the figure is set to grow in the next two decades (Rocco & Thijssen, 2006). This aging population has an effect on many aspects of the United States as a nation including labor, economy and society (Fossum, 2012). This paper will describe how the aging population has affected the relations between labor and management in the United States. The most significant effect of the aging population on the relations between labor and management is the flexibility in rules, terms and conditions applied to the older workers (Fossum, 2012). Although a few of the rules, terms and conditions may be to the disadvantage of the older working population, most of them were modeled and work in their favor (Eyster, Johnson & Toder, 2008). In most organizations, the management teams have realized that if all their older workers retired at the same time, the company would plunge into significant and detrimental intellectual capital loss. This would further be compounded by the loss of social capital associated with professional relationships. To this end, relationships between management and labor are being modeled towards retaining, or even employing, the older population (Eyster, Johnson & Toder, 2008). ...
With their large numbers, postponed retirements will have significant impacts on their relations with management. Employers and management teams have taken innovative initiatives to design and promote positive employment relationships and experiences for the older labor force (Fossum, 2012). This has been achieved by developing a range of approaches that engage the ageing labor force at the work place and offers them different choices of work arrangements while simultaneously supporting work effectiveness and reflecting their preferences. A relationship between labor and management that allows the older labor force options to select different responsibility sets and jobs has also been developed (Eyster, Johnson & Toder, 2008). Different groups of ageing workers feel the need to dedicate their later professional years to careers that are either less demanding or build new competencies. The flexibility allowed by such relations enables them to make transitions to different fields or positions in the company. Within the same agreement, the moves will mostly result in a decrease in wages (Eyster, Johnson & Toder, 2008). Examples of these arrangements include part time positions in later stages of older employees, phased retirement and shared jobs. The older employees are allowed by management to reduce their commitment to work in preparation for retirement as an apprentice gradually takes over (Eyster, Johnson & Toder, 2008). The management also reckons the older employees as mentors to the apprentices. The management is also obliged by federal law to uphold the rights and interests of the older workforce. The management will not decline to hire or terminate the services of older workers with respect to their conditions, ...Download file to see next pagesRead More
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