Over the years, the aging population has presented challenges and opportunities. It is unfortunate that workers that are older face various discriminatory attitudes within the workforce (Case Incident 2).
Diversity in age is likely to bring along new challenges to organization managers. This is because of a possible difference in age between an employee who is aged and a manager who is younger. Age differences are therefore very crucial (Case Incident 2). A younger person may not be sure on how to handle an elderly person who appears more experienced. The young may feel unfair when ordering the elderly and the elderly may feel intimidated when taking instructions from the young. The second challenge is for the manager to find motivation for employees; what motivates an elderly man does not motivate a young man. Lastly, it will be had to bridge the gap between the old and the young when making a workforce that is cohesive.
There are challenges in communication within the work force groups and teams because the employees are from different backgrounds with different cultural beliefs. Organizations are forced to form a company culture that is heterogeneous through well-informed concepts of organizational behaviour and effective communication (Boundless, 2015).
The organization can encourage employees to respect and understand individual differences. Encourage employees to be assertive. This helps other people to know how a particular person is supposed to be treated hence encouraging mutual coexistence. For example, one can share their religious, cultural or political stand that helps their colleagues to avoid discussing topics that may hurt him. Employees have to learn how others want to be treated too. The relationship is mutual.
A diverse workforce upholds the legal framework of equal employment opportunity encouraging fair treatment. Diverse workforce will better serve the diverse market force of