The Impact Of Retaining Older Workers In Modern Organizations In North Thesis

The Impact Of Retaining Older Workers In Modern Organizations In North America - Thesis Example This, when read in conjunction with the above valid hypothesis, implies that the surveyed organizations do not have adequate policies of motivating and retaining older employees. The research recommended that these organizations should pay attention to providing training and development opportunities, clarity of purpose and decision making to the younger employees in order for them to make greater contribution to the organization. The current paper aims to examine the relationship between organizational policies of motivation and retention of older employees and the older workers morale and performance on customer relationship management. The above is found to be worth researching as the organizations are faced with the dilemma of retaining older workers who they presume to have redundant or debilitating abilities or to retire them. However, the researcher believes that the older workers are able to provide their distinct contribution in the form of experience and wisdom and should be encouraged in the organizations. The following paper therefore hopes to provide a valid reason for making the above recommendations. The research will undertake a non-human approach, where secondary data will be collected and analyzed. The research will firstly will delve into the available literature related to the costs and benefits of retaining older workers. This will help in formulating a background for the next section of the research that would deal with a statistical analysis of the research data collected by a consultancy organization, Denison Consulting, LLC. The data collected by Denison Consulting, LLC via its Organizational Culture Survey will be analyzed to test the research hypotheses. The workplace is increasingly becoming diverse with people from different genders, ethnicity, cultures or even different nations come together to perform their jobs. There have been great

The Supreme Court has held that the selection guidelines in the Case Study

The Supreme Court has held that the selection guidelines in the federal governments Uniform Guidelines on Employee Selection Procedures also apply to performance measurement - Case Study Example Dana accused Mr. McGrory of discrimination on the basis of gender and sexual orientation. The Supreme Court found McGrory guilty for failing to cooperate with the attorney when he was required to provide a performance appraisal plan. Further, the court dismissed his appeal for wrongful dismissal and termed his claims unfounded. Performance management in the US is important in the employment sector as it provides the basis for employee evaluation. The employees are obliged to perform to the standards of the organization if they have to reserve their jobs. Performance management requires transparent guidelines on the measures of employee performance within an organization. As Noe, Hollenbeck, Gerhart, & Wright (2011, p. 249) point out, the Supreme Court has held that the selection guidelines in the federal government’s Uniform Guidelines on Employee Selection Procedures also apply to performance measurement. The idea of the Supreme Court is to ensure that performance management is conducted ethically to avoid issues of discrimination or wrongful dismissal of employees. The human resources must define a standard criterion for measuring performance within its organization to ensure that work assessment is conducted in a transparent manner. In the case above, the court found McGrory guilty of misconduct for his failure to provide a clear basis for regarding Dana as an efficient employee. When questioned by the court, he failed to provide a clear basis for performance management which he used as a reference in measuring the employee’s performance. An unethical issue that emerged in this case is that the McGrory used other employees to assess the performance of Dana, which is against the guidelines provided by the Supreme Court (Lewis, 2013). According to the Supreme Court, employees should be assessed using the same selection guidelines that an organization uses. Therefore, it was probable that the employee complaining against Dana’s performance may have