Phillips Post to Questions 1

Human Resource Management (Available Titles Coursemate)

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Phillips Post to Questions 1 – 10 1. Younger workers tend to have higher job satisfaction that older ones. False, as our population is growing older and our workforce is retiring, our HR managers are being “faced with significant challenges in replacing them with workers having the capabilities and work ethic that characterize many mature workers in the United States” . There is a huge difference between older workers and younger ones. Older workers have more experience and knowledge then the younger ones. Also older workers take their time and apply their all into everything they do. The older workers tend to show their loyalty to the organization by demonstrating commitment and sacrifice where the younger ones are usually looking for the next best thing. 2. Employees aged 50 – 65 uses on average about an equal amount of healthcare as those in their 30s and 40s. “The average health care expense in 2002 was $11,089 per year for elderly people but only $3,352 per year for working-age people (ages 19-64)”. “It found that 8 percent of health care expenses occurred during childhood (under age 20), 13 percent during young adulthood (20- 39 years), 31 percent during middle age (40-64 years), and nearly half (49 percent) occurred after 65 years of age. Among people age 65 and older, three-quarters of expenses (or 37 percent of the lifetime total) occurred among individuals 65-84 and the rest (12 percent of the lifetime total) among people 85 and over. The total per capita lifetime expense was calculated to be $316,600” . 3. Employers value older workers’ loyalty, work ethic, reliability, and experience. True, as answered in question one, HR is faced with a very challenging task once the older workers begin to retire. The older generation workers tend to show their loyalty to the company and are extremely reliable. Why, because they have been doing their jobs for years. They
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Phillips Post to Questions 1 - Phillips Post to Questions 1...

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