Below I summarise what were the most important key points within the theme of job satisfaction at work- and organisational psychology course at Bergen University in autumn 2016.
How satisfied are employees to their work? The answer depends on a person, work place and the culture one is living. Many organisations monitor job satisfaction and related employee attitudes, because job satisfaction can have consequences to employee’s behaviour and performance.
Job satisfaction is a person’s evaluation of one’s job and work context. It is an Continue reading
The competition of competent employees is increasing in Europe’s working life because workforce is getting smaller. Post-war baby boomers are reaching retirement age and the same time fertility rates among women have decreased. This means challenges for organisations when they have higher needs to retain their employees due the demographic change in population but also because turnover processes are highly expensive. Organisations need to find ways to keep their employees more satisfied and motivated, as satisfied and motivated people are more likely to keep their jobs. In this way organisations have better possibilities to retain their competent employees and avoid unwanted turnover.
I will present next, what is meant by the term turnover. Second I will explain some means that employer can use to avoid unwanted turnover in their organisations. In the end, some conclusions follow.
The amount of older persons in the total population will increase significantly in the coming decades in Europe. There are many explaining factors to this development i.a. fertility rates among women has decreased, life expectancy of individuals has risen and a greater proportion of the post-war baby-boom generation is retiring. (Eurostat 2016.) This development causes that competition of skilful employees is greater between organisations in the near future when the workforce is shrinking. It means challenges for organisations to attract new employees but at the same retain their current ageing employees. HR-professionals need to find solutions to utilise resources of their older workers and find the ways to keep them longer in their service even though advanced age workers may be perceived more as a problem than as a resource for business.
First, this essay will give insights to following concepts: older worker, old age and different definitions of age which are important to understand when concentrating on advanced age of workers. Second, elements of attitudes in work environment are presented. After that the essay concentrates to main ideas about older age workersage of workers as a problem or as a resource in business. Third, it will be showed how organisations can utilise older workers’ resources and finally, conclusions will follow.