Retaining and engaging older workers: A solution to worker shortages in the U.S.

Over the next 20 years, many organizations will experience significant shortages of skilled workers. At the same time, because of longer lifespans and a gradual rise in what society has considered the traditional retirement age of 65, older workers will represent a growing proportion of the American workforce. For a variety of reasons, many of these older workers desire to continue working and, if retained and engaged, they constitute a significant labor source for mitigating the emerging shortages of skilled workers. However, many organizations are not prepared to take advantage of this demographic shift; some even generate barriers that impede the retention and engagement of older workers. In this article, we identify a variety of ways in which organizations can retain and engage older workers to meet their staffing needs and enhance organizational performance. We also discuss the relationship of these proposals to prominent theories of motivation in management.     

HR managers’ talent philosophies: prevalence and relationships with perceived talent management practices

Abstract

HR managers have different beliefs about the nature, value, and instrumentality of talent—referred to as ‘talent philosophies’. In line with cognitive psychology, we reason that talent philosophies are similar to mental models that influence how HR managers interpret and use talent management (TM) practices within their organizations. In this article, we explore the prevalence of four different talent philosophies (exclusive/stable; exclusive/developable; inclusive/stable; inclusive/developable) in a sample of 321?HR managers. We then explore how talent philosophies relate to organizational context (i.e. size, ownership form, multinational orientation) as well as to HR managers’ perceptions of their organization’s TM practices. Cluster analysis corroborated the presence of the four talent philosophies in our dataset. All four talent philosophies were represented almost equally often in the overall dataset. Organizational size was found to be related to talent philosophies, such that HR managers who worked in smaller organizations were more likely to hold an inclusive talent philosophy. We also found support for the relationship between talent philosophies and perceptions of the exclusiveness or inclusiveness of the organization’s definition of talent, and its degree of workforce differentiation. Contrary to expectations, results did not support a link between talent philosophies and perceived talent identification criteria.     

An integrated replenishment-recruitment policy in a sustainable retailing system for deteriorating products

Currently, retail facilities play a significant role both economically and socially for their contributions to job creation and to reducing unemployment. In this paper, economic, environmental, and social issues, including unemployment, job creation for the local workforce within their hometown, the immigration of an unemployed workforce, and the naturalization of non-natives are addressed for a retailer. We explore the class of deteriorating products from the viewpoint of its economic and environmental features. Then, a linear multi-objective mathematical model is developed to determine an integrated replenishment and recruitment policy for the retailer in the direction of sustainability. Using data from the flower industry, a numerical analysis is presented. The results indicate that if necessary facilities and infrastructures are provided to permanently settle qualified immigrants, both social and economic indicators will be improved. We also determine that by concentrating on strategies such as job creation for natives through retail facilities with no increase in production capacity and by applying careful policies for immigration and naturalization, social welfare can be improved.     

Job satisfaction in aging workforces: an analysis of the USA,Japan and Germany

In light of the dramatically aging workforces in many industrialized countries, age diversity management will become a major challenge in human resource management. To successfully handle an age-diverse workforce, it is crucial to understand how employees of different ages can be motivated. This paper analyzes age's moderating role in the relationship between situational job characteristics and job satisfaction. To control for the potential influence of the cultural and institutional context, we use data from the USA, Japan and Germany. Findings show that older employees' job satisfaction is driven by different factors than younger employees: older employees put more emphasis on good relationships with colleagues, while income, advancement opportunities, job security and having an interesting job are less important. However, these effects are mostly nation-dependent, which underlines the importance of conducting cross-cultural or cross-national aging research.     

CAFTA-DR Effects on FDI Inflows,Growth, and Distribution of the Workforce in Costa Rica: A System Dynamics Approach

As regional trading arrangements have spread, enlarged, and deepened over the last decades, the study of the relation between trade agreements and foreign direct investment (FDI) still presents difficulties due to the multi-dimensional character of such relationships. This article attempts to shed new light on how some of the Central American Free Trade (CAFTA) policies will impact FDI inflows on the manufacturing and agricultural sectors in Costa Rica. Specifically, we look at how the growth and distribution of the workforce is affected by the treaty. The results show that the agreement provisions will have a positive effect on FDI. From these results it is possible to estimate that in the long run, the implementation of CAFTA has a higher probability of generating the intended benefits. System dynamics modeling is used in this article.     

农业劳动力在区域农业间互补性流动研究——劳动力与资本的替代效应对我国农业产出的影响

农业劳动力转移植根于农业与工业发展不均衡的二元经济结构.这一特点使我们的注意力主要集中在农业人口向工业或城市转移上,但随着农村经济的发展,中国自身区域间农业发展的差异性也逐渐显露出来.使得以均质二元经济为基础的发展政策也产生了一定的局限性.因此,在我国不同区域间农业发展不均衡的条件下,可以通过农业劳动力在区域农业间互补性流动以促进农业产出增长,为我国解决二元经济问题提供一个新的思路.     

对当前农村富余劳动力转移的思考

农村富余劳动力转移是解决“三农”问题的重要途径。但由于当前农民自身素质、就业环境等诸多问题的影响,农村富余劳动力就业形势却不容乐观。我们必须采取多种措施,提高农民的素质,拓宽就业空间,优化就业环境,积极推进农村富余劳动力转移。     

Generational differences: An examination of work values and generational gaps in the hospitality workforce

The purpose of this study is to identify generational differences and similarities among hospitality employees and managers in order to develop leadership strategies and management styles that can be utilized to increase employee morale and productivity while enhancing recruitment and retention rates of highly qualified workers. Data for this study were collected through a series of in-depth focus group discussions. Findings indicated significant generational differences in world views, attitudes toward authority and perspectives on work. Findings suggested the Baby Boomers respect authority and hierarchy, while the Generation X-ers (Gen X-ers) rebel against authority. Findings also suggested while Baby Boomers live to work, Gen X-ers work to live. The Baby Boomers are willing to wait their turn for promotions and rewards, and are very loyal. On the other hand, Gen X-ers expect immediate recognition through title, praise, promotion, and pay. They also want a life outside of work—they are not likely to sacrifice theirs for the company. The Millennial Generation believes in collective action, with optimism of the future, and trust in centralized authority. They like teamwork, showing a strong will to get things done with a great spirit.