The paper "How the Workforce Is Changing " is a perfect example of marketing coursework. There seems to be no better time like this to learn organizational behavior. The pace of change seems to be accelerating daily and a great number of transformations are also occurring in the workplace. This report sets out to discuss two major questions in the field of organizational behavior. The first section of the report will describe how the workforce is changing and at the same time identifies two major consequences of the changes for the organizations.
The other question will seek to answer the question of why emotional labor is an issue for those employees working in fast-paced service industries. Discussion How the workforce is changing One does not have to visit a global organization so as to find employees from diversified backgrounds. The workforce has achieved a lot of change over the years. And this can be attributed to aspects such as labor shortage, aging population and immigration. In addition to these factors, the attitude of the workers has also been a major factor in the changing workforce.
Organizations need to adapt all their processes such as training, recruitment and management so as to become accustomed to the changing workforce (Bratton et al. 2010). A good example of these scenarios is that in the early days most organizations view the young people as just recruits, based on these most organizations needs to broaden their view since in the global market the number of older people seeking employment opportunities and also those who are employed and may want career development seems to be on the rise (Fisher and Ashkanasy 2000). Also, a great number of parents seem to be comfortable while working closer to their homes, thus employers need to view this as an emergent need so as to retain older employees and attract new ones.
Also, the very aspect of allowing employees to work from their homes or closer home will make the employer as well as the job more attractive to the eyes of the employees and thus attract a wide range of employees (Fisher and Ashkanasy 2000). A great number of organizations operating in the modern-day business have a workforce that is multicultural this is solely based on the fact that countries are over time increasing their demographic diversity.
There exist both primary as well as secondary dimensions of diversity. Aspects that are mostly considered under primary diversity are aspects such as ethnicity, gender, age, sexual orientation, race as well as the physical or mental qualities (Kruml and Geddes 2000). Under the secondary dimensions, the features included are marital status, education, work experience and religion. The number of employees in organizations has increased tremendously based on both the primary and secondary dimensions of diversity.
In countries such as the US, a great number of immigrants come from Africa. Also, there has also been an increase in women’ s participation in the labor workforce. A great number of women now are taking on paid workforce when compared to the lower numbers that were there a few decades ago (Kerem, Fishman and Josselson 2007). In relation to gender, gender-based shifts are also being experienced in certain occupations, for instance, most of the Canadian medical schools are currently graduating more women as compared to men yearly.
This seemed to be a major transformation since, in the 1960s, almost 90% of the medical graduate’ s men and a number of journals were even debating if medical training was meant for women.
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