Issues in Age and Entering the Workforce

Issues in bum about along with and Entering the WorkforceProblems Confronted by farm Workers Re- introduceing the Workforce and new-fashioned adult Workers Looking to Enter the Workforce by and by CollegeBrandi Thomas-ScottPost UniversityProblems confronted by maturate fermenters re- move into the custody and childly adult workers looking to enter the workforce after collegeWhether unless starting turn out in the workforce or reversive to the workforce after being retired, generateing a st be on business in todays market comes with whatever challenges. In todays saving it is gruelling to find individuals who atomic number 18 not struggling to find employment or sustain the position they currently hold (Brown, 2012). The recession and massive layoffs get down more than reasonable hit the lower and middle class workers an copiousness of educated professionals and experient retired professional be struggling to find unchangeable employment (Brown, 2012). This p aper will discuss why get on retired workers go to the workforce and young late college graduates are struggling to find employment, and why social standing and a post-secondary education does not always list when it comes to antic security. The effects of a recession and a poor job market can be felt by the most experienced professionals, as well as by recent college graduates looking for opportunities to enter the workforce (Brown, 2012). Regardless of the motivation behind each of these groups inquisition for gainful employment, they face various forms of resistance while trying to find and insure employment.Retirees Returning To the WorkforceSince our countrys economic breakdown, there defend not been enough jobs created for our universe of discourse of workers, and even fewer positions are on tap(predicate) for those of advanced mount (Brown, 2012). Demographic and current trends suggest that the U.S. will be witnessing mature workers dynamically involved in the wor kforce, either payable to monetary study or their preference and ability to do so (Heidkamp Heldrich, 2012). In fact hideaway is beginning to no longer be a permanent event. Older individuals departing from the labor force is becoming more gradual, and unbounded workers are changing jobs before actually leaving the workforce completely, match to the Bureau of Labor Statistics (Brandon, 2011). galore(postnominal) a(prenominal) an(prenominal) of these workers do not see themselves as senior(a) workers, while unfortunately society believes differently and this is where a majority of the problems faced by older workers begin (Brown, 2012). Many mature workers need assistance navigating a complicated labor market, identifying available career opportunities, and determine their education and training needs in order to improve their jeopardize of employability and impact to the piece of work (Heidkamp Heldrich, 2012).Many factors capture mature workers to re-enter the workf orce, such(prenominal) as dis-satisfaction with retirement life, inadequate retirement savings, and aspiration to improve their theatrical role of life (Brown, 2012). According to Pew Charitable Trusts (2012) , careless(predicate) of these reasons many mature workers are subjected to prolonged periods of unemployment, which makes it challenging for them to live re occupied (Heidkamp Heldrich, 2012). Recent studies bear in addition mirrored this sentiment and sacrifice reported findings that affirm that barely one-half of mature workers who lost their jobs and were actively seeking employment were successful (Li, 2010). Many employers are reluctant to hire mature workers repayable to their detrimental perceptions, which overwhelm the followingMature workers are expensive to employ due to their wages, wellness insurance cost, and the cost associated with to training.Mature workers are less productive due to their age and produce lower quality work.Mature workers are otiose to adapt to change at work (Walker, 2007).Due to this type of sentiment many mature workers are facing increased occurrences of age inequality both before they are hired and while they are employed (Heidkamp Heldrich, 2012). Even though the Age Discrimination in Employment make believe of 1967 (ADEA) protects mature workers from age based employment discrimination, and pertains to both employees and job applicants age discrimination claims still accounts for approximately one-quarter of the complaints filed with the Equal Opportunity Employment direction (EEOC) (Heidkamp Heldrich, 2012). According to a survey conducted by AARP, one-third to one-half of muck up boomers had experienced age bias in a job search (Heidkamp Heldrich, 2012).As a result of the misconceptions and challenges facing mature workers, one of the low gear tasks that career counselors must do is assist their client in identifying and eliminating some of their own beliefs about themselves in order to counte r any negative thoughts that were created by their discriminatory experiences (Brown, 2012, p 136). Counselors need to help them come to legal injury with the following factsAs people age their personalities do tend to become fixed, notwithstanding flexibility in your youth usually tends to continue on as you age.Mature workers are just as productive as younger workers, and at time even more productive.Being overqualified for a position is very likely for mature worker and may cause angst, scarcely depending on the reason they are working (ie. to supplement their be income), it may not be an trim down because the job may allow for them to have a flexible schedule.Regardless of the age of a executive program their characteristics are the only things that determine their relationship with employees.Mature workers learn just as well as younger workers.A decline in strength is not a direct result of old age, but wishing of exercise.Although a decline in sight and hearing is a pa rt of the aging process, many advancements in device technology that adjutant bird these areas make these concerns no longer an issue (Brown, 2012).Even though finding employment at a mature age can be challenging, it is not altogether impossible. It takes the culture of new dexteritys, such as interviewing techniques, but mature workers may also require additional education and/or training that will help improve their employability in the workforce (Brown, 2012). boylike Recent College GraduatesWe like to believe that a young adult as prepared to launch easily into the workforce and their careers, but the reality is that this rebirth in todays economy is fraught with many difficulties (Brown, 2012). Young workers of today are no longer given the opportunity of job security employment instability seems to be the new reality in our society (Kahn, 2010). Regardless of the extensive misperceptions by employers that young workers neglect a work ethic, unlike mature workers, the tru th is that many young workers in todays economy are forceed to work several jobs and work longer hours in order to afford the rising cost of underlying living expenses (Draut, 2006).One of the main factors affecting recent young graduates entering the workforce is that they are coming out of school lacking work determine skills, which causes employers to be apprehensive about hiring recent graduates (Draut, 2006). Many employers believe that these young men and women are ill prepared for the workforce, and the societal shift in workforce values has employers expecting young applicants to come equipped with a primordial set of basic understandings and the aptitude to apply their skills in their new place of work (Draut, 2006). These set of skills and understandings, also known as experience, is what is hindering this population from being hired. Employers have asserted their belief that recent grads lack professionalism and/or work ethic (Kahn, 2010). The data being circulated are showing that many recent grads today are having trouble keep up in the workplace, if they are even lucky enough to find employment (Grasgreen 2014). Employers surveyed trust recent graduates lack of readiness to be their most important issue that is keep them from being hired, 62 percent also believe that unrehearsed for the workforce can damage the day-to-day productivity of their businesses (Pianin, 2014).Many recent graduates are finding it difficult to sterilize an employment, and those that are fortunate to find employment are often finding themselves parttime and restricted to low-wage positions (Abel, Deitz, Su, 2014). These facts have begins to make graduates questions if their college degree is even worth anything anymore (Abel, Deitz, Su, 2014). According to the Gallup casual Tracking Poll (Gallup. 2010a) nearly one-fifth of employed graduates are underemployed and not using any of the skills they have obtained from their post-secondary education (Brown, 2012, p 292) . general many of the issue facing young recent college graduates revolve or so their lack of experience, preparedness, skills, and training (Pianin, 2014). According to an analysis done by Time, many employers are not motivated to hire recent grads due to their softness to navigate the office setting, and their lack of communication and interpersonal skills (Pianin, 2014). Recent grads just seem to unprepared for corporate culture and lack the experience to be effective employees, but these belief either true or a misconception is causing jobs to go un engageed and applicants forced to take what is available to them regardless of their educational background (Kahn, 2010). Many young recent graduates believe that these misconceptions are causing them to be looked over for employment, and in actuality they believed that they are being due to their age (Amour, 2003). It is the job of career counselors to assist young applicants in overcoming these misconceptions with employability training, internships, and occupational information that will help prepare them for what the workforce have become in a difficult economy (Brown, 2012).ConclusionMature and young applicants face various misconceptions that are hindering their ability to secure gainful employment (Brown, 2012). Form the mature workers being categorized as over qualified, inflexible, less productive, and medically unreliable (Brown, 2012). While young workers are seen as being unprepared, lacking communication and interpersonal skills, lacking experience, and a solid work ethic (Draut, 2006). Both of these populations are believe to be unprepared for how the corporate culture works leaving both populations either unemployed or underemployed in todays economy (Brown, 2012). Both groups are also experiencing instances of discrimination due to their mature age or their lack of maturity/experience, and both are believe to lack the skills necessary to be valuable employees regardless of their educational b ackground, experience, or lack of experience (Amour, 2003). Employers and researchers seem to believe that there are individual out there that are in the middle of these two extremes that can fill these positions, yet positions are going unfilled (Abel, Deitz, Su, 2014). This is where employee development and presidential termal development can be utilized to help both of these groups transform from a so-so employee to a skilled a valuable employee who helps increase organization growth (Brown, 2012.ReferencesAbel, J. R., Dietz, R., Su, Y. (2014). Are recent college graduates finding good jobs?Federal apply Bank of New York, 20(1). Retrieved from http//www.newyorkfed.org/research/current_issues/ci20-1.pdfAmour, S. (2003). Young workers say their age holds them back. ground forces Today. Retrieved from http//usatoday30.usatoday.com/money/workplace/2003-10-07-reverseage_x.htmBrandon, E. (2011). Why your retirement may not be permanent Consider these increasingly popular alternati ve paths to retirement. U.S.News. Retrieved from http//money.usnews.com/money/retirement/articles/2011/08/22/why-your-retirement-may-not-be-permanentBrown, D. (2012). Career information, career counseling, and career development (10th ed.). Upper burthen River, New Jersey. Pearson Education, Inc.Draut, T. (2006). Strapped Why Americas 20- and 30-somethings cant get ahead. New York, NY. Doubleday Publishing.Grasgreen, A. (2014). Ready or not Are college graduates prepared for the workforce? Only university administrators seem to think so. Slate.com. Retrieved from http//www.slate.com/articles/life/inside_higher_ed/2014/02/gallup_higher_education_poll_college_graduates_aren_t_prepared_for_the_workforce.htmlHeidkamp, M. Heldrich, J, (2012). Older workers, rising skill requirements, and the need for a re-envisioning of the public workforce system. CAEL Publishing. Retrieved from http//www.cael.org/pdfs/TMT_Reenvision_Public_Workforce_SystemKahn, Lisa B. (April 2010). The Long-Term Lab or merchandise Consequences of Graduating from College in a Bad Economy. Labour Economics, 17(2) p 303-16Li, X. (2010). Extending the working lives of older workers The impact of social security policies and labor market (Doctoral Dissertation). Santa Monica, CA RAND Corporation. Retrieved from http//www.rand.org/ contented/dam/rand/pubs/rgs_dissertations/2010/RAND_RGSD265.pdfPianin, E. (2014). The surprising reason college grads cant get a job. CNBC. Retrieved from http//www.cnbc.com/id/101373230Walker, D. M. (2007). Older workers Some best practices and strategies for engaging and retaining older workers (GAO-07-433T). Washington, DC U.S. administration Accountability Office. Retrieved from http//www.gao.gov/new.items/d07433t.pdf