Ageism in Workplace Harvard Case Solution & Analysis

Ageism in Workplace Case Study Solution

In addition to this, the Masculinity & Femininity translates the material progress and success at organization. The company has started to follow the aggressive approach of acquiring rights to regional sources of water, whereby returning investors with greater profit share. In order to accomplish these objectives, the organization has ignored the value of real asset of business i.e. employee workforce, it has focused on improving the well-being and quality of life of employees.

It is to notify that the ethical decisive action ought to be improved by having a closer look over Hofstede’s cultural framework and took for recognizing, breaking down and finding most appropriate, suitable and flexible problem solving techniques and approaches to most of the ethical business concerns.

Following the personal cultural perspective, the various factors influencing the organization and led it down this path such as lack of setting high ethical standards and act in accordance with ethical leadership standards. It is significant demonstrating conduct for the common good that appears to be appropriate and accepted in every aspect of life. The immoral conduct has pushed the organization increasingly to have difficulties to gain the water insights making deal behind the back of investors. This shows that the company has violated the norms of ethical leadership requiring applying ethics to management style and leadership involving conserving ethics while setting boundaries and making decisions with the organization and developing ideas. The unethical behavior and leadership have driven decreased job satisfaction and lower morale while drop in overall productivity of an organization. If the organization would not address the issues, it would result in more ethnocentrism, cultural bias, a major clash due to the advanced organizational value i.e. voraciousness & greediness.

Ethical Implication

Due to the diversity in organization and global spread of the phenomena, there are certain ethical implication that the mangers or the organizations need to access before implicating the changes. Moreover, these changes and adoption of diverse organizational strategy, may allow different stakeholders to transform the vision and redevelop a new pattern of organizational working addressing the needs and demands of the customer and the market.

The historical implication of the Global Diversity might result in:

1. The development of the social society, that might address the needs and wants of each gender and race, without discrimination, leading to the development of healthy society. Such may create a domino effect on the economy, such as increase in number of working force and thus pooling of substantial talent, making organization improve and enhance the offerings. In addition, such healthy society, may also transform the family development rules such s value and may reduce the stress, frustration, making the individual as to improve the mental health and this perform better at work.
2. The HR managers and the counsellors may address the needs of development of the system and polices to accommodate the diverse workforce through equity. Since equality and equity are two different parameters of ethical distribution of resources in workplace and in society. Such addressing of the issues may allow the organization to pursue the equity theory leading to better distribution of resources and hence development of healthy prosperous society.
3. Moreover, the incorporation of the diversity in the organization and in the society may result in change of the perspectives of the individuals, change of stereotypes and social stigmas that have oppressed different gender and age categories s, making the organization and the society healthy and prosperous.
4. Though ageing and gender ceiling is a hard concept for the organization to accept and re frame. Perhaps, the researches to be based on acceptance and breaking the stereotype may results in at least adoption or understanding of the ideas, leading to slow and gradual change adaption. Moreover it is eminent, that this may make the organizations to bring change that sometimes might bring resistance in the system, leading to conflicts and grapevine. Yet, the right development of change management strategy has the potential to allow the organizations and the management to deal diversity and to be resistant against it effectively.
5. Apart from this, the highlighting of the issues related to diversity would allow the managers to develop more firm policies and training programs, irrespective of the age, gender and race, leading to better placement of the individuals, hence improving the recruitment and selection policies of the organization. It can be said, that such may also results in better strategic planning for HR and succession planning, leading to better performance and talent management within organization, thus the sustainability and maintenance of the competitive skills and position.

Ethical Theories and social Responsibility

Respect for autonomy

The principal focuses on the respect of decision making, in making the choice of lives and have the freedom to pursue the life according to one’s choice. Such theory makes a significant part of the diversity management, since the right placement of the theory would allow the organization to enable the individual to pursue the life on their terms, reducing the stress and depression. In addition, since in past, the organization remain reluctant to address the needs of different gender and race, it developed a negative impact on the employees and on the organization as well in maintaining the performance, leading to high training cost, frequent job hiring and poor productivity. However, the inception of diversity and autonomy in the system may allow the organization to embrace the changes and may facilitate different gender, age and ease individual accordingly, making a better working environment and prosperous economy.

Rights

The ethical theory based on rights outlines the presences of the right of the individual given by the society. The pursuance of diversity in the workplace may allow the organization to develop the right polices and rules to accommodate the individual leading to the development of unbiased organizational culture, thus expediting the performance and productivity of indicates in the organization. In addition, the right addressing of the rights of different gender age and race allows the organizations and manager to eradicate the stereotypes, thus improving the rights preserve and hence making an organization a better place to work.

Virtue

The ethical theory of virtue effect the decision making of the organization and allows it to embrace the individuals through their character and personality and not by the action done out of normal behavior. Such is a significant factor that may affect the decision making of the organization. Since, in past the biased decision making was implied to racial background of the individuals such as blacks and the age related performance, irrespective of the performance, leading to poor decision making, placement, and recruitment.

Furthermore, the principal of virtue also plays a vital role of social responsibility in the market. It is due to the fact that such may allow the organizations to recruit and hire the people irrespective of the background, leading to the betterment in the society and prosperity.

There are following compelling ethical issues:

1. Though, the organizations have started addressing the ethical issues and diversity in workplace, they still have to develop the right ethical practice such as development of rights and changing of the organizational parameters.
2. Moreover, organizations though ensure the inception of new the roles and practices in the organization, Since racial discrimination and gender biasness have remained to be a part of organizations for long period, eradicating them from the organization in tangible mean might be easier, perhaps, changing the perception of the people and sustaining it would be an issue and would require the continuous effort and benchmarking to sustain it in the long term.
3. Lastly, maintaining the equity and justifying it in the organization is complex ethical issue. It is due to difference in mentality of people working and also due to the pre-developed perception that effects the thinking of the employees.

Proposed Solution

Since ageing is global issue and the significant change is required in the organization to accommodate the employees on the basis of performance and perusal characteristics rather than race, gender and age, following solutions are proposed to enable the organizations to embrace diversity and develop a healthy work environment:

1. Since it is established that with ageing, people start to get slow or not as fast as young people, the organizations need to develop such job roles and tsk that can be performed by the people easily, without exhausting them and stressing them to a maximum level.
2. The organizations also need to develop the flexible work system for the ageing employees, enabling them to work according to their ease. It is due to the fact that since with passing time, the body clock changes and certain illness takes hold of the people, it is important for the organization to address the need of the workforce and allow the employees to work at their ease or from home.
3. In addition to this, the organizations also need to develop an equity base pay scale. Since in most of the organizations, the older people are assigned as internees or to do minor tasks, thinking about the limited capability and ignoring the experience and knowledge factor. Such should not be pursued, in fact, the organizations should try to utilize the expertise and experience of the ageing employees to train the staff and to upscale the performance of the organization. Having said so, the organization should develop a handsome pay scale for the high performing employees, in order to make these employees retained with the organization (Wirth, 2001).
4. Also, the organizations and the managers need to redevelop the organizations getting structure to develop a close relationship between the older and new generation in the organizations. This is important to enhance the communication amongst two generations in order to reduce the resistance and the conflicts, leading to development of effective team and hence improving the performance of the overall organization.
5. Furthermore, the organizations need to develop different training programs for the ageing individuals. Collaborative training programs with learning skills should be introduced to make the employee learn the new market tactics. Such offering of the career plan will boost the motivation level of the ageing employees, leading to better sustainability and retention with the organizations.
6. Apart from this, the organizations should develop such culture and structure that would’ve the potential to embark the physical changes of these employees. For which, they should first work on the designs that allows the individual to move around in the organization and also pursue a healthy lifestyle. Since it has been found that working in a same posture for long hours is deadly for human body, it is recommend that the organizations should develop such structure and culture that promotes healthy living and lifestyles (Gergen, 2005).
7. Also, it is suggested, to accommodate and facilitate the ageing employees within the organizations, the organizations need to offer such environment and ambience to make the ageing employees work effectively and efficiently. Such as installing the right lighting, desks and other requirements of the office infrastructure, especially chairs to comfy them and enable them to work effectively because of the pleasant workplace environment.
8. In addition to this, the organizations need to offer autonomy and empowerment to the ageing people. This is proposed due to the fact that since it is considered that the ageing people with time, lose the capability to make decision, the offering of right power and autonomy would allow these employees to boost the will power and motivation level of employees, leading to better performance combined with significant experience, ultimately offering competitive edge to the company (Cox, 1991)...........

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