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o be clear on the objectives & goals they need to achieve. If management acts in a positive way, these negative organisational implications can be avoided.

Intergenerational tension - Unlike 20 years ago older workers plan to work longer as the pension eligibility age has increased last year. This decision to prolong their careers has had negative implications in certain organisations worldwide. Forms of discrimination associated with ageist practices and negative perceptions regarding their ability to compete on equal terms with younger workers. In turn older workers have also associated with ageist practices towards their younger counterparts. This is called intergenerational tension. 

The differences in attitudes between these two groups can diminish the efficiency in an organisation.

Example - Many younger managers are hired to supervise their older workers in organisations. In this instance the traditional hierarchy has been turned upside down. This intergenerational gap can be disturbing to the older workers as they are individuals who don't like to be supervised by younger & less experienced workers. This could be a problem for both sets of groups as younger people are not so inclined to direct older workers work & older people maybe resistant in taking orders from their younger counterparts. Other problems could be due to the following

Making fun of older workers

Favouritism towards younger employees

No respect towards older employees

Showing impatience towards older employees

Recommendations - It is important that organisations look in to this matter seriously as unhappy workers will not work efficiently in a team environment. The Human resources department needs to prevent this from happening and try to forge a unified unit where all parties can work effectively together. Management needs to clarify the misconception the two groups have on each other to mitigate the problem. Misunderstandings between the groups have to be rectified as it could lead to major problems if not done so. In this case there is a possibility that intergenerational tension could apply to organisations if the pension eligibility age rises.

Giradi, A, and E.C Teh. Human Resources & Organisation Development practice manual, readings & cases. 2nd editionnd ed. South Melbourne, Victoria: Cengage learning Australia, 2009.

Younger workers being deprived of promotions- There is a growing trend worldwide that younger workers are finding it difficult to get promoted whilst older workers are more experienced in the trade. The increase in pension eligibility age has further enhanced this fact. As older workers work more it deprives younger workers of their opportunity in management. This has further increased their intergenerational tension between the two parties. The result of this being conflicts between the two parties that affect work efficiency. Human resources need to be aware of the fact that they need to award promotions based on the skills & qualifications of the individual rather than their age.

More concern about the health of older workers - The more elder the employee is, the more accidents that could occur. The increase in the pension eligibility age has in a way increased the danger of elder employees getting injured while at work. This will resu本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。