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Essay Sample Paper on Older Workers in Healthcare

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Essay Sample Paper on Older Workers in Healthcare

Introduction

In every medical sector or organizations there exists many employment opportunities open to all qualified members of society. However, many people have affirmed that older workers are faced with the problem of balancing between money and time as they try to fulfill their obligations (Antoniou, Burke & Cooper, 2016).  Notable, many older workers have not been cordially welcomed in most organizations due to their requirements and needs.

Demographically, older workers have strained service provision in medical system especially due to retirement and burn-out. However, most of older employees tend to enjoy the flexible schedules offered by different job providers. It is asserted that such flexibility ensures that workers can easily shift to other careers and positions while those who left the service can easily resume and retrain to keep abreast with new developments (Antoniou, Burke & Cooper, 2016). Different medical organizations have different ways of engaging and dealing with their older workers, this has been the reason why most of the employees have continued with or abandoned older workers.

Treatment of Older Workers

There have been a lot of misconceptions on the ability of older workers on delivering of service with many employers attributing this to inability to keep up with medical technologies. Moreover, it has been claimed that older people burn-out, exhibit prolonged cases of illness and poor at working with younger supervisors (Antoniou, Burke & Cooper, 2016). This vehemently contributes negatively to service provision and customer satisfaction. Consequently, other studies have established that older workers are less creative, less productive and more expensive compared to younger generation of workers (Antoniou, Burke & Cooper, 2016). This perception has been squashed by scholars who believe that older workers are good performers because every aspect of job performance gets better with age.

In a particular organization that am familiar with, older workers are well treated because management surveys have revealed that they score high in; leadership, detailed job descriptions, organization, listening, writing and problem solving skills. Here, older workers are given different treatments including putting them into mentorship programs so that they can mentor youthful workers. Furthermore, to keep abreast with latest technological developments in the medical field, they are comprehensively trained on new methods of accomplishing tasks.

 Their experiences are highly valued because they form strong pillars of employee developments especially the younger generations to ensure continuity. Moreover, they are motivated so as to continue with service delivery for instance, the organization regularly meets their financial and security needs. Tasks given to older workers in this organization are those that require extensive knowledge which they possess having worked for many years. However, such tasks are not physically straining because of reduced body strength and agility they exhibit. Usually, they are given adequate time to complete tasks given because some of them are slower but efficient at what they do. In this particular organization, older workers are not treated equally as other younger workers. Most of the tasks they are given are lighter, they are then valued because they are organizational pillars because they are people who ensure continuity as they mentor and train new workers in the organization.

Conclusion

It is important to note that older workers are significant assets in most medical organizations. In fact, most healthcare institutions value their contributions in delivery of medical services to clients. As pointed out above, they have extensive experience crucial for job performance. It has been revealed that organizations should attract, retain and make good use of older workers to improve medical service provision to community members (Antoniou, Burke & Cooper, 2016). 

 

 

 

 

 

 

 

 

 

 

 

Reference

Antoniou, A.-S., Burke, R. J., & Cooper, C. L. (2016). The Aging Workforce Handbook:

Individual, Organizational and Societal Challenges. Bingley: Emerald Group Publishing Limited.

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