Working with an Elderly: Keeping the Track of Time Essay

Custom Student Mr. Teacher ENG 1001-04 19 March 2017

Working with an Elderly: Keeping the Track of Time

Most people have been superannuated from working when they reached the age of 60, yet women can look forward to another 25 years of existence and men, an additional of 20 years. Experiences of getting old vary by a long way between social groups and individuals. It is indispensable that every person embraces the opportunities as well as meets the challenges of working with older folks.

There is an immense capacity to reduce the negative atmosphere of working with an elderly through responsible individual action.  Wide of the mark confrontation of negative attitudes of elderly in a work place may lead to wavering acts and will generate disagreeable effects.  Innovative and multidisciplinary approaches are necessary to be on familiar terms with ageing people and relations between age groups. Various factors may have an effect on physical, mental and emotional contexts that shape working with ageing person.

The growing population of elders in the United States is mounting far more than the rest of the population (Guthiel, p. 1). It has been predicted by demographers that the number of elderly will increase dramatically over the years.

Higher number of older people and sustained broadening of the life span, point towards the need to be conscious of the exceptional skills in order to provide services to the older adult population (Gregoire & Jungers, p. 239). Even though elderly people are in good health and better knowledgeable than before, there is an apprehension about the quality of life in their later years.  The U.S. Census during year 2002 reported the following statistics about the aging population, which presents evidences of the large and growing population of elders in the United States.

Statistics showed that there are 34, 991, 753 are age 65 and above; 18, 390, 986 are age 65 to 74; 12, 361, 180 are age 85 to 94; and 337, 238 are 95 and older.  Older adults in the United States have long been questioned to negative stereotypes, custom, and lopsided prejudice.  Among the description annotated to American older adults are; sluggish movers and thinkers; mentally and physically spoiled; sexually immobilized; dedicated to the past; cranky; depressed; affliction to society; conservative; and hypercritical.

A good leader of an organization or even a member of it can be an effective boss or co-worker if one must recognize the facts about older adults’ experiences and needs.

Unique Needs of the Elderly

Working with older people was not being acknowledged as exciting opportunity by numerous young minds. Juvenile groups do not see that working with an elderly bring about personal growth and development. Due to the ever-increasing life expectancy and hasty growth of the elderly inhabitants in this world, we need to become geared up to perform jobs with the “chronically exceptional” individuals. Working with the elderly incorporates the deployment of unique skills and a basic intellectual capacity of this age group. Assessing the elderly as co-worker or superior involves social, psychological, medical, cultural and spiritual assessment of their needs in order to be effective. Being creative and having a sense of humour is also beneficial in working with this population.

Structural Group Issues

With reference to the end result of working with ageing, it comes into contact with social and health issues. Regardless of improving social issues and conditions among elders, discrimination in place of work did not seem to be dwindling. Parallel to ageing, health-related problems like poor cognitive response, poor eyesight and feebleness may also affect the social interaction of this group along with other age group.

  The elderly had more strength before and also more potential in the past, thus self-isolation takes place. This opened significant possibilities to set an activity involving them and different age group.  Valuing the differences of every individual is premeditated to heighten the understanding of the cultural changes in the workplace. It also provides a venue for workers to develop the skills necessary to work more effectively with one another.

            It is important to design a clear and specific program that will reach a specific goal and can identify opportunities that will provide for more effective communication with diverse populations. These programs will enable a management team to come away with concrete proposition they can immediately build upon to address the problem involving elderly.

While it is unavoidable that divergence arises in any organization, they can be managed prolifically. Variations in ideas and viewpoints among staff members with a diversity of personalities, educational backgrounds, and abilities, can spark effective solutions to a department’s problems. Learning how to channel the energy spawned by conflicts among them in constructive directions by using levelling proficiency and assertive exchange of ideas can also address the problem.

Challenges: Ready or Not, Here I Come

While it is not right and proper to suppose that senior staff and the likes face corporal challenges, it is important to identify with that when these challenges exist, it is still probable to appoint elders safely in service opportunities. Senior workers may possibly face challenges such as hearing loss, visual impairment and gaucheness.

Loss of strength and range of motion challenges such as walking and momentary movement conceivably be a dilemma for senior workers. As seniors age, the proportion of individuals in a specific age group that have either a disability or precarious health concern increases as well. In some cases, a company will not be satisfactorily equipped to fully engage seniors with disabilities or chronic health concerns.

However, in several cases minor alteration can be made at minimal expenditure to allow barrier-free access to and use of offices and company space. Reasonably priced fixes can be made to make your work space senior-friendly. Rocker-style switches are easy to operate by someone with dexterity challenges. Set up spacer rings and thick seats that elevate the height of existing toilets, or change toilets with new models whose seats are 19 inches above the floor to avoid lower back strain. Place simple threshold ramps in spots where a threshold creates an unnecessary tripping danger. Take away or tape down any loose-fitting carpets or tiles. Substitute door handles with lever style handles that are easy to operate.

Dealing with Work-related Problems: Beat Me if You Can

Diversity issues have spawned many management undertakings and initiatives but not all of which are effective (Cook, 2001). A generalization or lack of realization of work-related complication can intensify contemporary problems. The lack of an incorporated agenda derived through theoretical point of view and epistemological consultation or dialogue affects organizational structure.  Consistent guidelines for implementing effective programs are the main root to overcome age group gap among workers. Little attention focused on structural issues lessens the effort to promote a “friendly environment” inside and out the organization.

Systems modifications affect all parts of a system, commonly in surprising ways. To better foresee these effects, organizations need an improved understanding of workplace processes that takes place in response to some changes in favour of senior workers (Dale & Bunney, p. 94).

Why is workplace atmosphere being an issue now? Among the reasons why numerous organization address this problem is because they value the existence of elders (Mcdaid, et al. p. 365).  The increasing presence of elders in the workplace, and extension of civil rights to them helps the company achieve its goals, deliverance of equal opportunity and parity to all members of the organization.

Communication and interpersonal relationships are fundamental providers to successful, compassionate management. Organizations have to assess workplace factors that hold back or advocate its goals to ensure that vision, mission and philosophy of the management are clear among workers. Motivational undertakings can also be develop such as reward systems in order to support groups into the organizational culture.

Another significant issue in the matter is the power differential among members in their work groups particularly when there are demographic differences. Even if people do not be at variance on underlying characteristics, members from dominant groups are granted with more power than are those members from non-dominant groups. Dominant group members are more likely to have superior access to means that symbolically correspond to power, and thereby are to be expected to have greater influence on decisions (Blank & Slipp, p. 189).

Values and professional ethics are most likely expected from those of the dominant group. Privileges they possess and exercise are improbable to be a part of any real discourse. Communication patterns and procedural standard help sustain authority with the dominant-culture members (Burgoon, p. 333).

Sharing experiences generates a strong bond, an increased comfort height. Older people can often snap through age linked hindrances which younger professionals working with the elderly may not be able to deal with.

Respect Begets Respect

No two people will ever have the same opinion on something particularly if they have very diverse beliefs, ideals and causes that they are conflicting for. Unless, one of them will be matured enough to do the right thing, stop the fight and harsh exchange of words and try to accept that they will never agree on the subject matter and let go. Respect is the key, yes we are aware of it, we know the connotation, and we know how to demonstrate it. The issue here is have we really understood the very real significance of the word?

Respect is unfortunately a word which is now apparently going out of fashion. We should not ever question whether a particular generation ought to have more respect. Respect cannot be given away by a person until they have been educated how to.

Communication is a fundamental part of our society, and respect is a method of communication. If we are to be recognized and identify with by different generations, then we should be more enthusiastic to show them respect and understanding in response, and be open to their inkling.

To respect someone is not to agree to their ways with open hearts all the time even if you knew that there is something wrong. As part of gaining respect in return is the capacity to show limitation and be able to let someone down with appropriate dignity. Almost all of us come across it in the work place, when you have gone very presumptuous with an idea and been beg to be excused straight away, instead of showing gratitude because somehow we have tried and shown our idea.

Respect for older people is not a one way approach but a two way thing. There is still room for an older person being able to exhibit respect to a younger person by appreciating and understanding their strengths. Working with different types of people is like playing instrument together. It takes greater effort to put that instrument together to play and produce a beautiful sound.

Help elders look for contentment in relationships and psychologically creative activities. Propose a support through role modification and identify transitions.  Have a broad respect for the elderly, a history of optimistic experiences with the population, a profound sense of caring for elderly individual. Appreciate and have patience for the reverberation of stories.  Be susceptible enough to older adults’ apprehension, anxieties, biological, psychological, and social needs of the aged. Facilitating the elderly recognize that aging is a natural process that can encourage healthier perspective lifestyle.

 The elderly loves any attention they can get. Being sensitive and open with them helps them to make their lives better. It gives them proceedings to break up the loneliness of their day (Coward, p. 207). Just make inquiries how they cope up with every single day of their lives and they will tell you how much they appreciate the company and the friendship. You can notice in their faces every time you cared for them as if the whole area were sending you an extrasensory message that said “Thank you for caring.”

We will all get there…and when we’re there at the evening of our lives, we may whisper to ourselves “Oh, my! How time flies.”

Works Cited

Blank, Renee, Slipp, Sandra (1994). Voices of diversity: Real people talk about problems and

      solutions in a workplace where every one is not alike. USA: AMACOM Division

      American Management Association.

Burgoo, Michael (1981). Communication yearbook 5. USA: Transaction Publishers

Cook, Yvette D (2001). Human relation skills for succeeding in a diverse workplace.

      Retrieved: April 7, 2008, from

      http://www.chatham.edu/pti/Diversity_Resistance/Cook_01.htm

Coward, Raymond T (1994). Health services for rural elders. USA: Springer Publishing

      Company Incorporated.

Dale, Barrie, Bunney Heather (1999). Total quality management blueprint. Oxford:

       Blackwell Publishing.

Gregoire, Jocelyn, Jungers, Christin M (2007). The counselor’s companion: What every

       beginning counsellor needs to know. Mahwah, New Jersey: Lawrence Erlbaum

      Associates.

Guthiel, Irene A (1994). Work with other people: Challenges and opportunities. United

       States: Fordham University Press.

Mcdaid, David, et al (2005). Promoting mental well-being in the workplace: A European

       policy perspective.  London: Informa Healthcare.

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