代写论文：劳动力整合

代写论文：劳动力整合

目前职场中的劳动力具有不同的特点和不同的视角，同时企业的管理者倾向于适应自己的一代管理风格，而不是考虑到多样化的员工队伍的管理。二分之一的人力资源专业人员已经报告了来自服务行业的不同劳动力之间的一定程度的冲突，只有1/3的组织为减少各种劳动力之间的摩擦而努力（Kramar 2012）。即使劳动力有不同的形成风格，生活事件和信仰，这些不同的特征也不应该在组织中形成紧张局势。然而，组织中的多样化的员工力求在工作场所达到相同的目标，这是一个良好的工作与生活平衡，是一个以一种引人入胜的方式为客户服务的机会，并寻求专业发展的机会。下面的文章将关注组织内部年龄层次的多样性，同时满足组织需求的同时如何满足这种多样性的需求。

已经看到，通过整合劳动力可以实现组织的新的效率。通过与不同的员工合作和学习，可以为解决任务挑战提供新的思路和新的解决方案。从广告到技术等几个公司，把年轻员工和上层管理人员结合起来，取得有效成果;这种做法被称为逆向指导（Bardoel et.al 2014）。这种做法的好处是双方面的，因为年轻的员工正在教授他们的技术，社交媒体和工作场所的趋势。与此同时，年轻的劳动力正在从事这样一种方式，即提高员工的总体产出。

代写论文：劳动力整合

The workforce in the current workplace has different traits and different perspectives and at the same time the managers of the firms tend to adapt the style of management of their own generation instead of taking into consideration the management of the diverse workforce. Some degree of conflict amongst the diverse workforce from a service sector industry has been reported by 2/3rd of the HR professionals and only 1/3rd of the organization work towards reducing the frictions amongst the diverse workforce (Kramar 2012). Even though the workforce has diverse formative styles, life events and beliefs, t these diverse features shouldn’t formulate tension in the organization. However, the diverse workforce in the organization aims for the same objective in the workplace which is a good work-life balance, an opportunity to serve the clients in an engaging manner and finding opportunities to professionally develop. The below essay would focus on the diversity on the basis of the age within in the organization and how could the needs of this diversity could be met at the same time meeting the needs of the organization too.

It has been seen that new efficiencies in the organization could be realized with an integrated workforce. New ideas and new solutions for solving mission challenges could be created by collaborating and learning from the diverse workforce. There are several companies ranging from advertising to technology which are pairing the younger employees with the upper management to get effective results; this practice is known as reverse mentoring (Bardoel et. al 2014). The benefit from this practice is double-sided as the younger employees are teaching their mentees regarding the technology, social media and the trends in the workplace. At the same time the younger workforce are engaged in such a manner that the overall output of the employees is raised.