Some people believe that in order to give opportunities to new generation companies should encourage high level employees who are older than 55 to retire. Do you agree or disagree? Give your reasons and personal experience
People hold different views as to whether employers should persuade aged employees to retire, with a view to making more high level positions available for young generation. Although there are some advantages of increasing the proportion of young workers who possess decisive roles in a company, I would argue that a balanced work force which consists of both energetic young individuals and experienced old heads contributes to a thriving business.
Admittedly, encouraging aged people to retire can lead to the increase in managing vacancies, motivating young talents to strive for their desired positions. This in turn could stimulate the competition among young adults, which consequently boosts their working efficiency. In addition, allowing fresh workers to take retired worker’s places, which often require advanced skills and abilities to make accurate decision, would provide greater opportunities for them to further develop their qualifications and capabilities to lead and work in a team. With more qualified young employees being promoted, the development of any company could be enhanced.
However, there are certain risks associated with impulsively upgrading unexperienced employees. Firstly, without the valuable experiences of those being pensioned off, a company would have to put forward enormous efforts to train new candidates to be capable of taking roles of highly specialised retirees. The financial resources needed to conduct these trainings could take a heavy toll on the host companies. Secondly, a high portion of young managers could increase the possibility of failure involved in almost all businesses. There are cases where young executives fail to secure a lucrative contract with their clients because their arguments deriving from their poor experiences lack of persuasiveness and attractiveness, regardless of how creative their business plans are.
In conclusion, although producing more advanced opportunities for young individuals in a company through motivating aged workers to retire has noticeable benefits, the dangers accompanying it cannot be underestimated. Therefore, I would suggest it is better to have a balanced workforce in an organisation where ingenious employees come up with innovative ideas, while experienced managers justify the feasibility of these concepts.
Topic of young and aged employees
Re: Topic of young and aged employees
yhjsaber wrote:Some people believe that in order to give opportunities to new generation companies should encourage high level employees who are older than 55 to retire. Do you agree or disagree? Give your reasons and personal experience
People hold different opinions as to whether employers should persuade aged employees to retire, with a view to making more high level positions available for younger generations. Although there are some advantages of increasing the proportion of young workers who possess decisive roles in a company, I would argue that a balanced work force which consists of both energetic young individuals and experienced old heads contributes to a thriving business. (<-- This is a really good way to introduce the topic. The way you describe old and young employees is fantastic.)
Admittedly, encouraging aged people to retire can lead to an increase in managerial vacancies, motivating young talent to strive for the desired positions. This, in turn, could stimulate competition among young adults, which consequently boosts their working efficiency. In addition, allowing fresh workers to take retired worker’s places, which often require advanced skills and abilities to make appropriate decisions, would provide greater opportunities for them to further develop their qualifications and capabilities to lead others and work well as part of a team. With more qualified young employees being promoted, the development of any company could be enhanced.
However, there are certain risks associated with impulsively upgrading inexperienced employees. Firstly, without the valuable experience of those being pensioned off, a company would have to put forward enormous efforts to train new candidates to be capable of taking on roles in highly specialised areas. The financial resources needed to conduct this training could take a heavy toll on the host company. Secondly, a high portion of young managers could increase the possibility of failure for the business. There are cases where young executives fail to secure a lucrative contract with their clients because they are unable to impress their clients due to their lack of persuasiveness and inexperience, regardless of how creative their business plans are.
In conclusion, although producing more advanced opportunities for young individuals in a company through encouraging aged workers to retire has noticeable benefits, the dangers accompanying it cannot be underestimated. Therefore, I would suggest it is better to have a balanced workforce in an organisation where ingenious employees come up with innovative ideas, while experienced managers justify the feasibility of these concepts. (<-- You have suggested a reasonable and logical compromise here. I like it!)