Running head: SOCIOLOGY

Sociology: How to tell when you are tired

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SOCIOLOGY

2
Introduction

The author decided to address issues that concern different work groups. His decision to
address these labor concerns with regard to age group is a very interesting issue. Age is
something that is psychological. According to the authors assertions, the older people are
committed to work while the younger workers have that tendency to believe that there are other
existing opportunities that provide more financial success (Theriault, 1997). In chapter six of the
book the author delves into the age differences and their reflection upon the ability of an
individual to perform his occupational obligations.
Age and employee demands
Age is something that reflects the differences that exist between young and experienced
workers within an organization. Various psychologists have evaluated the effect of age on an
individuals efficiency. Age is a concept that addresses both the physical and psychological
demands. According to the Abraham Maslow, there are various types of needs that lead to the
comfort of an individual (Maslow, 2013). Maslow categorizes these needs into several classes
and for a normal human being these needs have to obey a particular hierarchal order. According
to Maslows arguments, one has to satisfy his physiological needs before he sees the need for
other subsequent needs that exist within the Maslows triangle (Maslow, 2013).
There is a big discrepancy between individuals who are aged and those who are young
within a working context. These two different entities have different objectives that make them
to be committed to their respective occupational obligations. This happens in regard to the
preferences that such groups hold upon their occupational duties. In most cases, the young
generations within a working force are individuals that have an unstable life. They are unstable
economically because they do not have the ability to sustain their needs financially. Theriault

SOCIOLOGY

(1997) recognizes that workers who have advanced age have different priorities that drive them
into seeking employment opportunities.
The differences are created by the desire to achieve different objectives in the society. As
indicated, most young employees have financial problems that affect their conduct at work. The
young are easily motivated by financial benefits at their respective work places. This is because
they want to satisfy their financial obligations. Most of the needs on the lower cadre of Maslows
triangle can only be achieved through financial competence. Provision of food, shelter and
clothing is only possible through the availability of financial capacity. This therefore indicates
that most young employees will be attracted to job opportunities that have more financial
benefits.
Conversely, the older employees are individuals who are presumably stable. This
situation makes them to have different occupational priorities as compared to the younger
generation. In this category there exist two distinct groups. To begin with, the middle aged
employees are a type of employees who concentrate upon developing their professional
credentials. In this situation, they are attracted to factors such as promotions and leadership
positions within their respective working positions. Such conditions within an organization
enable such an age group to have security over their job aspirations. Maslow indicates that at this
stage most individuals are concerned about their safety and belongingness (Maslow, 2013).
When a middle aged employee is given promotion he is safer in such a position because he
knows that such an institution recognizes his efforts. This recognition makes an employee within
this age group to be committed to the operations of the organization.
Employees of advanced age are individuals who have attained both financial and
professional stability. In this category, most employees are concerned wit their legacy. They are

SOCIOLOGY

interested in mentoring younger employees within their organization. Such employees are less
interested in financial incentives because they are equally stable to manage their physiological
needs. Secondly, such an age group is beyond professional recognition considering that they are
approaching a retirement age. In this group, most employees will derive pleasure from coaching
sessions and other mentoring opportunities within the organization.
These differences in age among the workforce describe the distinct objectives that most
employees have towards their employers. This varied nature clearly explains the reason why
most organizations display different employee reaction upon any labor activity. In most cases,
the younger generation is more concerned with their financial interests. Secondly, an
organization will face a lot of problems when it tries to prevent the middle aged employees from
advancing their careers. Employees who are close to their retirement age will become less
committed if they find that an organization is not in a position to grant them mentoring
situations.
Conclusion
These differences in preferences make it difficult for employees within an organization to
have similar interests. It therefore becomes difficult for any labor union to front for uniform
considerations for every employee. Age difference really affects how each employee within the
organization perceives any labor action. From the analysis above, it is factual that younger
employees will feel agitated if an organization attempts to disrupt opportunities that make them
to get more remuneration. This is equally applicable to other age groups within the organization.
This clearly explains the differences that exist among employees based on heir age groups.

SOCIOLOGY

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References

Maslow, A. H. (2013). A theory of human motivation. Start Publishing LLC.

Theriault, R. (1997). How to tell when you're tired: a brief examination of work. WW Norton &
Company.