Higher College Of Technology Department Of Business S 282633

Higher College Of Technologydepartment Business Studiesfinal Examinat

Explain why you do or do not favor the enforcement of a mandatory retirement age so that more job opportunities can be created for young people. Your final examination requires you to compose a five-paragraph persuasive essay (approximately words), responding to the prompt above and demonstrating your efficiency as a college writer at the English 1301 level. An evaluation of your performance by departmental faculty will entail the following expectations:

1.) That your grammar, syntax, punctuation, spelling, and word-choice are reasonably sound. Moreover, you will be expected to follow the instructions of this persuasive prompt exactly as stated. 2.) That you can demonstrate the ability to organize (design) your content in an appealing manner. The introduction of your paper must contain a clear and apt thesis statement as the last sentence of the paragraph. The analytical body of your paper must contain three topical paragraphs, each of which features a uniquely worded and purposeful topic sentence at the beginning of each paragraph. Each topical paragraph must contain ample evidence/arguments/examples, supporting the topic sentence. The conclusion of your paper should be written in such a manner as to reconnect the reader’s attention with the controlling idea expressed in the thesis statement. 3.) That you can give reasonable evidence of your ability to think critically as well as creatively about the topic on which you write. Thus, you will be expected to formulate a discussion which compels the reader’s interest and engages in positive ways his (her) intellectual response. 4.) That you are able to formulate an appropriate title for your essay, one that functions as an informative or instructive guide to your reader as to the controlling idea within your paper.

Paper For Above instruction

Title: The Pros and Cons of Enforcing a Mandatory Retirement Age

Introduction

Mandatory retirement age has been a contentious topic in employment policies worldwide. Advocates argue that enforcing such an age can open up opportunities for younger workers, fostering innovation and addressing age-related biases. Conversely, opponents believe it infringes on individual rights and dismisses the value of experience and loyalty. This essay examines both perspectives, ultimately asserting that enforcing a mandatory retirement age can be beneficial if implemented thoughtfully, balancing the needs of both younger and older employees.

Body Paragraph 1: Arguments in Favor of Mandatory Retirement

One primary argument for enforcing a mandatory retirement age is that it helps create more job opportunities for young professionals. When older employees retire at the prescribed age, vacancies open up, allowing fresh talents to enter the workforce (Smith & Johnson, 2018). This process promotes workforce dynamism and ensures that organizations can continually innovate without being held back by outdated practices or resistance to change. Additionally, mandatory retirement policies may reduce age-based discrimination, as age becomes a clear criterion for retirement, eliminating ambiguity and bias that sometimes occur in employment decisions (Williams, 2019). These policies can also prepare organizations for succession planning, ensuring smoother leadership transitions, which is vital in an evolving business environment. Therefore, supporting a mandatory retirement age can significantly contribute to economic growth and organizational efficiency.

Body Paragraph 2: Arguments Against Mandatory Retirement

Opponents contend that mandatory retirement infringes on personal rights and individual autonomy. Older employees often possess valuable experience, institutional knowledge, and loyalty that benefit their organizations (Brown, 2020). Forcing them to retire may lead to loss of expertise and mentorship within the workplace. Furthermore, aging does not necessarily equate to decreased productivity or capability. Many individuals remain active and effective beyond traditional retirement ages (Green & Lee, 2017). Imposing a retirement age may also discriminate against older workers, violating principles of equal opportunity and fairness. Given these considerations, policies should focus on performance and capability rather than age alone, ensuring fairness and respect for individual contributions.

Body Paragraph 3: Balancing the Perspectives

While the arguments against mandatory retirement are compelling, a balanced approach could involve setting a flexible retirement age tailored to individual health, performance, and preferences. For instance, organizations can implement policies that encourage voluntary retirement while providing opportunities for older employees to continue working if they wish and are capable (Taylor, 2021). Such policies promote fairness, retain valuable experience, and support the legitimate need for workforce renewal. Public policies can also include training and retraining programs for older workers wishing to extend their careers, thereby facilitating a smooth transition that benefits both employees and employers. Ultimately, a nuanced approach that considers individual circumstances rather than rigid age limits aligns with modern values of inclusivity and fairness.

Conclusion

In conclusion, the debate over enforcing a mandatory retirement age hinges on balancing workforce rejuvenation with respecting individual rights and experience. While mandatory retirement can facilitate opportunities for youth and organizational succession, it risks disregarding the valuable contributions of older employees. A flexible, performance-based approach that accommodates individual preferences and capabilities appears to be the most equitable solution. Policymakers and organizations should, therefore, consider nuanced strategies that promote fairness and continued productivity without imposing rigid age limits. Such policies not only foster a more inclusive workforce but also align with evolving societal values of equality and respect for all ages.

References

• Brown, T. (2020). Age discrimination in the workplace and its implications. Journal of Employment Law, 16(2), 45-60.
• Green, M., & Lee, S. (2017). Aging workforce and productivity: Challenges and opportunities. Human Resource Management Review, 27(4), 563-573.
• Smith, J., & Johnson, L. (2018). Workforce aging and succession planning. Business Strategy Review, 30(1), 22-29.
• Taylor, R. (2021). Flexible retirement policies for an aging workforce. International Journal of Human Resource Management, 32(7), 1503-1518.
• Williams, P. (2019). The impact of mandatory retirement policies on organizational diversity. Equality and Diversity Journal, 38(3), 112-125.