New Factory Worker This Case Term Paper

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But with the new demands of the workplace, other employers, depending on the complexity of the work and the technology involved, might find themselves behooved to encourage employees to seek out additional college or technical qualifications, and recompense them for these efforts. Employers, so they have workers who are able to contribute to inventory, workflow analysis, and project management may need to add education to the employee's work schedule, allowing for more flexible times for employees seeking college degrees, or simply soliciting teachers for on-site course education. High schools may also need to change their curriculum, and community colleges may need to expand their enrollment. Even from the company's perspective, workers can no longer afford not to be learning all of the time, and need to be more flexible and adaptable, with a thinking eye as well as a performing hand even when on the factory floor.

Question

Price flourished in the newly cutthroat environment, earning a promotion and more pay. He had underused competencies in a formerly task-based workplace that were now being effectively drawn upon by his employer.

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Of course, for older workers who are not as adaptable as Price, such a shift in expectations might not be as welcome. Human resources must strive, in all occupations, to find incoming employees who can adapt to increased intellectual and technical demands as well as simply fill seats and factory spaces. Can this person be flexible and learn on the job, can this person be motivated by excellence as well as merely by being watched by a supervisor, the HR person must ask -- can they work well with others and do they have management potential? Also, workers who are used to a less competitive workforce must find a way to sell themselves as old dogs that can still learn new tricks, if they are in need of….....

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