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2.  Internet and information technology continue to revolutionize or change business practices and process.  The Changing Workforce  The workforce in US is changing that affects management practices.  Women entrants are increasing with a mix of advances but continued salary inequality; cultures are mixing, the education gap continues. 2

3.  The workforce is aging, by 2015 nearly 20% of the US workforce will be 55 years old or over due to which young generations are jobless.  Japan was the 1 st nation ever with a population in which the average age is 40. By 2020 6 out of 10 would be retired. 3

4.  Women represented 46.5% of the US workforce in 2002.  Two third of new entrants between 1985 2000 were women.  Women hold 49.5% of managerial and professional specialty positions, board of directors 12.5% are women, 4.1% top earners are women. 4

5.  People of different colors and cultures are making up more then 27% of the US population and 15% of workforce.  For the first time Americans had the option to identify themselves as belonging to more then one race.  This cultural mix is becoming increasingly evident in the workforce. 5

6.  Hiring and mainstreaming qualified disable workers are increasing because of the effects of shrinking and aging of the workforce.  Disabilities are categorized as permanent (physical disability) temporary (such as injury and stress) and progressive (like AIDS, cancer or alcohol and drug addiction). 6

7.  Moral and legal conflict increase in workplace situations if responsible and proactive leadership, policies, and training are not planed & implemented with regard to the following:  Age discrimination: Companies respond to aging and younger employees with fairness by implementing programs to accommodate skill training. 7

8.  Sexual harassment: Sexual harassment continues to be reported across industries, including in outstanding companies as well.  Health care provisions: Companies must work with a range of stakeholders, including government, community, and employees, to deal health care cost for them.  Educational challenges: The need for technologically knowledgeable workers is another major concern.  Highly educated workers demand more involvement and autonomy, more information, more career opportunities, and rewards of performance. 8

9.  Large differences in the generations from World War 2 to the present in U.S population have had a substantial influence on government, corporate and work place policies.  GI generation (1901-1925):  The members of this generation belong to clubs and professional organizations.  They believed in upward mobility. 9

10.  Silent generation (1926-1945):  This was too young generation to fight in World War 2.  They were influenced by the patriotism and self sacrifice of the GI generation.  Baby boomers (1945-1964):  This is currently the most powerful demographic generation with 76 million members.  They distinguish themselves from the former generation by assuming debt.  Their belief is “Buy now pay later”  They do not join or sacrifice personal pleasures for the good of the group or collective. 10

11.  Generation x (1965-1981);  This generation is known as baby busters that has 41 million members.  They experience their journey through life as one that changes rapidly & continuously means change oriented.  Generation y (1982-2003):  It is the second largest generation of 60 million.  They have grownup with televisions, computers, instant messaging, and new technologies.  They are ambitious, motivated, extremely impatient and demanding and have a sense of entitlement. 11

12.  Changing social, political, legal, and technological forces present new issues, opportunities, and controversies between employee rights and corporate duties.  Employees claim their constitutional rights to individual freedom and control over their private lives.  Employers try to maximize productivity and profits, to sustain financial growth and stability, to minimize costs, to improve quality, to increase market share, and to stabilize wages. 12

13.  The relationship between employer and employee is one based on mutual respect and trust.  A right is a claim because it corresponds with a duty on the part of the person against whom the right is held.  The moral foundation for employee’s right is based on the fact that employees are persons and every person has right to freedom in positive sense. 13

14.  Fair Wages  Employers are responsible to pay employees fair wages for work performed.  Safe Working Environment  Employers are also responsible to provide workers with a safe working environment and safe working conditions. 14

15.  Employees are responsible for fulfilling their contracted obligations to the corporation;  Performing productively according to the required tasks.  Avoiding absenteeism  Acting legally and morally in the workplace  On job assignments, respecting the intellectual and private property rights of the employer. 15

16.  The right not to be terminated without just causes  The right to privacy  The right to know  The right to workplace health and safety  The right to equal opportunity 16

17.  Discrimination  Discriminatory practices in employer-employee relationships include unequal or disparate treatment of individuals and groups.  Equal employment opportunity  Providing opportunities equally apart from race,color,religion & gender.  Affirmative action  Affirmative action programs to recruit applicants from minority groups to create opportunities for those who in the past/present discriminatory employment practices. 17