EFFECT OF AGEING WORKFORCE ON PERFORMANCE OF ACADEMIC STAFF AT KENYATTA UNIVERSITY
Keywords:
Ageing workforce, performance, academic staff, kenyatta universityAbstract
The purpose of this paper was to explore the effect of ageing workforce on performance of academic staff of Kenyatta University.The study used desktop literature review and focused on previously published journals that looked at ageing workforce performance of academic staffs in public universities. A total of 13 journals were found relating to ageing and performance of employees. The theories underpinning the study were human capital theory, stereotyping and prejudice theory and goal setting theory. The results from literature review found that various aspects of ageing workforce influence performance in different ways. It was found that aged academic staff members of Kenyatta University were vital in implementation of decisions and getting the right resources for the institution to progress while younger employees were handy in decision execution and tasks which required extra energy. It was also revealed that knowledge and experience have significant and direct impact on academic staff performance. This created a particular concept that older staff are more suited and perform better at roles which put them in positions to guide and influence.
To address the implications of the ageing workforce on academic staff performance at Kenyatta University, the university should aim at identifying and assessing the potential impact of the ageing workforce. Some of the applicable techniques are age profile and retirement data focusing on performance of academic staff. The critical focus should be putting considerable effort on retaining and recruiting younger workforce. The focus should also aim at managing retirement through phased retirement guidelines. In modelling of these practices, the institution should take into consideration mature and aged staff who can serve in critical skill areas. Additionally, some of the aged teaching staff are indispensable and therefore the university needs to set strategies where these skills and expertise can be passed down to younger teaching staff. This will increase focus on knowledge continuity where older teaching staff take on mentoring roles in support of the younger staff.
Downloads
References
Bertolino, M., M. Truxillo, D., &Fraccaroli, F. (2013). Age effects on perceived personality and job performance. Journal of Managerial Psychology, 28(7/8), 867-885.
Coates, H., Edwards, D., Goedegebuure, L., Thakur, M., van der Brugge, E., & van Vught, F. (2013). Profiling diversity of Australian universities.
Elsaid, A. M. (2012). The effects of cross cultural work force diversity on employee performance in Egyptian pharmaceutical organizations. Business and Management Research, 1(4), 162.
Grobler, A., Valle, R., & Herrero, I. (2006). The contribution of core employees to organizational capabilities and efficiency. Human Resource Management: Published in Cooperation with the School of Business Administration, The University of Michigan and in alliance with the Society of Human Resources Management, 45(1), 81-109.
Grobler,P.A.,Warnick S., M.R. (2006).Human Resource Management in South Africa.2nd Edition.UK London: Cornwall Institute of Management
Harris, K., Krygsman, S., Waschenko, J., &Laliberte Rudman, D. (2017). Ageism and the older worker: A scoping review. The Gerontologist, 58(2), e1-e14.
Henkens. (2012). Psychological research on retirement. Annual review of psychology, 65, 209-233.
Kuya.J.(2013).Influence of demographic characteristics on employee performance in StandardChartedBank in Kenya.Unpublished MBA Research Project, University of Nairobi
Levy. (1992). Age stereotypes and aging. In Handbook of the Psychology of Aging (Seventh Edition) (pp. 249-262).
Madichie, N. O., &Nyakang’o, M. (2016). An exploratory insight into the workplace demographic challenges in the public sector: A Kenyan perspective. Employee Relations, 38(6), 859-885.
Munjuri, M. G., & Maina, R. M. (2013). Workforce Diversity Management and Employee Performance in the Banking Sector in Kenya. DBA Africa Management Review, 3(1), 1– 21.
Pitts, G. (2009). Older workers' motivation: against the myth of general decline. Management decision, 48(6), 894-906.
Porter & Steer, G. (1992). Strategic human resource management. Human Resource Management içinde, Der: John Bratton,-Gold, Jeffrey, London: Palgrave Macmillan, London, 37-71.
Rembiasz, M. (2017). Impact of employee age on the safe performance of production tasks. In MATEC Web of Conferences (Vol. 94, p. 07009). EDP Sciences.
Taylor, P., & Earl, C. (2016). Making the case for older workers. management revue, 14-28.
Ulwax, L. (2003). The Need for Critical Composition Pedagogy in Present Times.
Uschi and Veen D. (2013). Governance for development in Africa: Solving collective action problems. Zed Books Ltd..
Wang, M., & Shi, J. (2014). Psychological research on retirement. Annual review of psychology, 65, 209-233.
Downloads
Published
How to Cite
Issue
Section
License
Authors retain copyright and grant the journal right of first publication with the work simultaneously licensed under a Creative Commons Attribution (CC-BY) 4.0 License that allows others to share the work with an acknowledgment of the work’s authorship and initial publication in this journal.
