ANN ARBOR, Mich. - May 9, 2006 - Dr. Theresa M. Welbourne of eePulse, Inc.,
www.eepulse.com, and the Ross School of Business, University of Michigan,
today announced the results of the Leadership PulseTM. The study was designed
to understand the current effects of the aging workforce (AWF) and readiness
to address future AWF issues. The data indicates that overall, businesses
are ready to respond to the 17% of the U.S. workforce that will be 55 and
older by 2010.*
Respondent Results
62% agree that they are ready to retain older workers.
49% agree that they are ready to recruit older workers.
43% agree that the AWF currently affects their organization´s culture.
42% agree that the AWF currently affects the quality of talent in their
organization.
41% agree that the AWF currently affects their ability to compete in their
particular industry.
Those age 46-plus reported higher readiness levels and more AWF issues
currently affecting them.
Larger organizations reported that current AWF issues are affecting their
culture more than smaller organizations. But smaller organizations reported
that they are more ready for future, AWF issues.
Executive-level leaders indicated higher levels of readiness to address AWF
issues than general managers reported. But general managers indicated that
the AWF has more of a current impact on their organization.
Males indicated that current AWF issues are affecting them more than the
female respondents reported.
Higher performing companies indicated that they are ready for future AWF
issues and that AWF was currently affecting their organization more than the
lower-performing companies reported.
Higher energy is related to higher levels of readiness to recruit, retain
and re-energize the AWF.
Major AWF concerns included a loss in knowledge, a leadership gap and an
unintended culture shift.
"The consulting and scientific/IT industries reported less of an overall
impact of the AWF on overall recruitment efforts compared to the
manufacturing industries," states Dr. Welbourne. "This could be due to the
fact that more of a standardized education and lengthier experience is
involved in working successfully in these specific areas with a disregard
for physical abilities and other, age-related factors."
The 369 respondents included general managers to C-level executives at an
average age of 51.9 years (SD = 8.1). Of the respondents, 54.4% were male
and 45.6% were female. Company sizes ranged from "less than 100" (51.1%) to
"more than 25,000" (7.8%).
For an assessment of your own firm´s own readiness to this and other
demographic shifts and trends, contact Dr. Welbourne at 1-877-377-8573 or
write to info[at]eepulse.com. To learn more about the Leadership Pulse research
study, see http://www.eepulse.com/leadership_reports.html. If you want to
join the Leadership Pulse study and receive free reports, sign up at
www.umbs.leadership.eepulse.com.
About eePulse, Inc.
eePulse, Inc. delivers technology and research-consulting services that
support Data and Dialogue Driven LeadershipTM processes. Using eePulse´s
proprietary, web-based enterprise-wide software suite called MeasurecomTM
(measurement and communication); organizations and leaders immediately
improve their performance. Productivity enhancement comes from action taken
in response to real-time stakeholder information. For additional
information, please call 877-377-8573 or visit www.eepulse.com.
About Executive Education at the Ross School of Business
Executive Education at the Ross School of Business, University of Michigan
is made up of world-class educators and researchers renowned for their skill
in creating and integrating knowledge with practical application. They offer
a wide array of choices for executive and organizational development. For
additional information, please contact Executive Education at the Ross
School of Business at um.exec.ed[at]umich.edu, 734-763-1000.
Media Contact: Melanie Rembrandt, melanie[at]eepulse.com, 734-996-2321
* The U.S. Department of Labor´s Bureaus of Labor Statistics