Case of Orateme Inc

Today people are looking for benefits what will help them manage their work-life life-styles better. Today, with the help of technology, employer is now starting to be more capable of offering flexible options with great results.

Let’s face it the world is changing. This change is necessary if we, as a population will succeed, and this change is more evident than ever in the workforce. The working person of the past had skills necessary for a social economy that befitted that generation, but with today's market increasing

From year-end 2004 through the first-quarter 2008, defendant Brian Fox misled the investing public by fraudulently inflating the revenue and assets and fraudulently omitting major liabilities, of Powder River Petroleum International, Inc. (“Powder River” or the “company”) in the company’s Commission filings, and by making other false and misleading public disclosures. From year-end 2004, Powder River conveyed working interests in oil and gas leases to investors in Asia for over $43 million. Because Powder River promised full repayment of the working interest

Changes in the demographic characteristics and lifestyles of the workforce are occurring at a time when businesses are also in a state of flux. Global competitive pressures and the push toward greater productivity have resulted in a number of organizational changes that increase the appeal of alternative work arrangements.

The world in which we work is a truly dynamic environment, but despite being ever-changing, it is not unpredictable. Knowing that our need for service is not constant, why should our

To being with the composition of the workforce has begun to shift due to the Baby Boomer generation beginning to retire and the Millennials generation beginning to dominate the workforce. In fact by 2020 the

Changes in our workforce and economy means that some organizations are trying harder to retain good employees and now offer more career life work balance through flex time, home office time, and job sharing. If the company is small, management may be inclined to re-define a job to keep a talented, valuable, well-trained employee.

As we experience the spectacular changes in the workforce, we are all sure that these changes will even continue more over time.

Ultimately employers indicate that unless businesses can become more flexible then in the long-term there will be no work available at all (Pye, 2012).

The skills and values that prospective job candidates needed to possess had changed significantly causing many in the workforce to be unemployable. The economic downturn, combined with technological advancements, has shifted what the desired skills and values employers valued.

The skills and values that prospective job candidates needed to possess had changed significantly causing many in the workforce to be unemployable. The economic downturn, combined with technological advancements, has shifted what the desired skills and values employers valued (see chart 3 on page 10).

The need for adaptation in the job market is due to how many new occupations are necessary to account for. Approximately 184.1 million people will have jobs within the next decade (Marketing Charts). With millions of adults assuming jobs each year, there will need to be a form of somewhat stable equilibrium: what the job market needs and what the incoming young adults are willing to perform. Naturally, people will flock to jobs that are in need of employees due to the necessity of supporting oneself and if need be, others. The growing Generation Y will need to fill in the most occupations in the field of personal care aides and

Benefits arising from embracing a changing workforce would develop a positive impact in turn developing a changing work culture. Attributes of employees who feel supported by their employer would be more than likely to deliver more than set KPIs of the business. In allowing flexible hours, flexible work space and work place, employees attitude to 'work' would change. The freedom for not only the Businesses in Australia but the freedom of individuals to self develop, implement and self manage therefore developing the individual in working in a myriad of environments, with a range of stakeholders would expand the attributes of the individual leading to an increase in innovative ideas and networking opportunities inside and outside the

Carlin, L., & Forman, P. (2005). The age of change: Multiple generations in the workforce. We Connect, 2(1). Retrieved June 27, 2006, from http://www.globallead.com/WeConnect/Oct05/ageofchange.html

For example, human resources have to adjust to this external challenge by applying different job requirements and polices. Also by offering different positions to older employees that require less physical activates but where they can share their rich working experience with younger generations.