Veteran Professional Analysis

William” is a 65-year-old white male that has never been married and has no children. He served in the United States Army and received an Honorable Discharge. The veteran is residing at Veteran’s Haven North as he is homeless. He was born in Germany, a Nationalized U.S. citizen and identifies as American. The veteran grew up in a middle-class neighborhood, with a “good school system” and he reported that he had a wonderful relationship with his parents. Both of his parents passed away when the veteran was in his 40s. He has two brothers that he rarely speaks to and a sister that he speaks to often. The veteran receives $955 from Social Security, $1555 non-service connected disability from the VA and has almost $90,000 in an IRA account.

Today I am here to talk to you all about a problem that is sweeping the nation. In 2012, 8.3% of veterans that are women compared to 6.9% of male veterans were unemployed. Most veterans miss out on going to college and getting proper education for getting jobs. The Veterans Health Administration did a poll and the poll showed that one in five female veterans had Military Sexual Trauma. Many women in the survey did not want to say that they have been abused. Women have gotten raped or had attempted rape while serving in the military. There is a girl named Sarah and she told her story about the time she almost got raped by a military guy. Sarah had said that she was having an alcoholic beverage because she was finding out if she got into a really

The issue being addressed in this study is veteran’s rights, most notably homelessness and suicide rates. The subject of veteran’s rights overall is still being pursued. Along with the mindset of the American public, to the cases presented before Congress, this is an ongoing dilemma. Caring for our brothers and sisters in arms is the socially responsible thing to do. Ensuring the public is aware, and promoting campaigns to raise awareness, this is what the paper will touch on.

Majority of the veterans that remain in the workforce today have diminished to the point where they barely hold any positions in companies. You would typically see the veterans in positions that hold high merit within the company such as Presidents of corporations or board members within prominent companies. Due to their lengthy tenure (65+ years) therefore, their approach often views experience the wiser choice when making decisions impacting a company. Their decision to remain amongst the multigenerational workforce, is due to their choice not to retire, and their contribution which has had a significant effect on the organization and they might feel like someone wouldn’t be competent enough to complete the work in their position. Having this mindset will eventually lead to having a 5th generation entering the workforce which is unheard of. A strategy to communicate could be to use the realities of a work place and what advantages they could contribute towards furthering the company even further. Some things can only be learned through experience, rather than being taught through a book or classroom. Purely speaking from my own personal observation, I wouldn’t say veterans need training and would be the ones to train the younger generations preparing them to enter the next step

A job that is challenging is my uncle’s job “Veteranarian”. This job has really hard tasks that you need to learn. For example, you need to learn the medicine that the animals need, and the different viruses animals could get. Also it’s really challenging because if you dont give the right medication to the animal they will die. And is your responsibility to whatever happens to the animal. Also i your responsibility to wake up early and go work. This would prevent from animals dying. For example, if you don’t get to work on time there could be a animal you need to cure, but once you get there is probably too late. And if something actually happens to the animal, you need to take responsibility for the consequences. Veteranarian is also difficult,

The veteran’s strengths are: his willingness to participate in socialized/recreational activities, continue coming to his scheduled appointments in the GeriPACT clinic and admitting that he has learning disability. Some of the resources that are available to the veteran are geriatric healthcare providers (e.g., Psych, social work, nurses, and MDs), ADHC, MHC, and PACT.

Many employers view the old employers especially the baby boomers as too rigid, failing health, lack of enthusiasm, afraid of new technologies, do not want to learn new training (stuck in old ways), and expensive to keep. Many aged people are viewing job advertisements with pictures of younger employees. In addition, the aged are facing high cost of medical insurance and healthcare. With the obstacles in the job market, the aged could possibly experience social isolationism, low self-esteem, and financial hardship.

How do you change careers now at 50 something, who’s going to hire you, and what are your limits physically? In our country today once you turn past 50 years old you are considered elderly by many and finding any quality employment is very difficult, if you’re filling out applications and seeking as if you were a 25 year old. Once you hit your 50’s it’s easy to get frustrated because society seems to place you in an elderly bracket and most employers are looking for younger people who they see as more energetic and up to date with technology, etc.

Some negative examples of how people in the workforce perceive older adults in the workforce are that older workers produce lower quality work, inflexible, less productive and are resistant to change. Some employers believe older adult workers skills are dated or do not have the required set of competence needed. Giving training and continuing education opportunities as well as companies adapting these courses to those with less experience technically will help with ensuring that older adults continue to feel like a vital part of the business and keep working until they decide to

I spoke with Jane earlier today in regards to having a representative from UM provide an overview of what your department does for TriWest and our Veterans. She suggested that I reach out and ask if you would be available to come to our next CAS team meeting on 7/27/2016 at 9:00 a.m. to give a brief presentation. We will also have a PSR in our meeting that will present after you if you are available to join us.

And for those without work, human resource departments are looking to hire the younger people for obvious reasons. The younger candidates may be less experienced but the bottom line is that the companies see them as much less expensive, their pay rate being much lower. Another strong advantage that the younger generation has to offer is their technology skills being more advanced and proficient. The older generation is assumed to be averse to technology, making them have a learning curve in many industries that out weighs what their prior experience may bring to the table. Being passed over for promotions, forced early retirement, and being laid off are some of the challenges that the older generation face during these challenging economic times. Laurie McCann, senior attorney for AARP is quoted saying “Despite the fact the United States’ Age Discrimination in Employment Act (ADEA) has been in place for over 35 years, age discrimination in employment remains pervasive.” (4-5) Turn over rates of employment is as high as 40% in some industries and this is an acceptable number. One company states “we design our organization around high-turnover: we make sure jobs are easy to learn so we can rapidly assimilate new people." This has been the mindset of human resource department across America as the economy has struggled. It is only very recently that the new model of retention is being slowly implemented into

In conclusion, ageism in today’s times is a real form of discrimination and needs to be fixed. An individual’s skills and capabilities should be based on a personal level, not their age. The elderly and the young need just as much job opportunities as the middle-aged individuals living in the

Age discrimination has long been present in society due to the rapid development happening around us. According to Farney, Aday & Breault (2006), this era of ageism is defined as "discrimination against any age group", but it often is pointed to age discrimination among adults which is slowly causing a negative effect for them in the workplace. In the workplace, adults with more experience and longer history behind them are targets of this ageism belief that companies and employers tend to have (Farney, Aday, & Breault, 2006). They are shunned and even fired in favor of accepting new and fresh faces for the company they have worked for. Unknown to most companies and employers, this notion of favoring the young and banishing the old can

Aging! We all do it every day, but have you ever thought how it is going to affect the rest of your life or more importantly your career? Aging isn’t something that we get to choose if we participate in, however working is, and aging may affect that choice. Right now, I want you to think about the age of sixty-five. What words pop into your head when you think of someone sixty-five? I’d imagine some of the words you thought of were retired, old, fragile, slow, as well as many others. Those words right there all help to explain the many concerns that one’s employer may have when hiring someone that is of the older population. When we think of the older population in the work force we don’t necessarily think of positive things, instead we think of things. When we think of this population in the workforce we generally think of lower production rates and higher costs. These can create issues among the older population, as employers must consider all the possibilities when hiring someone. We know that more people in the older population are continuing to try to continue their careers, but why? How hard is it for them to continue? What changes have made it easier? How are the younger and middle aged populations perceiving them in the work place? This are only some of the many question surrounding the increase of aged workers.

Elderly people are often stereotyped as forgetful, weak, or unable to take care of themselves; keeping this in mind, how can you logically hire an elderly person to do a job that a young, more physically fit employee could undoubtedly perform with less risk and effort. Stereotypes such as these are playing a huge role in the controversy over mandatory retirement. Morgan