*Old Age Home*
(A short story) – must read…..
Courtesy a friend on FB
There was an old man. He was wealthy and living with son and daughter-in-law.
One day he became sick. He was hospialised. After few days he was taken home. His son engaged a nurse and a servant to look after him.
Initially his son and daughter-in-law used to to come to his room. Slowly, slowly they stopped coming to him. Old man was feeling very sad but he didn’t say anything to anyone.
One day he just came out of his room and saw his son and daughter-in-law talking to each other.
Daughter-in-law said, “I think we should keep father in an old age home. There people will look after him. Here our son might be affected.” The son nodded.
Old man after hearing the conversation felt very bad. He went back to his room.
In the evening the son came to his room and said, “I want to say something to you.” Father said., “I too want to say something to you.”
Son: OK. Go ahead.
Father: You know I am not keeping good health. I want to live rest of my life with people like me who are sick and none is there to look after them.”
The son was very happy to hear this. But concealing his happiness he said, “What are you saying dad? What difficulties do you have living here?”
Father: No my son. I don’t have any difficulty living here. But I am at pain to tell you that you please make your arrangement to live somewhere else. I have decided to convert my this bunglow into an Old Age Home where people like me can live with me.”
Father: Oh. You also wanted to tell me something. What’s that?”
There was a silence in the room.
(I love this guy)😂😉
(Courtesy: a friend on WhatsApp)
After I retired, my wife insisted that I accompany her on her trips to the Hypermarket.
like most men, I found shopping boring and preferred to get in and get out.
my wife is like most women – loves to browse & leaves me with endless time to fulfill.
Yesterday my dear wife received the following letter,
from the local Hypermarket:
Dear Mrs. Harris:
Over the past six months, your husband has caused quite a commotion, in our store.
We cannot tolerate this behavior and have been forced to, ban both of you from the store.
Our complaints against your husband, Mr. Harris, are listed below and are documented by our video surveillance cameras:
1. June 15: He took 24 boxes of condoms and randomly put them in other people’s carts when they weren’t looking.
2. July 2: Set all the alarm clocks in Housewares to go off at 5-minute intervals.
3. July 7: He made a trail of tomato juice on the floor leading to the women’s restroom.
4. July 19: Walked up to an employee and told her in an official voice,
‘Code 3 in House wares. Get on it right away’.
This caused the employee to leave her assigned station and receive a reprimand from her Supervisor that in turn resulted with a union grievance, causing management to lose time; and costing the company money. We don’t have a Code 3.
5. August 4: Went to the Service Desk and tried to put a bag of M&Ms on layaway.
6. August 14: Moved a, ‘CAUTION – WET FLOOR’ sign to a carpeted area.
7. August 15: Set up a tent in the camping department and told the children shoppers he’d invite them in if they would bring pillows and blankets from the bedding department to which twenty children obliged.
8. August 23: When a clerk asked if they could help him he began crying and screamed, ‘Why can’t you people just leave me alone?’
EMTs were called.
9. September 4: Looked right into the security camera and used it as a mirror while he picked his nose.
10. September 10: While handling guns in the hunting department, he asked the clerk where the antidepressants were.
11. October 3: Darted around the store suspiciously while, loudly humming the, ‘Mission Impossible’ theme.
12. October 6: In the auto department, he practiced his, ‘Madonna Look’ using different sizes of funnels.
13. October 18: Hid in a clothing rack and when people browsed through, yelled ‘PICK ME! PICK ME!’
14. October 22: When an announcement came over the loud speaker, he assumed a fetal position and screamed;
‘OH NO! IT’S THOSE VOICES AGAIN!’
15. Took a box of condoms to the checkout clerk and asked where is the fitting room?
And last, but not least:
16. October 23: Went into a fitting room, shut the door, waited awhile; then yelled very loudly, ‘Hey! There’s no toilet paper in here.’
Many businesses are facing a critical shortage of experienced professionals, with industries such as accounting citing lack of skilled personnel as the No. 1 challenge for three quarters in a row. Much of the conversation is centered on the skills gap, high retirement rates for so-called boomers and the inability to find the skills employers are looking for in the younger workforce.
What employers must realize is that even though boomers are retiring from the office, they aren’t leaving the workforce.
According to the U.S. Bureau of Labor Statistics (BLS), about 40 percent of people ages 55 and older were working or actively looking for work in 2014. That number, known as a labor force participation rate, is expected to increase fastest for the oldest segments of the population – most notably, people ages 65 to 74 and 75 and older – through 2024.
In contrast, participation rates for most other age groups in the labor force aren’t projected to change much over the 2014 to 2024 decade. Another study from Prudential found that one-third of independent contractors are boomers – a subset of the economy gearing up to be a mighty and powerful force.
For hiring managers to attract top talent, they must view the aging workforce through a new lens. Today, we consider those 65-plus to be “older” and less skilled or capable. But we must shift our perspective on age.
The average life expectancy for a man is 80 years old, and for a woman, the average is 85 years. A 50 year old, therefore, is no longer a “senior.”
A shift in perspective
By 2020, more than 50 percent of the workforce will be over the age of 55. We have CEOs and politicians in their 70s and still at the top of their game.
In fact, recent research on the aging brain found that past the age of 50, our brains get better at problem-solving and decision making, skills that will be crucial as AI becomes more prevalent.
In 2017, the Equal Employment Opportunity Commission (EEOC) received 18,376 claims of age discrimination and found that 65 percent of older workers say age is a barrier to getting a job.
Employers that recognize this challenge, and the opportunity that comes with hiring “vintage” employees, are finding new talent with a high level of job commitment, employer loyalty, openness to mentor a younger generation of professionals and a diverse knowledge base that can be applied to a variety of business challenges.
Let skills speak for themselves
The process of hiring a vintage employee is not the same as any other job candidate, but organizations like Work at Home Vintage Experts (WAHVE) are dedicated to carefully matching older, qualified professionals to the talent needs of companies. They help employers overcome the preconceived notion of an older workforce, using blind hiring practices to let competencies and skills speak for themselves.
When hiring managers mobilize the older workforce, it’s a win-win. Companies get highly skilled workers with the talent they need, and retiring workers get to continue their career.
This article originally appeared on the U.S. Chamber of Commerce Foundation blog and was republished with permission.
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