The increasing desire to retain older workers past legal retirement age due to two main factors:
- Increasing lifespans, resulting in heavier burdens on younger workers to support the retired workers
- A decreasing support ratio (working people per retired person)

Increasing Retirement Age

Employed persons ages 40 and above, although typically focused on workers nearing retirement.

Ohio State University, Columbus

The ways in which environments are created and run to optimize workplace operations. Workplace design can have notable effects on industrial/organizational concepts such as productivity, work-related motivation, wellbeing, and teamwork/group dynamics. 

Workplace Design

Age discrimination. US EEOC. (n.d.). Retrieved from https://www.eeoc.gov/age-discrimination

Age Discrimination in Employment Act

Designing and organizing a workplace to optimize worker performance and safety through specific mediums:
1. On-site 
2. Remote (from home or non-designated workspace)

Workplace design medium  

Every organization or group has a set of goals or outcomes that are expected/wanted but often these goals are in conflict with one another. This creates tensions that must be overcome in the workplace design. 

Tensions in Workplace Design

The hardware perspective of workplace design focuses on how workplace design processes that are more physical, architectural, and building aspects of a work place. An example of this would be the decision of an open plan or closed officers. 

Hardware Workplace Design Perspective 

The software perspective of workplace design focuses more on the social aspects of the work place. Examples of this would be interpersonal communication or the establishment of a need for personal space. 

Software Workplace Design Perspective

- For-Profit: organizations in which employers are equity owners, seeking to maximize profit 
- Non-Profit: organizations in which employers are members of boards of directors with duties toward the organization, not legally required to pursue specific goals, no ownership stakes
- Local Government: organizations in which employers are local constituents, exercising rights through electing officials to represent them

Types of Organizations Considering Workplace Design

Humans are drawn to nature, and nature helps us to feel grounded. At work, it is important to have even the smallest connection to nature, and this can help to improve employee well-being. Direct experience of nature, and even indirect experience of nature, experience of spatial features characteristic of the natural environment can help improve employee mental health and help the workplace to be a more productive area.


Connection to Nature at Work

Older Workers

Job satisfaction describes how much individuals enjoy their job. It can be understood as a feeling state that results from appraising job experiences, and it includes both cognitive and affective reactions to work. Job satisfaction is influenced by the work itself, a person's personality, and the culture the person comes from and lives in.

Job Satisfaction

Workplace bullying refers to when an employee is repeatedly bothered and tormented in their job environment. This could come either from their employer or their coworkers. The three criteria that constitute workplace bullying are repeated negative acts, an imbalance of power regarding resources to seek assistance with the bullying, and escalation over time. In organizational culture, bullying can manifest when workplaces allow higher-status employees to harass lower-status employees, often requiring support or at least forbearance from company leaders. Bullying can cascade down the hierarchy, increase employee stress, decrease productivity, increase turnover, and remain unreported when management fails to hold perpetrators accountable.

Workplace Bullying

Organizational factors are internal and external factors to an organization. These factors can have a positive or negative effect on work design, which allows employers to choose different work designs based on those factors. 

Organizational Factors in Work Design

Individual factors are employee characteristics in the workplace that can influence work design. This consists of their personality, values, and confidence or certainty of being able to do tasks efficiently.

Individual Factors in Work Design 

•	Proactive performance

•	Employee’s contentment with the job

•	Amount of effort that employees will put into tasks


Work Design Outcomes 

-  Job Aids
-  Supervisor Support 
-  Physical Work Environment 

Factors of  Workplace Environment that can Affect Employees Performance

 Scharp, Y. S., Bakker, A. B., & Breevaart, K. (2022). Playful work design and employee work engagement: A self-determination perspective. Journal of Vocational Behavior, 134 https://doi.org/10.1016/j.jvb.2022.103693

Playful work design and employee Involvement

Playful Work Design is applying play in the workplace. Employees are assigned tasks and are given a chance to apply play to their tasks to make them more enjoyable and motivating. 

Playful Work Design 

Workplace mindfulness mainly consisted of two levels which are the organizational level and the individual level. The organizational level is the mindfulness and awareness of the employees as a whole, and the individual level was each employee’s mindfulness and how their personality contributed to it. 



Workplace Mindfulness 

Flexible workplace design is seen differently by different people. Some think that the flexible schedule allows for work to take over a whole day, providing me stress from work, and others feel that allowing flexibility lowers stress because there is not a rigid timeline on workdays

The debate surrounding flexible workplace design

Time pressure and criticism are some situations that affect work-related perfectionism and well-being. Work-related perfectionism changes based on these situations. 

Dynamic idea of work-related perfectionism

Work-related perfectionism is when an individual has big expectations for their performance and the individual can also feel that they are not meeting these expectations. 

Work-related perfectionism 

This theory proposes that people try to acquire “resources” and secure them. In this case, resources are valued possessions and ideas. Being able to not keep these “resources” or no longer having them will cause feelings of stress. 

Conservation of Resources Theory (COR)

Empowering leadership in the workplace is leadership where employees take a part in the leadership and empowers the employees to participate. 

Empowering Leadership in the workplace 

The Regulatory Focus Theory proposes that prevention focus is centered on safeness, and promotion focus is centered on growing at a job and attaining goals. 

Regulatory Focus Theory 

Work interaction in the workplace is employees interacting with anything related to work at work whereas non-work interaction is employees interacting with anything not related to work at work. It is ideal to have a balance of both. 

Work-Nonwork Interaction in the Workplace

In the supplied hotel-employee comparison, backstage employees had significantly lower well-being than front-stage employees despite similar job demands. The difference was attributed to front-stage employees' greater exposure to aesthetically pleasing spaces. This finding indicates an association between workplace aesthetics and employee well-being in hotel settings; it does not by itself establish causation or generalizability to all workplaces.

Workplace aesthetics and hotel employee well-being

Aesthetic perspectives in workplace design explain how beauty and aesthetic appreciation can be understood in designed work environments. This concept provides the context for examining objectivist, subjectivist, and interactionalist accounts of aesthetic judgment.

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