Fluent Essays

Follow the instruction to write 1500words report of demographic businessYou need to chose one topic to expand and discuss from the given three topics in instructionPlease make sure you have to apply concepts from the lecture slides I sent youAll the work must be originalTurnitin report is required report_2_instruction_mgmt2016_s1_2020_updated.pdf mgmt2016_week_8_demographics_of_labour_force_and_employment.pdf mgmt2016_week_7_age_product_substitution_and_cohort_preference.pdf mgmt2016_week_9_business_locational_analysis_and_planning.pdf mgmt2016_week_10_demographic_changes_and_housing_demand_with_padlet_qs.pdf Unformatted Attachment Preview MGMT2016 - Business Demographics Report 2 Instruction Report 2 is to be submitted in Week 12. Please submit a softcopy of Report 2 to Turnitin via iLearn by 4:00pm on Friday, 29 May 2020. Total marks for Report 2: 50 marks. Report 2’s weighting of final grade: 30\% Write a report of approximately 1,500 words (excluding tables/charts/references) on one of the following topics: A. Demographic profile, employment status, occupational structure, distribution and inequality of individual income in Blacktown and Ku-ring-gai Local Government Areas (LGA) in New South Wales in 2016. B. Demographic profile, employment status, occupational structure, distribution and inequality of individual income in Liverpool and Willoughby Local Government Areas (LGA) in New South Wales in 2016. C. Demographic profile, employment status, occupational structure, distribution and inequality of individual income in Campbelltown and Northern Beaches Local Government Areas (LGA) in New South Wales in 2016. Suggested contents: 1. Demographic profile of your chosen LGAs could include the following information: location (e.g. inner city, urban fringe, or other locational features), total populations (e.g. size, changes over times etc.), population age structure (e.g. pyramids, ageing or not), educational structures of the population (e.g. \% of bachelor degrees and above), ethnic composition (e.g. \% of Anglo-Celtic, Asian, or other ancestry groups), migration status (\% Australia-born vs. overseas-born), and any other useful demographic information describing the differences or similarities of your chosen LGAs. This could provide useful background information and possible explanations for your discussion on employment and income distribution and inequality in the next sections. You could use data from TableBuilder and other sources (e.g. Community Profile, reports, or council publications). 2. Information on employment status (e.g. \% employed or unemployed, \% full-time or part-time) and occupational structure (\% of professional, manager, or labourers in the population, etc.) of your chosen LGAs could be obtained using TableBuilder or other sources (e.g. Quick Stats or Community Profile). 3. Information on distribution (e.g. percentage distribution) and inequality of individual income can be obtained using TableBuilder. You are expected to first use TableBuilder to generate income distribution data and then calculate appropriate indicator (e.g. Gini coefficient) to analyse inequality of income in your chosen LGAs. You should remove negative income category when calculating percentage distribution of households by income ranges and Gini coefficient. Please follow the Harvard Referencing format (available on iLearn) when citing the sources of your references. If you are in Law and Psychology disciplines, you could also follow the commonly used referencing format in your disciplinary areas as long as it is consistent throughout the report. Please be advised that the penalty for plagiarism could be severe. It is strongly advisable that you strictly follow an appropriate referencing format and acknowledge all sources of your references. Report 2 will be assessed by the structure and clarity of the report, application of demographic concepts and techniques, quality of data analysis, interpretation of the results, extensiveness of research and citations of literature, and correct referencing format. Report 2 should be typed using Word or other word processing program and submitted in the format of Word (or an equivalent format). MGMT2016 Business Demographics Week 8: 28th April 2020 Demographics of Labour Force and Employment Management Unit Convener Professor Fei Guo Recommended Readings • Alexandra Brown and Rochelle Guttmann (2017) Ageing and Labour Supply in Advanced Economies, Bulletin, December Quarter. • Deloitte (2011) The gender dividend: Making the business case for investing in women. • Joanna Abhayaratna and Ralph Lattimore (2006) Workforce Participation Rates – How Does Australia Compare? Productivity Commission. • Martins, Jo, Fei Guo and David Swanson (2018) Chapter 5 “Migration: Changing flows and views” and Chapter 10 “Population and Socio-economic Prospects”, in Global Population in Transition, Springer • OECD (2019)The Future of Work: OECD Employment Outlook 2019. 2 Recall from week 1 - Specific Rates in Labour Force Definition: Persons aged 15+ who are working or actively seeking work Age-Specific Labour Force Participation Rate (eg. for males aged x) = No. of Males Aged x in Labour Force  100 No. of Males Aged x Overall Labour Force Participation Rate (Used in ABS Statistics) = Total No. of Persons in Labour Force  100 Population Aged 15+ 3 Overall Female Labour Force Participation Rate (Used in ABS Statistics) = Total No. of Females in Labour Force  100 Female Population Aged 15+ Overall Male Labour Force Participation Rate (Used in ABS Statistics) = Total No. of Males in Labour Force  100 Male Population Aged 15+ 4 Example: Labour Force Participation Rates Australia 2001 and 2011 100.0 90.0 80.0 \% 70.0 60.0 50.0 40.0 30.0 Male (2001) Female (2001) 20.0 Male (2011) Female (2011) 10.0 0.0 15-19 20-24 25-34 35-44 45-54 55-59 60-64 5 65+ Labour Force Participation Rate – OECD definition • The labour force participation rates is calculated as the labour force divided by the total working-age population. • The working age population refers to people aged 15 to 64. • This indicator is broken down by age group and it is measured as a percentage of each age group. 6 Labour Force Participation rates, 2018 – selected countries (source: OECD.org) 7 Labour Force Participation rates, 1984-2018, some OECD countries (source: OECD.org) 8 Labour Force Participation rates, 1984-2018, Australia and OECD (source: OECD.org) 9 Employment Rate – OECD definition • • • • • • Employment rates are defined as a measure of the extent to which available labour resources (people available to work) are being used. They are calculated as the ratio of the employed to the working age population. Employment rates are sensitive to the economic cycle, but in the longer term they are significantly affected by governments higher education and income support policies and by policies that facilitate employment of women and disadvantaged groups. Employed people are those aged 15 or over who report that they have worked in gainful employment for at least one hour in the previous week or who had a job but were absent from work during the reference week. The working age population refers to people aged 15 to 64. This indicator is seasonally adjusted and it is measured in terms of thousand persons aged 15 and over; and as a percentage of working age population. 10 Employment Rates, 2020 selected countries (source: OECD.org) 11 Employment Rates, 15-24, 2020 selected countries (source: OECD.org) 12 Employment Rates, 25-54, 2020 selected countries (source: OECD.org) 13 Employment Rates, 55-64, 2020 selected countries (source: OECD.org) 14 OECD total workforce participation rates, 2005 Note: Workforce participation rate defined as the workforce (employed and unemployed) as a percentage of the working age population (i.e. those aged 15 years and over). Source: Productivity Commission, 2006 15 Recall – Demographic Transition and Changes in Age Structure 16 Working Age Population, 1970-2018, Source: https://data.oecd.org/ 17 Young Population, 0-14, 1970-2018 Source: https://data.oecd.org/ 18 Elderly Population, 65+, 1970-2018 Source: https://data.oecd.org/ 19 Low Fertility and Very Low Fertility Major industrialised countries have experienced low fertility in the past five decades and some have reached to very low level • • Europe TFR 2.66 in 1950s, 1.60 in 2015 US TFR 3.3 in 1950s, 1.89 in 2015 Fertility in major European countries and Japan are among the lowest. • • • Spain TFR 1.32 in 2015 Germany TFR 1.39 in 2015 Japan TFR 1.40 in 2015 Major demographically important country, China, has also reached to very low fertility level, a reversal of the trend is unlikely in the future. • China TFR 6.11 in 1950s, 1.55 in 2015 Source: UN Population Division (2016) World Population Prospects 2015. Source: UN Population Division (2016) World Population Prospects 2015. Consequences of Low Fertility – Slow or Negative Population Growth • Concerns about Europe’s shrinking population would lead its diminishing influence on the world stage (Longman, 2004; Wattenberg 2004). • • 2015 - 738 million (Europe) 2050 – 706 million (Europe) • UN’s Long-term projections suggest that Europe’s share of the world’s population will be reduced to only 7.3\% by 2050 (10\% in 2015 and 25\% in the late 19th century). • Populations in “the West” are not sustainable without implementing more vigorous and effective immigration strategies. In a number of countries, the number of deaths have exceeded the number of births • Germany since 1970s • Italy since 1990s • Russia and other Eastern European nations since the mid1990s Immigration prevented the overall population decline in Germany and Italy Russia and Eastern European population have been in decline for more than two decades, due to low fertility and no inflow of immigrants (UNDP, 2015; Coleman, 2015). Consequences of Low Fertility - Ageing • • Countries experienced sustained low fertility in the past decades are ageing and some have reached to unsustainable level of ageing. \% of aged 65+ in 2015 • • WORLD 8.3\% EUROPE 17.6\% • \% of aged 65+ will increase further, by 2050: • • S Europe 33\% E Europe 26\% Coleman, 2006; UNDP 2005. Structural Labour Shortage Structural labour shortages are evident in many countries, both unskilled and skilled labour force. Migrants have played an important role in filling up the shortages, e.g. in UK 2014: • • • • Labour intensive sectors: Elementary process plant occupations (43\% are migrants workers), cleaning and housekeeping (34\%), and food preparation and hospitality (30\%) Health professionals (28\%) Educational sector – Natural and social science professionals (24\%) Other sectors… Similar in many other countries Labour Shortage and Migrant Workers • • Many demographically advanced countries are experiencing population ageing and labour shortage in many sectors, such as agriculture, manufacturing, aged care and other service sector. International migrant workers played an increasing important role in filling the gaps in labour supply. 27 Jobs at risk of automation in OECD countries OECD (2019) The Future of Work: OECD Employment Outlook 2019. 28 The potential cost savings from using robots are significant in some emerging economies OECD (2019) The Future of Work: OECD Employment Outlook 2019. 29 Employment rate by education level, selected countries, 2016 Source: Martins, Guo and Swanson (2018) Global Population in Transition, Springer 30 Shifting Employment Sector • • • Employment by sector shows a substantial degree of specialisation with concentration of males in the industrial sector and females in services. However, there was a narrowing in the degree of specialisation in the period 2000–2013. This also applies in the case of agriculture where 44\% of females employed worked in that sector in 2000, and 38\% of males employed, the proportions narrowed down to 33 and 31\% respectively in 2013. In general, the share of employment in the agricultural sector declined, in which 40\% of those employed worked in 2000 and only 32\% in 2013. The proportion in industry rose slightly from 21 to 23\% during that period, but the proportion employed in services increased substantially from 39 to 45\%. Source: Martins, Guo and Swanson (2018) Global Population in Transition, Springer 31 World employment by sector by sex, selected regions, 2000 and 2013 32 Recent Increase in LFPR in Australia • A considerable increase in the labour force participation rate (ABS definition, population aged 15 and over is used) since September 2016, the participation rate has increased by 1.1 percentage points to 65.5 per cent, close to the highest level on record. Source: RBA (2018) Statement on Monetary Policy – May 2018 33 Labour Force Participation Rate - Australia Source: RBA (2018) Statement on Monetary Policy – May 2018 34 Recent Increase in LFPR Reasons – • This increase has been driven by higher participation of females – particularly those aged between 25 and 54 years – and older males. • The long-run overall upward trend in the participation rate of women aged over 25 years has accelerated recently. • In contrast, the participation rates of younger people of both sexes are below their levels of a decade ago. Source: RBA (2018) Statement on Monetary Policy – May 2018 35 LPFR by Age and Sex, Australia Source: RBA (2018) Statement on Monetary Policy – May 2018 36 Why Does Labour Force Participation Matter? • Workforce participation refers to the share of the working age population who are either in a job or actively looking for one. It ‘matters’ because it affects Australia’s economic growth potential. • Three key factors that impact on economic growth, often referred to as the three P’s, are population, participation (or labour supply) and productivity. • Population ageing heightens interest in labour force participation. Joanna Abhayaratna and Ralph Lattimore (2006) Workforce Participation Rates – How Does Australia Compare? Productivity Commission. 37 The ‘Three Ps’ of economic growth: Population, Participation and Productivity Joanna Abhayaratna and Ralph Lattimore (2006) Workforce Participation Rates – How Does Australia Compare? Productivity Commission. 38 Components of underutilised labour ABS definitions of the components of underutilised labour, including three components: • underemployed workers - Underemployed workers are employed persons who want, and are available for, more hours of work than they currently have • unemployed persons - Unemployed persons are defined to include persons aged 15 years and over who were not employed during the reference week (but looking for work) • marginally attached persons - Persons not in the workforce are considered to be marginally attached to the workforce if they want to work and are actively looking for work, but are not available to start work in the reference week, want to work and are not actively looking for work, but are available to start work within four weeks. Joanna Abhayaratna and Ralph Lattimore (2006) Workforce Participation Rates – How Does Australia Compare? Productivity Commission. 39 Labour force underutilisation rate, by sex and age, Australia 2005 Joanna Abhayaratna and Ralph Lattimore (2006) Workforce Participation Rates – How Does Australia Compare? Productivity Commission. 40 Percentage of overseas-born — Australia — 1891 to 2018 Source: ABS (2019) 3412.0 - Migration, Australia, 2017-18 41 Australias population by country of birth - 2018 Source: ABS (2019) 3412.0 - Migration, Australia, 2017-18 42 Australian Population Age Structure, 1993, 2013 Population structures of Australia, Country of birth, age and sex — 30 June 2018 Source: ABS (2019) 3412.0 - Migration, Australia, 2017-18 44 Australia’s Skill Migration Policy – • “Point System” skilled migration policy – rewards extra skilled points for specific occupations in designated sectors that suffer labour shortage. • International students have also responded to the policy by enrolling in “designated degrees” in Australian universities, e.g. Accounting, IT, Nursing, Engineering etc. • Regional migration scheme – encourages migrants, skilled or non-skilled, to have permanent settlement plan in nonmetropolitan areas, as ageing and labour shortage problems in regional Australia are even more severe due to out migration of young people to major cities, such as Sydney and Melbourne. PERCENT OF EMPLOYED PERSONS WITH A BACHELORS DEGREE OR HIGHER: 1996 AND 2001 CENSUSES Parr and Guo (2005) Occupational Concentration and Mobility of Asian Immigrants in Australia, Asian Pacific Migration Journal, Vol. 14, No. 3. 48 PERCENTAGE DISTRIBUTION OF EMPLOYED PERSONS BY OCCUPATIONAL GROUP AND SEX FOR POST-1996 CENSUS ARRIVALS AMONG SELECTED BIRTHPLACE GROUPS: 2001 CENSUS 49 Parr and Guo (2005) Occupational Concentration and Mobility of Asian Immigrants in Australia, Asian Pacific Migration Journal, Vol. 14, No. 3. 50 Analyse Employment Data Using TableBuilder Employment Status – Who is working? • Employment status – employed or unemployed • Employment status – full-time or part-time • Employment status – migration status Occupation - Who does what job? • Occupation by gender by age group (e.g. by 5 years or 10 years) • Industry by gender by age group • Occupation by gender by education level (school and nonschool) • Occupation by gender by country of birth • Occupation by the first ancestry • Occupation by geographic unit 51 Who are better/worse off economically? • Income by occupation by gender by age group • Income by industry by gender by age group • Income by ethnicity by gender • Income by employment status by gender • Income by geographic unit • Household income by … • Individual income by … 52 Contribution by Migrant Workforce • Where they are from – Country of birth • What they do and how they fare • Occupation by country of birth by gender by age groups • Income by country of birth by gender by age groups • Education by country of birth by gender by age groups 53 Issues Concerned by Governments Regional government • Local service provider (public assistance, service programs), need to understand the diverse needs of the community State government • School education (need to understand population structure, school age population, household etc) • Transportation (means of transportation to work) • Housing Planning (population growth and distribution) • Aged care and health care facilities 54 Federal government • Employment and unemployment • Job creation in different sectors • Economic growth • Ageing of population and productivity • Migration policy implementation • Aged care and health care 55 Gender Dividend in Business • Gender Dividend – the return generated by fully integrating women into both the workplace and the marketplace. • Gender Dividend - benefit that is earned by making wise, balanced investments in developing women as workers and potential leaders as well as understanding women as consumers and their impact on the economy. • Gender Dividend - should be reflected in increased sales, expanded markets, and improved recruitment and retention of a key talent segment. Deloitte Report (2011) “The Gender Dividend: Making the business case for investing in women”. 56 Women’s Educational Attainment Deloitte (2011) 57 Increasing Importance of Women in Workplace and Marketplace • Women represent a significant percentage of the workforce, especially educated workforce; • But they have not reached a proportional role in decisionmaking in many industries. • Gender diversity is also closely linked to the growing role of women as consumers. As women’s spending power increases, they contribute to a growth opportunity for businesses. • Because women tend to spend differently from men, companies need to understand women’s preferences in order to capitalize on this growth. • Having both women and men in decision-making roles gives organizations the perspective they need to increase sales and fuel growth. Deloitte (2011) 58 MGMT2016 Business Demographics Week 7, 21st April 2020 Age Product Substitution and Cohort Preferences Unit Conv ... 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