scholarly journals Age management in the workplace: manager and older worker accounts of policy and practice

2018 ◽  
Vol 40 (4) ◽  
pp. 784-804 ◽  
Author(s):  
Valerie Egdell ◽  
Gavin Maclean ◽  
Robert Raeside ◽  
Tao Chen
Keyword(s):  
Qualitative Research ◽  
Labour Market ◽  
Older Workers ◽  
Lived Experiences ◽  
Older Worker ◽  
Policy And Practice ◽  
Ageing Workforce ◽  
Working Lives ◽  
Labour Market Participation ◽  
The Impact

AbstractThe impact of an ageing workforce on the workplace is a concern internationally. Governments are increasingly encouraging the continued labour market participation of older workers, seeking to remove previous barriers to the extension of working lives and give more choice to workers. Despite these legislative drivers, research has consistently found a lack of systematic approaches by employers to prepare and benefit from these demographic and labour market changes. In this paper, qualitative research is drawn upon to examine how managers and older workers think about age and ageing in the workplace; the support put in place for older workers, as well as future priorities; and the lived experiences of the older workers. It is highlighted that employees’ age and fitness for work is treated on an individual basis, rather than having formal plans to manage the workplace for older workers. This thus indicates a hands-off approach from management.

De-standardisation and differentiation of retirement trajectories in the context of extended working lives in the Netherlands

2016 ◽  
Vol 40 (4) ◽  
pp. 890-912 ◽  
Author(s):  
Aart-Jan Riekhoff
Keyword(s):  
The Netherlands ◽  
Labour Market ◽  
Older Workers ◽  
Register Data ◽  
Market Participation ◽  
Men And Women ◽  
Market Withdrawal ◽  
Working Lives ◽  
Labour Market Participation

During recent decades, labour market participation among older workers in the Netherlands has increased significantly. Postponing workers’ labour market withdrawal potentially makes their retirement patterns more uncertain and less predictable. This article uses Dutch register data to analyse de-standardisation and differentiation of retirement trajectories of men and women born between 1940 and 1946 for the age bracket of 59–65 ( N = 12,843). The results indicate that retirement trajectories of men have become more homogeneous, whereas those of women somewhat more heterogeneous. Simultaneously, retirement patterns of both men and women became more complex from one birth year to another.

Retirement or committed to work?

2011 ◽  
Vol 34 (1) ◽  
pp. 80-90 ◽  
Author(s):  
Andrea Winkelmann‐Gleed
Keyword(s):  
Labour Market ◽  
Older Workers ◽  
Labour Force ◽  
Political Agenda ◽  
Market Participation ◽  
Content Type ◽  
Work Related ◽  
Working Lives ◽  
Positive Elements ◽  
Labour Market Participation

PurposeThe purpose of this paper is to provide a UK older worker's perspective on the influences of multiple work and non‐work related commitments on their decision to extend working lives or to retire. As demographic change and economic challenges related to the financing of health care and pension plans affect retirement policies, this paper seeks to explore the individual worker's perspective. Their choice is framed by seeking to balance financial security in later life with the positive elements of work and the desire to match work with other commitments, something hardly taken into consideration by employers.Design/methodology/approachThe paper combines findings from existing research studies and UK based, semi‐structured interviews conducted as part of two ESF (European Social Fund) funded projects aiming at extending labour market participation for older workers. Key areas, such as retirement planning, training, flexibility and health are explored and the organisational identities/commitment literature provides a conceptual framework for understanding the push and pull factors associated with labour market exit among the over 50s.FindingsFundamental to the success of changes in government pension policies in terms of extending labour market participation of older workers is the element of individual agency rather than a view of victimisation. Viewing older workers as the ones who have to pay for increasing life expectancy by working longer could lead to people staying in work for the wrong reasons, negatively affecting productivity and job satisfaction. The discussion and conclusion stress the need for deeper understanding of work as one contributor to overall quality of life.Originality/valueThe political agenda to prolong working lives is principally driven by economic arguments. However, for any future policies to lead to an intrinsic motivation to want to remain in work, the voices of older workers express the desire to combine work with non‐work related commitments and identities. Achieving such balance could benefit the whole labour force.

scholarly journals A new start? Negotiations of age and chrononormativity by older apprentices in England

2017 ◽  
Vol 38 (8) ◽  
pp. 1667-1692 ◽  
Author(s):  
PAULINE LEONARD ◽  
ALISON FULLER ◽  
LORNA UNWIN
Keyword(s):  
Qualitative Research ◽  
Older Workers ◽  
Vocational Training ◽  
Later Life ◽  
Older Age ◽  
Policy Initiative ◽  
Older Worker ◽  
Training Schemes ◽  
The Right ◽  
Opening Up

ABSTRACTThe decision to start a new career might seem an unusual one to make in later life. However, England has seen a steady rise in numbers of workers undertaking an apprenticeship in their fifties and sixties, through a government-funded policy initiative opening up training to adults at all stages of the lifecourse. At the same time, in most Western contexts, the amalgamation of ‘older’ and ‘apprentice’ presents a challenge to normative understandings of the ‘right age’ to undertake vocational training. What is it like to make a new start as an older worker? This paper draws on new qualitative research conducted in England with older apprentices, exploring how they found the experience and management of training ‘out of step’. Inspired by Elizabeth Freeman's temporalities approach, our findings reveal how powerful norms of age-normativity routinely structure understandings, experiences and identities of older-age training for both organisations and apprentices. While these norms demand careful negotiation by both apprentices and trainers, if managed successfully older workers gain significant benefits from their training. These findings have resonance not only for England, but for other international contexts considering expanding vocational training into older age. The paper concludes that if adult training schemes are to succeed, some fundamental changes may need to be made to understandings of age and ageing within contemporary workplaces.

“Fuller” or “extended” working lives: a critical commentary

2014 ◽  
Vol 15 (4) ◽  
pp. 237-240 ◽  
Author(s):  
Chris Phillipson
Keyword(s):  
Older Workers ◽  
Design Methodology ◽  
Labour Force ◽  
Working Life ◽  
Critical Assessment ◽  
Older Worker ◽  
Content Type ◽  
Working Lives ◽  
Critical Commentary ◽  
Practical Implications

Purpose – The purpose of this paper is to, first, provide some background to the treatment of older workers; second, highlight the distinction between a “fuller” and an “extended” working life; third, note the importance of separating out different groups within the category “older worker”; finally, identify areas for action to suppose those now facing working into their 60s and beyond. Design/methodology/approach – Commentary paper analysing development of policies towards older workers. Findings – This paper identifies problems implementing policy of extending working and provides various areas of action to support older workers. Research limitations/implications – This paper suggests extending work unlikely to be achieved without ensuring greater security for older workers. Practical implications – Importance of developing more support for older workers. Social implications – Challenge of resolving insecurity in the labour force as an impediment to extended working. Originality/value – This paper outlines a critical assessment of current government policy towards older workers.

Work–retirement cultures: a further piece of the puzzle to explain differences in the labour market participation of older people in Europe?

2017 ◽  
Vol 38 (8) ◽  
pp. 1527-1555 ◽  
Author(s):  
ANDREAS JANSEN
Keyword(s):  
Older People ◽  
Labour Market ◽  
European Social Survey ◽  
Market Participation ◽  
Economic Determinants ◽  
Legal Rules ◽  
Random Intercept ◽  
Labour Market Participation ◽  
The Individual ◽  
The Impact

ABSTRACTThe article examines to what extent culture is a further piece of the puzzle to explain differences in the labour market participation of older people in Europe. This approach is in clear contrast to the existing literature on that topic which is largely economically oriented and more focused on socio-economic determinants. In the first part, different theoretical conceptions regarding the impact of culture on individual actions are discussed with the aim of developing the concept of work–retirement cultures. In the second part, the article gathers empirical evidence on differences in the work–retirement culture in 22 European societies and analyses the interplay between the work–retirement culture and the labour market participation of people aged between 55 and 64 years using logistic random intercept regression analysis. The analysis draws on the third round of the European Social Survey. The results give some clear indications that the work–retirement culture plays its part in explaining differences in the labour market participation of older people in Europe and thus clarifies that the timing of retirement is not fully determined by pension policies. Accordingly, the results of the study illustrate that it is not sufficient to solely change the legal rules for the transition to retirement. Rather, people need to be additionally convinced of the individual benefits of remaining in employment.

scholarly journals To leave or not to leave: retirement intentions and retirement behaviour

2014 ◽  
Vol 36 (2) ◽  
pp. 259-281 ◽  
Author(s):  
PER ERIK SOLEM ◽  
ASTRI SYSE ◽  
TRUDE FURUNES ◽  
REIDAR J. MYKLETUN ◽  
ANNET DE LANGE ◽  
...  
Keyword(s):  
Labour Market ◽  
Older Workers ◽  
Good Health ◽  
Blue Collar Workers ◽  
Labour Market Participation ◽  
Low Education ◽  
White Collar Workers ◽  
Work Continuation ◽  
Work Up ◽  
Retirement Intentions

ABSTRACTResearch on the correspondence between retirement intentions and subsequent behaviour is scarce. We aimed to explore possible associations between retirement intentions and behaviour, using five-year high-quality quantitative panel data on Norwegian senior workers. Retirement intentions operate at different levels of firmness: (a) considerations; (b) preferences; and (c) decisions. Compared to work continuation considerations, a targeted age for retirement improved predictive power whether the target was preferred or decided, and particularly so if the target (i.e. the preferred or decided age of retirement), corresponded with a normative retirement age. Because more workers are able to state a preferred age of retiring than a decision about when to retire, preferences may be better proxies for retirement behaviour than decisions, when the issue is planning for policies. The correspondence between intentions and behaviour varies primarily by health, education and type of work. Older workers with poor health, and workers with low education, often retire earlier than they prefer. Blue-collar workers often retire earlier than they had decided. These findings illustrate the possible effect of labour market resources, not only for senior workers' labour market participation, but also for their opportunities to work up to the age they prefer or had decided. Even for white-collar workers and those in good health, constraints seem to apply when they wish to retire late.

scholarly journals A New approach to Helping the hard-to-place Unemployed

2017 ◽  
Vol 19 (4) ◽  
pp. 335-352 ◽  
Author(s):  
Niklas A. Andersen ◽  
Dorte Caswell ◽  
Flemming Larsen
Keyword(s):  
Labour Market ◽  
Vulnerable Groups ◽  
Employment Policy ◽  
Policy And Practice ◽  
Employment Services ◽  
Labour Market Participation ◽  
The Social ◽  
Knowledge Policy ◽  
Set Up ◽  
Developed World

The reforms of the social and employment services that have swept across most of the developed world since the 1990s have enormously expanded the groups of citizens receiving active employment measures. Nevertheless, up until now, most countries have only seen limited results from enhancing the labour market participation of the most vulnerable groups. We argue that the goal of including a greater share of the harder-to-place unemployed in the labour market is not likely to be achieved through the tried and tested ways of developing knowledge, policy and practice. Rather, we propose a different approach to generating and exchanging the necessary knowledge for developing active employment policy and practice. As an alternative to the evidence-based knowledge paradigm, we set up a model for knowledge production that is made through co-operation between practice and research. This model investigates the potential for integrated services and for co-production by acknowledging the importance of the experiences of frontline professionals and clients in developing employment services.

scholarly journals All precarious? Institutional change and turning points in labour market trajectories in Spain

2017 ◽  
Vol 39 (3) ◽  
pp. 408-422 ◽  
Author(s):  
Martí López Andreu
Keyword(s):  
Public Sector ◽  
Labour Market ◽  
Working Conditions ◽  
Career Paths ◽  
Social Inequalities ◽  
Employment Protection ◽  
Content Type ◽  
Working Lives ◽  
The Impact ◽  
Work And Employment

Purpose The purpose of this paper is to explore the effects of changes in employment regulation in Spain on individual labour market trajectories. It is well known that the Spanish labour market has been strongly hit by the 2007 recession. Furthermore, after 2010 and in the benchmark of “austerity”, several reforms were implemented to further flexibilise employment regulation. At the same time, public sector budgets suffered severe cutbacks, that impacted working conditions and prospects of public sector workers. These reforms were implemented by different governments and substantially changed previous existing patterns of employment. This paper explains how these reforms have reinforced previous existing trends towards greater flexibility and weaker employment protection and how they lead to a shift in the position of work in society. Design/methodology/approach The emerging patterns that these changes provoked are illustrated thorough data from narrative biographies of workers affected by a job loss or a downgrading of working conditions. The workers of the sample had relatively stable positions and careers and were affected by changes that substantially modified their paths. Findings The paper shows how reforms have expanded work and employment insecurities and have broken career paths. It demonstrates how the reforms have weakened the position of work and organised labour in society and how, when institutional supports are jeopardised, the capacity to plan and act is harassed by the traditional social inequalities. Originality/value The paper enhances the knowledge about the impact of institutional changes by analysing their effects in individual working lives by means of narrative biographies.

scholarly journals Heterogenous Older Workers: Older Women "Opting Out" in New Directions

1970 ◽  
Author(s):  
Barbara Myers
Keyword(s):  
Women Workers ◽  
Career Development ◽  
Labour Market ◽  
Older Women ◽  
Older Workers ◽  
Older Worker ◽  
Opting Out ◽  
Foreign Experience ◽  
Life Paths ◽  
Career Literature

Studies on older workers suggest that organisations expect to employ older workers in increasing numbers. To date, research focuses on strategy and policy thus contributing to the perception of the older worker as collectively an "issue.” Recent research confirms the persistence of some negative stereotyping of the older worker and suggests that increased employment levels for older workers may reflect employer expediency rather than a change in employer attitude. Anecdotal observations suggest that many older workers faced with expectations to continue paid work into their sixties and seventies, are seeking alternative life paths outside the labour market. Fragmentary commentary suggests that some older women are choosing to undertake an OE or ‘self-initiated foreign experience' (SFE), a period of autonomous travel and work in another country. While there is a nascent career literature on these foreign experiences that suggests that career development is a substantial outcome arising from what appears to be a serendipitous, youthful and carefree endeavour, there has been limited research on the careers of individual older women workers undertaking a SFE. By reviewing the extant literature on older workers and careers, this paper develops a conceptual framework to better understand the motivations, experiences and outcomes for these older women who exit the labour market and undertake a ‘foreign experience’ as a catalyst for renewal in life and career development.

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