Society sends numerous signals to those of us who reach official senior citizen status at age 55. Both personal and professional decisions and goals begin to adapt to that inevitable retirement date, which may no longer be age 65. Our institutions send mixed signals of early retirement incentives to individuals on the one hand, but loss of position threats to departments on the other. Elimination of a required retirement age allows individuals to plan past 65, with a number of options available. This forces departments to consider the final career years more closely than in the past. Maintaining viability and aggressiveness of faculty members during this phase of an individual's career is a challenge. Issues of deadwood on the one hand, vs. aggressive productivity up to retirement, can affect a department's capabilities. Discussion of this phase in faculty careers will center around both the individual and his/her department head who, hopefully, are on the same track regarding career direction, but often have different plans for the final years, e.g. semi-retirement and disengagement versus productivity to the last day. Faculty in departments with competitive peers and strong professional development programs throughout the career path lead to the latter as individuals approach retirement.
Analisis Teori Karir Krumboltz: Literature Review