scholarly journals Policy Adjustment as a Mediator between Older Workers Retention and Ageing Workforce. A Context for Action in Asia

2020 ◽  
Vol 13 (Number 1) ◽  
pp. 57-78
Author(s):  
Solomon Ozemoyah Ugheoke ◽  
Ruksana Banu ◽  
Munir Shehu Mashi ◽  
Muhammad Latif Khan
Keyword(s):  
Labor Unions ◽  
Older Workers ◽  
Population Aging ◽  
Age Discrimination ◽  
Aging Workforce ◽  
Social Challenges ◽  
The Past ◽  
Retention Policy ◽  
Policy Adjustment ◽  
Hr Managers

Over the past decade, HR managers have been much concerned about the demographic changes and advised to take positive approaches to the management of organizations. These changes significantly cause population aging globally, resulting in economic and social challenges. This study aims to examine older workers’ retention, policy adjustment, and the aging workforce in Thailand. Purposive sampling was used to select a total of 520 respondents higher education institutions. We found that despite the call to retaining older workers, the majority of employers exhibit stereotypic attitudes, and finding it difficult to retain and attract older workers. Even though there have been initiatives toward discrimination legislation concerning older workers, however, policymakers should be proactive. Government should need to develop policies that would permit increased levels of older workers’ retention and create better competencies in achieving planned economic goals. Organizations need to adopt strategic approaches to age management and labor unions must show great commitment to the campaign against age discrimination.

scholarly journals INTEREST GROUP SESSION—AGING WORKFORCE: WORK AND PRODUCTIVE AGING: OPPORTUNITIES AND CHALLENGES

2019 ◽  
Vol 3 (Supplement_1) ◽  
pp. S374-S374
Author(s):  
Jim Emerman ◽  
Cal J Halvorsen ◽  
Jim Emerman
Keyword(s):  
Older Workers ◽  
Population Aging ◽  
Nonprofit Sector ◽  
Later Life ◽  
Productive Aging ◽  
Aging Workforce ◽  
Social Purpose ◽  
New Ways Of Working ◽  
Older Volunteers ◽  
Challenges And Opportunities

Abstract With much of the world experiencing population aging and a strong need—and desire—among many approaching later life to work longer than past norms, individuals and institutions are experimenting with new ways of working. Yet given the complexities of navigating the work environment in later life, including aspects of cumulative (dis)advantage that help or hinder one’s work prospects, the pull to socially impactful work in the nonprofit sector, and the day-to-day experience of such work in later life, outcomes from this work can vary. Consequently, this symposium will focus on the challenges and opportunities of working longer and their relevance to a productive aging model. The first paper will provide a framework for engaging in the conversation on productive engagement in later life. It will give particular consideration to older workers with lower levels of socioeconomic status in OECD countries. The second paper will discuss results from more than 1,400 surveys of fellows and organizational hosts that have participated in the Encore Fellowships Network, which matches mid- and late-career workers (typically corporate retirees) to non-profit organizations seeking their skills and experience. The third and final paper will reveal findings from an experience sampling methods study of two groups of older adults over the age of 60: founders or leaders of social purpose organizations, and older volunteers. We will conclude by facilitating a discussion on ideas for future scholarship on longer working lives, with particular emphasis on individuals with less advantage as well as those pursuing social purpose work.

scholarly journals The Role of Working Memory and Attention in Older Workers’ Learning

2021 ◽  
Vol 14 (1) ◽  
pp. 4
Author(s):  
Effrosyni Angelopoulou ◽  
Zoi Karabatzaki ◽  
Athanasios Drigas
Keyword(s):  
Working Memory ◽  
Older Workers ◽  
Personal Development ◽  
Population Aging ◽  
Developed Countries ◽  
Aging Workforce ◽  
Memory And Attention ◽  
Corporate Learning ◽  
Learning Programs ◽  
Aging Phenomenon

<p class="0abstract">Nowadays, the aging workforce constitutes a worldwide reality in developed countries due to the population aging phenomenon. Consequently, it becomes urgent for the older workers’ learning to be enhanced for their personal development first, and then for the general progress of the organization. Working memory and attention play a crucial supporting role in older workers’ learning and contribute significantly to their active work life. This article presents the concepts of working memory and attention and their intertwined relationship highlighting their important role in the aging workforce learning. Alongside, the presented theoretical aspects may give the trigger for the greater interest for further research and study of key factors in working environments, which may affect the working memory and attention functioning in older workers, so that to be integrated into the future planning of corporate learning programs.  </p>

A Teams Perspective on Workplace Aging and Retirement

2019 ◽  
Vol 5 (3) ◽  
pp. 212-214
Author(s):  
Eduardo Salas ◽  
Jensine Paoletti
Keyword(s):  
Diversity Training ◽  
Population Aging ◽  
Age Discrimination ◽  
Future Research ◽  
Team Cognition ◽  
The Past ◽  
Organizational Interventions ◽  
Age Related ◽  
Compositional Changes ◽  
Work Structure

Abstract During the past decades, population aging, later retirements, and a shift to team-based work have left organizations with challenges associated with age-diverse teams and retirement from a team-based work structure. However, limited research has investigated the interplays between teams, aging, and retirement. Here, we overview the research at the intersection on aging and teams and discuss how aging is often a proxy for variables of organizational interest. Next, we outline the challenges associated with age-related faultlines and age discrimination. We then highlight areas for future research, such as team cognition and compositional changes associated with teammate retirement. Lastly, we discuss inclusive diversity training and bidirectional mentorships as potential organizational interventions for more cohesive age-diverse teams.

scholarly journals An Aging Workforce: A Manitoba Perspective

2013 ◽  
Vol 39 (1) ◽  
Author(s):  
Atlanta Sloane-Seale ◽  
Bill Kops
Keyword(s):  
Older Workers ◽  
Online Survey ◽  
Aging Workforce ◽  
Organizational Conditions ◽  
Public Sector Organization ◽  
Canadian Association ◽  
University Continuing Education ◽  
Hr Managers ◽  
And Training

This paper reports on the results of an online survey that asked Manitoba employers about the employment of older workers. The survey attempted to gain insight into benefits of and challenges to engaging older workers; strategies to recruit, retain, and engage older workers; and the role of education and training for older workers. This research was informed by an earlier inquiry about age, work, retirement, and lifelong learning where focus groups were conducted with senior management and selected human resources (HR) managers in a public sector organization. Those results were reported at the Canadian Association of University Continuing Education (CAUCE) Conference in 2010. The results of this survey provide a look at practices for retention, recruitment, and engagement of older workers, and they outline organizational conditions that allow those practices to be successfully implemented.

scholarly journals Policy Series: Illuminating the Intersection Between Employers and Experienced Employees: Current Research and Policy Directions

2020 ◽  
Vol 4 (Supplement_1) ◽  
pp. 808-808
Author(s):  
Brian Kaskie
Keyword(s):  
United States ◽  
Life Expectancy ◽  
Older Workers ◽  
Older Persons ◽  
Population Aging ◽  
The United States ◽  
Age Discrimination ◽  
Policy Alternatives ◽  
And Performance ◽  
Research And Policy

Abstract Population aging, resulting from the combination of longer life expectancy and lower birthrates, has widespread implications for both employees and employers across the United States. By2040, age55-plus workers are projected to account for more than25 percent of America’s workforce. Yet, even though we have gained a better understanding of the needs and preferences of aging workers, we know far less about the organizations which employ them. This symposium presents the latest research concerning: age discrimination in the workplace, intergenerational workplace arrangements, work ability and performance, and the increasingly varied pathways older persons are taking from work to retirement. We also examine how employers have addressed these issues, and consider why one type of employer may be more likely to adopt and implement a policy or program supporting older workers. Panelists then discuss policy alternatives that may increase and expand current employer efforts to support experienced employees.

An Overview of Rural to Urban Migration in China and Social Challenges

2019 ◽  
Vol 16 (2) ◽  
pp. 273-282
Author(s):  
Ziwei Qi
Keyword(s):  
Agricultural Production ◽  
Rural Populations ◽  
Urban Migration ◽  
Open Market ◽  
Labour Demand ◽  
Social Challenges ◽  
The Past ◽  
Internal Migrations ◽  
Rural To Urban Migration ◽  
Employment Sectors

The rural to urban migration in China represents one of the greatest internal migrations of people in history as rural populations have moved to cities in response to growing labour demand. One major cause of the increased labour demand was the “Reform and Open Market Policy” initiated at the end of the 1970s. The policy amplified the rural to urban divide by promoting a more thoroughly market-based economy with a corresponding reduction in the importance of agricultural production and a greater emphasis on non-agricultural market sectors. As a result, a series of economic reforms have drastically changed the cultural and social aspects of the rural area over the past three decades. Many social problems have been created due to rural to urban migration. These problems include institutional discrimination because of the restrictive household registration policies; social stigmatisation and discrimination in state-owned employment sectors and among urban residents; psychological distress and feelings of alienation.

Remaking Retirement

2020 ◽  
Keyword(s):  
Interest Rates ◽  
Older Workers ◽  
Older Persons ◽  
The United States ◽  
Older Population ◽  
The Past ◽  
Cost Of Education ◽  
The World ◽  
Low Interest Rates ◽  
Key Aspects

Around the world, people nearing and entering retirement are holding ever-greater levels of debt than in the past. This is not a benign situation, as many pre-retirees and retirees are stressed about their indebtedness. Moreover, this growth in debt among the older population may render retirees vulnerable to financial shocks, medical care bills, and changes in interest rates. Contributors to this volume explore key aspects of the rise in debt across older cohorts, drill down into the types of debt and reasons for debt incurred by the older population, and review policies to remedy some of the financial problems facing older persons, in the United States and elsewhere. The authors explore which groups are most affected by debt, and they also identify the factors causing this important increase in leverage at older ages. It is clear that the economic and market environments are influential when it comes to saving and debt. Access to easy borrowing, low interest rates, and the rising cost of education have had important impacts on how much people borrow, and how much debt they carry at older ages. In this environment, the capacity to manage debt is ever more important as older workers lack the opportunity to recover for mistakes.

How do employers think about older workers?

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Hila Axelrad ◽  
Alexandra Kalev ◽  
Noah Lewin-Epstein
Keyword(s):  
Older People ◽  
Thematic Analysis ◽  
Older Workers ◽  
Design Methodology ◽  
Age Discrimination ◽  
Retirement Age ◽  
Structured Interviews ◽  
Content Type ◽  
Pension Income ◽  
Significant Barrier

PurposeHigher pensionable age in many countries that are part of Organization for Economic Co-operation and Development (OECD) and a shrinking pension income force older people to postpone their retirement. Yet, age-based discrimination in employers' decisions is a significant barrier to their employment. Hence, this paper aims to explore employers' attitudes regarding the employment of workers aged 60–70, striving for a better understanding of age discrimination.Design/methodology/approachThe authors used a thematic analysis of semi-structured interviews with 30 managers, experts and employees in retirement age in Israel.FindingsFindings reveal a spectrum of employers' attitudes toward the employment of older workers. The authors' analytical contribution is a conceptual typology based on employers' perceived ability to employ older workers and their stated attitudes toward the employment of older workers.Social implicationsThe insights that emerge from this research are fundamental for organizational actors' ability to expand the productive, unbiased employment of older workers.Originality/valueBy understanding employers' preferences and perspectives and the implications on employers' ability and/or willingness to employ older workers, this research will help policymakers formulate and implement policy innovations that address these biases.

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