Synopses & Reviews
As populations age in countries across the world, the maintenance of welfare and social security systems will depend on the prolonged, productive employment of older workers. However, not much is known about the factors that determine whetherand howolder adults work. With Prolonged Employment of Older Workers, Kasia Karpinska helps fill in the gap. This timely study explores the managerial attitudes and worker characteristics that influence managers decisions to hire, train, and retain older employees. In the process, it suggests possible solutions to a problem that weighs heavily on many nations.
Review
"The book is well researched and identifies key issues whilst also suggesting practical solutions to these. Whereas much talent literature identifies younger employees as key assets, the authors of this book suggest that more seasoned workers are equally as valuable and need to be nurtured and empowered." --Emerald Journal: Industrial and Commercial Training (UK)
Synopsis
While many employers view their younger employees as their strongest assets, their more seasoned workers are often their most valuable. Written by experts in the field, Working Longer gives recruiters, managers, and trainers the tools they need to develop a senior-friendly workplace and to empower, coach, and keep their most experienced people.
Synopsis
For recruiters, mangers, trainers, human resources professionals, and anyone with influence over workplace culture, this unique business guide offers tools to help you develop a workplace that motivates and retains your most experienced--and most valuable--people.
Synopsis
While many employers have traditionally viewed their younger employees as their most precious assets, the truth is that their more seasoned workers are often their most valuable. Written by experts in the field of workforce education and the management of older workers, Working Longer gives recruiters, managers, and trainers the tools they need to nurture and empower these vital employees, such as:
* creative strategies for recruiting retirees and developing a senior friendly workplace
* career and performance management techniques for effectively motivating and engaging older workers
* instructional design facilitation methods that will enable older workers to upgrade their skills.
With compassion and wisdom, this is the only book that shows employers how to value, coach, and keep their most experienced people.
Synopsis
Prolonged and productive employment of older workers is a necessary condition to maintain welfare and social security systems threatened by ageing populations. Yet not much is known about the factors that define the opportunities for older workers in the labour market.
About the Author
William J. Rothwell, Ph.D. (State College, PA), is Professor-in-Charge of a graduate program in Workforce Education and Development at Penn State University. Diane Spokus (University Park, PA) is an adjunct instructor at Penn State University. Joel Reaser (Arlington, VA) is S. V. P. at the National Older Worker Career Center. Harvey Stearns, Ph.D. (Akron, OH) is the Director of the Institute for Lifespan Development and Gerontology at the University of Akron.
Table of Contents
1.1. Introduction
1.2. Ageing and labour market participation in the Netherlands........ 11
1.3. Previous research on older workers employment........................ 19
1.4. Theoretical perspectives................................................................ 21
2. The recruitment of early retirees: a vignette study of the factors that affect managers decisions
2.1. Introduction................................................................................... 27
2.2. The determinants of hiring desirability......................................... 30
2.3. Methods......................................................................................... 32
2.4. The findings................................................................................... 36
2.4.1. Hiring desirability.............................................................. 39
2.5. Discussion and conclusions.......................................................... 40
3. Hiring retirees. Impact of age norms and stereotypes
3.1. Introduction................................................................................... 45
3.2. Theory............................................................................................ 47
3.3. Data and methods.......................................................................... 52
3.4. Results........................................................................................... 58
3.5. Illustration of the effects of age norms......................................... 61
3.6. Discussion and conclusions.......................................................... 64
4. Retention of older workers: impact of managers age norms and stereotypes
4.1. Introduction................................................................................... 69
4.2. Theoretical background................................................................. 71
4.2.2. Attributes of employees..................................................... 72
4.3. Data and methods ......................................................................... 76
4.4. Results........................................................................................... 83
4.5. Discussion and conclusions.......................................................... 89
5. Training opportunities for older workers in the Netherlands
A policy capturing study........................................................................ 93
5.1. Introduction................................................................................... 93
5.2. Theoretical background................................................................. 96
5.3. Data and methods........................................................................ 100
5.4. Results......................................................................................... 105
5.5. Discussion and conclusions........................................................ 107
6. Conclusion
6.1. Background and the aim of the study......................................... 113
6.2. Summary of the results and conclusions from the
empirical chapters....................................................................... 114
6.3. Discussion and scientific relevance............................................ 121
6.4. Methodological considerations................................................... 125
6.5. Concluding remarks.................................................................... 127