Active ageing in organisations: a case study approach

Abstract

Ageing workforce is a major trend that characterizes the demographic evolution of Europe, which generally affects the society, but also the organizations from economic and social point of view. Employers should change their negative perceptions of ageing workforce, whereas the changes that occur along with ageing are unable to influence the efficiency of work, assuming that a suitable strategy implemented to prevent and manage potential problems. The paper includes European and national statistics on the issue, a case study analysing the workforce ageing management in a Romanian manufacturing company, which has succeeded in achieving the active ageing target, and-on this basis-several good practice recommendations given on the approach employers should have on the workforce with regard to age.

Diversification of activities in the field of age management

“…Zróżnicowanie działań z zakresu ZW zależy zarówno od momentu rozpoczęcia ich wdrażania, jak i od uwarunkowań występujących w danym kraju, nazywanych "kulturą zatrudniania związaną z wiekiem" (age-related employmet culture) (Frerichs, Lindley, Aleksandrowicz, Baldauf, Galloway, 2012). W literaturze dotyczącej ZW w krajach europejskich najczęściej spotykany jest podział wyróżniający kraje skandynawskie, ze szczególnym uwzględnieniem przykładu Szwecji, kraje Europy kontynentalnej, do których zalicza się m.in.…”

Work Environment and the Origin of Ageism

“…Even though the performance or productivity of a worker in itself is rarely viewed as a coherent, analytically easily determinable factor, a negative relationship with age is often almost automatically assumed (Ng and Feldman 2012). Instead of acknowledging that workers age individually and that their productivity is affected by their abilities (physical and cognitive limitations due to age) (Cardoso et al 2010), education and work experience (outdated or obsolete skills) as well as by work environment related factors such as age-appropriate workplaces and/or career development opportunities (Frerichs et al 2012), older workers are often seen as less productive than their younger counterparts (Ng and Feldman 2008). A closer look at the scientific literature reveals that existing studies do not support this one sided view as they appear to be inconclusive in this regard: Some researchers conclude that ageing populations have a negative effect on labour market productivity, whereas others suggest that at the company level, a higher share of older workers is associated with higher productivity (Van Dalen et al 2010).…”

Formal Lifelong E-Learning for Employability and Job Stability During Turbulent Times in Spain

“…Especially since this learning mode is not being analysed from both the standpoint of adults in higher education (Broek & Hake, 2012) and in organisations (Frerichs, Lindley, Aleksandrowicz, Baldauf, & Galloway, 2012). Moreover, this is happening within an economic and social context that changes how career development is managed (Barabasch, Merrill, & Zanazzi, 2015), and where students have the possibility to choose between face-to-face or e-learning systems, according to several successful factors and research approaches that do not include employability outcomes (Broadbent & Poon, 2015;Lin & Wang, 2012;Mohammadi, 2015).…”