By Jerry W. Hedge;Walter C. Borman;Steven E. Lammlein
This forward-thinking publication examines universal preconceptions approximately "the graying workforce," exploding myths and isolating truth from fiction. as a result of their specialist services, employees over the age of 60 will remain very important individuals to corporations. yet what are their specified wishes, strengths, and weaknesses? How does age have an effect on cognitive functionality, activity attitudes, and motivation? How do age stereotyping and employment discrimination have an effect on older adults? What sorts of employment styles will typify older employees? How can they most sensible be attracted and retained? The authors of this booklet offer "state of the technology" solutions to those questions. Psychologists, coverage makers, and human source team of workers will locate that the dialogue during this well timed booklet presents the impetus for inventive suggestions to destiny organizational demanding situations.
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Additional info for The Aging Workforce: Realities, Myths, And Implications For Organizations
Recall that age norms are widely shared judgments of the standard or typical ages of individuals holding a particular role or status. These beliefs, shared by the organization's personnel, about what happens to people as they age in a work environment produce the age norms for that organization. Consequently, then, these age norms sanction and reinforce specific behaviors within a given social system, thus producing age-related patterns of behavior. These norms, in turn, often have a direct and adverse impact on managerial behavior toward the older employee.
Finally, Bosma, van Boxtel, Ponds, Houx, and Jolles (2003), using data from the Maastricht Aging Study (Jolles, van Boxtel, Ponds, Metsemakers, & Houx, 1998), found that seniors with higher educational level showed less decline in information processing speed and general cognitive functioning than their less educated counterparts. It is important to note that these differences were lower when the lower education group had relatively high levels of work-related mental challenge. Leisure activities like reading and participation in continuing education also can contribute to the maintenance of cognitive abilities (Gribbin, Schaie, & Parham, 1980).
The vast majority of age-discrimination suits have used the disparate treatment theory. Although there is a consistency to the ADEA case law when the basis of the suit is the disparate treatment doctrine, much disagreement exists when disparate impact is the cause of the action. , 1984). The federal appellate courts have been in sharp disagreement as to whether disparate impact may be used to prove age discrimination. In 2002, a case before the Supreme Court seemed likely to resolve the conflict and clarify this issue.