Older Workers in Europe by Anthony Chiva, Jill Manthorpe

By Anthony Chiva, Jill Manthorpe

This interesting e-book brings jointly an awfully various number of insights, from a variety of specialists. A wide evaluate is created via the foreword, from Jumbo Klercq. This units the scene for the following chapters which study extra particular ways and methods of tackling age range and getting older within the place of work. A key contribution, via Sarah Harper, analyses the learn and proof on elements which impression on older staff. this can be complemented through an exploration of older employees’ attitudes to paintings in accordance with basic learn undertaken by way of Stephen McNair and Mat Flynn. Chiva and Manthorpe additionally comprise examples of leading edge perform in operating with participants, employers and intermediaries and have contributions from researchers within the united kingdom, France, Poland, Spain and Norway. Older employees in Europe is perfect for college students of gerontology, social coverage, sociology and human source administration. it is going to even be of curiosity to coverage makers and pros operating within the fields of employment and advice, coverage, economics, labour strength improvement and study.

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Organization for Economic Cooperation and Development (OECD) (2001) Ageing and Income: Financial Resources and Retirement in 9 OECD Countries. Paris: OECD. uk McGraw Hill - 152mm x 229mm - Fonts: Stone Sans & Stone Serif JOBNAME: McGraw−ChivaManthorp PAGE: 16 SESS: 15 OUTPUT: Fri Oct 24 13:57:22 2008 SUM: 4BC57F8B /production/mcgraw−hill/booksxml/chiva/02 WORKING IN LATER LIFE 23 Organization for Economic Cooperation and Development (OECD) (2003a) Ageing and Employment Policies – Sweden. Paris: OECD.

Flexible inclusive workplace The past 20 years have seen increasing recognition within OECD countries of the need to improve both physical and psycho-social work environments. The OECD report provides a template for developing inclusive age-integrated working environments based on flexibility and individualization (OECD 2003a). The working environment should be adapted through work rotation, reorganization of work tasks and ergonomic improvements, and employees should feel they have control over their own work situation wherever possible.

They are also the most keen to change jobs or seek a promotion within their firm. They are also the least likely to have set a retirement date as yet. This group thinks that training and career advice could most encourage older workers to extend working life. Two-thirds of the detachers are women. Although the majority are still motivated by the same factors as the enthusiasts, all of them are weaker. They are less likely to find their work challenging, and more likely to feel undervalued by their employers (although it is unclear which problem causes which).

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