Academic journal article Journal of Positive Management

Managerial Assessment of the Problem of 50+ Employees

Academic journal article Journal of Positive Management

Managerial Assessment of the Problem of 50+ Employees

Article excerpt

1.Introduction

The period of prolonging professional activity of employees has been gaining in importance. That's why we need some organizational solutions that ensure benefits both to employers and employees, among others, protecting them against different barriers because of age. Barriers like: relations among cost and efficiency, rising salaries (due to age), less productivity and creativity, risk of absence. Financial model based on owners welfare versus elder staff introduces many questions and dilemmas. Only wide stakeholders analyse enables identification benefits of elder workers employment (Cichorzewska et al., 2015). The adopted name for these actions is age management (AM). Solving problmes resultet from age management requires suitable preventive measures to be introduced: they will enable promoting and keeping a high level of elderly employees (conventionally marked also with symbol 50+). It has cardinal value at the angle of rising the age of retire. Age management can be considered at three interrelated levels: individual, enterprise, and society (Mendryk, 2013). Each of them involves, however, specific for this level issues. On the corporate level it referring to e.g. productivity, competitiveness, work organization, attitudes towards changes, work environment (Grzesik, 2012). AM should not be regarded as a policy of preferring elderly people: it would be inconsistent with regulations forbidding discrimination (Szukalski, 2008) (including owing to age). On the other hand, the policy of levelling opportunities of people at various age is mentioned (Lesniewska, 2011). Levelling opportunities for elders in organizations needs special strategies and adequate practices. A natural need for analysing the problems of mature employee management [1] is to refer them to various areas of personnel function of an enterprise and even to the personnel strategy seen by specific programs, tools and good practices (Ilmarinen, 2005). Another perspective of AM may be CSR (Corporate Social Responsibility) which contains e.g. approach entitled diversity management, including age diversity management (Wziqtek-Stasko, 2012). Age management matches the general formula in business management (Malara, 2014) and even the creation of social innovation supporting business models (Kroik and Malara, 2013). Due to the weight of AM issues, for years various research initiatives in Europe and Poland have emerged, aiming at: examining the situation, developing practical standards, preparing model approaches and measuring commitment of enterprises, obtaining opinions of decision-makers and managers, etc. This paper analyses one of those initiatives, focusing on the search for any possible changes in the approach towards AM. Main aim of the paper is identification the changes in comparison to previous complex research of age management at Poland. Analysed areas referring to four issues: 1. Mangers consciousness about problem of elder workers. 2. Existing solutions and practices of AM. 3. Type of approach: system versus fragmentary. 4. Influence of organization capacity on AM.

2.Background and research premises

Premises to conduct research in the area of AM are diverse. Closer research results is included for instance in the paper by Koiodziejczyk-Olczak (KoiodziejczykOlczak, 2014). An important and frequent reason for research is a presumption of the significant impact of the climate of age discrimination on efficiency and 58 * effectiveness of an organization and the manner of perceiving importance of this climate by the management staff. Another research trend is an analysis of solutions applied in practice. These cases, termed as good practices, are intended to combat age barriers, promote age diversity, release potential of the work environment as a whole, maintain preventive character of actions including age context (Kwiatkiewicz, 2010).

There are also researches among concerned workers. Especially a group of employees in mature age, was also subject to research. …

Search by... Author
Show... All Results Primary Sources Peer-reviewed

Oops!

An unknown error has occurred. Please click the button below to reload the page. If the problem persists, please try again in a little while.