Working and ageing - Cedefop - Europa

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118 Working and ageing Guidance and counselling for mature learners Figure 6.1. Conceptual research model Organisational interventions Source: Authors. Management Older worker Younger worker Work organisation Innovation Learning Critical skills and knowledge retention Again, the link to improved organisational capacity, not pictured in the model, lies in the outcomes of the interventions, namely innovation, learning and knowledge retention. From this model some preliminary research questions for helping to direct the research have been derived. These are given below. Preliminary research questions The following research questions were developed using the model pictured above. While they are preliminary and subject to revision, they give a clear idea of the direction the research will be taking. The main question is what measures, related to an ageing workforce, can management take to increase organisational effectiveness. The answer will be a series of tested policy recommendations that can be used for designing organisational development trajectories in knowledgeintensive, service-based organisations. A mixed-methods approach to data gathering is probably the most suitable, due to the complexity of the research question (Gorard and Taylor, 2004). The following subquestions have been formulated to help guide further research in its exploratory phase: what processes occur in the relationship between older and younger workers that have an affect on learning, innovation and critical knowledge retention? How do organisational contexts affect the
elationships between older and younger workers that contribute to learning, innovation and knowledge retention? To answer these subquestions a combination of desk research and empirical work is needed. The research artefacts will be a set of general policy recommendations for different sectors. Once the exploratory part of the research is done, an experimental phase will begin aimed at developing knowledge about what types of interventions are effective (and why or why not) in promoting intergenerational learning in service of the organisation. Design of the interventions will be based on policy recommendations developed in the exploratory part of the research, theory and practice-based knowledge. Each intervention will be subsequently tested for both efficacy and effectiveness. A design-based research methodology will be used in this phase of the research because this specific methodology is a valid way for bridging the rigour-relevance gap mentioned above, and so often associated with organisational research (Andriessen, 2004; DBRC, 2003). 6.6. Concluding remarks CHAPTER 6 Intergenerational learning in organisations – A research framework 119 Focus of the research programme sketched out in this chapter is on helping organisations to develop capacity by capitalising on abilities of the ageing worker. The context of the research is in knowledge-intensive organisations employing large numbers of (ageing) knowledge workers. This makes designing programmes for stimulating intergenerational learning complex, as varying interventions will need to address three distinct levels within the organisation: (a) the greater collective, where awareness-raising programmes focused on eliminating negative stereotypes of older (and younger) employees might prove to be an important first step in an organisation-wide programme; (b) the individual worker, who might need guidance and counselling to understand the importance of lifelong learning within an organisational context; (c) group level, where interventions aimed at stimulating multiage (innovative), teams could be performed to raise social capital, breakdown generational barriers and generally improve innovative capacity. Complexity of the organisational environment as a context for policy experiments will add value to the research in regard to practical relevance, but at the same time constitute a threat to the rigour of it. In any case, this study on intergenerational learning in organisations will help contribute to our
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EN Working and ageing Guidance and
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A great deal of additional informat
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Foreword Population ageing is one o
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Acknowledgements This publication r
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8. Policy, research and practice: s
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14.2. Participation rates of indivi
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CHAPTER 1 Setting the scene: promot
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To improve quality and transparency
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Gomes present the set-up and outcom
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CHAPTER 2 Do European employers sup
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CHAPTER 9 Changing patterns of guid
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their continuing learning and devel
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CHAPTER 10 Career development in la
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life, much will change. Cate and Jo
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CHAPTER 11 Maintaining senior emplo
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CHAPTER 13 A Swedish programme for
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CHAPTER 14 Realising the potential
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CONCLUSIONS Ageing Europe at work -
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EN Working and ageing Guidance and
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