Working and ageing - Cedefop - Europa

158
Working and ageing
Guidance and counselling for mature learners
emphasises opportunities for personal contribution, enjoyment and growth,
with pay and holidays less important. The list in order of priority consists of:
comprehensive retirement package, comprehensive benefits package, work
enabling the individual to learn and grow, work that is personally stimulating,
workplace that is enjoyable, flexible work schedule, work that is worthwhile to
society, 10% more in total compensation, flexible workplace, and two weeksʼ
additional paid vacation. This American publication raises issues and
challenges which are internationally applicable.
Flexible, individualised career paths, interest, and being valued are
important. Flynnʼs (2010) analysis of literature concludes that older workers
find that autonomy is important; workers who have this in their working lives
can decide whether and when they continue to work or retire as compared to
those forced to stay in working or to retire early (p. 314). There are positive
and negative influences for when people retire, they may retire early because
of financial incentives, such as advantageous pension schemes, or because
of home commitments, or not feeling valued at work. Income, qualifications
and job status are also influential. (p. 317). Older workers with high levels of
job autonomy, secure pensions, positive experiences in job transitions can
choose how they retire, while workers with insecurity in work, low wages, lack
of occupational pension entitlements may have to work longer. If workers have
the opportunity for flexibility, to reduce workload, feel valued and make a
phased transition, they can be more inclined to continue working; while,
workers feeling discrimination or being undervalued tend to leave early (2010,
p.319).
Older workers may have embarked upon their working lives with
expectations of long-term employment in one or few workplaces. They now
face rapid changes in work status, redundancy, unemployment, geographic
moves, career shifts and financial difficulties (Avedon, 1995). Counselling,
therefore, could provide assistance and support for individual workers and at
an organisational level, contribute to assessments to bring about improved
approaches to health and work conditions and job demands (Jenschke, 1999).
Guidance for skill development, updating technological skills, education and
training and career planning provides opportunities for transition and
adjustment. Jenschke (1999, p. 12) argues that it should be a whole life,
continuous process. Healthy and happier people are in a stronger position to
contribute to society, to remain independent longer and to live longer. This
personal aspect is recognised as important, albeit within a wider context of
national and international economic and financial difficulties.