Working and ageing - Cedefop - Europa

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196 Working and ageing Guidance and counselling for mature learners Box 10.1. Choosers, survivors and jugglers Choosers highly qualified (mostly graduates); professional/managerial; positive reasons for job change and retirement; high incomes; home owners; stay or retire from choice and for interest; two-thirds male. Survivors unqualified (50% have no qualifications); routine/semi-routine work; most likely group to be divorced/separated; negative reasons for change and retirement; poor health; if home owners – working; if renting – retired; two-thirds male. Jugglers qualified (below degree); spread across socioeconomic range; home owners; working part-time; work in SMEs; after retirement may take up voluntary work; almost all are married women. Source: Adapted from McNair, 2004. Generativity links with work adjustment for older people. It gives a continuing sense of momentum in the later stages of career, and contributes to a sense of personal growth and self-worth (Clark and Arnold, 2010). Conversely, ambition in the sense of gaining promotion and ʻclimbing the ladderʼ wanes, for most people, with passing years. Again, generalisation is a mistake. Clark (2007) finds that ambition and work centrality remain high for about one in seven of older male workers. But for six in seven, motivation moves with age from a competitive achievement focus to a more affiliative
CHAPTER 10 Career development in later working life: implications for career guidance with older workers 197 approach, prioritising cooperation over competition (De Lange et al., 2010). In womenʼs careers, ʻcareer satisfaction, achievement and success, and their desires positively to impact othersʼ (women aged 24-35) shifts to a focus ʻon contributing to their organisations, their families and their communitiesʼ (women aged 46-60) (OʼNeil and Bilimoria, 2005, p. 182-184). Careers advisers need to understand the potential for generativity to increase motivation to work and enjoyment of work. They need to be able to discuss the various forms it may take, and frame ʻgiving backʼ in terms that resonate with the particular client. Further research is also needed to explore types of generativity, and development of generativity over the decades from mature adulthood to the final stages of working life. A further pressing need is for research to examine possible differences between men and women in both regards. Flynn and McNair (2004) noted distinct gender distributions of their ʻchoosers, survivors and jugglersʼ (Box 10.1). Are Flynn and McNairʼs (2004) ʻjugglersʼ (predominantly married female) located in OʼNeil and Bilimoriaʼs (2005) ʻpragmatic endurance phaseʼ, identified as a typical middle phase in their study of womenʼs working lives? If so, will some or all of them progress to OʼNeil and Bilimoraʼs third stage of ʻreinventive contributionʼ? What are the factors that contribute to such development, and is the notion of ʻreinventive contributionʼ a different expression of the same notion as generativity? 10.3. Implications for career guidance and counselling Career guidance has become an embattled profession in England, although an understanding of career guidance as an expansive professional role exists in some European countries. The reflections offered here on the professional role of careers advisers can only sit uneasily where authoritarian policy and management dictates constraint on the ways of performing the work role and narrow measurement of outcome ʻtargetsʼ. An expansive view of professionalism, in career guidance as elsewhere, places value on reflective and reflexive practice. Careers advisers then can develop questioning of both their own and their employing organisationʼs skill and knowledge base. Such reflection may address who offers career guidance as well as how they offer it. Is guidance better provided by careers advisers who are themselves of an age to experience changes in time perspective and work motivation? Or can
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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 5 Cognitive ageing in older
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PART 2 Meeting the challenges - Eme
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unmet demand is limited, as is the
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people in the second phase (25-50)
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CHAPTER 7 Learning, work and later
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are now better than ever before, es
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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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