Working and ageing - Cedefop - Europa
Working and ageing - Cedefop - Europa
Working and ageing - Cedefop - Europa
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<strong>Working</strong> <strong>and</strong> <strong>ageing</strong><br />
Guidance <strong>and</strong> counselling for mature learners<br />
these constructs be developed in training for careers advisers of all ages, to<br />
the extent that the adviserʼs age is not relevant? Research in the UK leading<br />
to the DfESʼs report on challenging age (DfES, 2003) concluded that older<br />
people welcomed the sight of some older staff, particularly on the ʻfront-lineʼ,<br />
but that respect, underst<strong>and</strong>ing <strong>and</strong> empathy from staff who were good<br />
listeners <strong>and</strong> client-centred was paramount. The report proposes ʻthird age<br />
championsʼ among career guidance staff, to ʻact as sources of special<br />
expertise to other membersʼ (DfES, 2003, p. 15).<br />
ʻThird age championsʼ might then be the focus for identifying how to offer<br />
career guidance services. Such staff could develop expertise <strong>and</strong> bring<br />
knowledge of conceptual frameworks such as those explored in this chapter<br />
to management <strong>and</strong> delivery of career guidance service, cascading knowledge<br />
<strong>and</strong> skill as appropriate to other advisers.<br />
10.4. A research agenda<br />
Further research is needed to develop <strong>and</strong> evaluate careers advisersʼ practice<br />
<strong>and</strong> how it suits the needs of their older clients. There are broad indications<br />
of how those needs differ from the career needs of younger people, but a<br />
dearth of research addressing the specific group in the decade up to <strong>and</strong> the<br />
years following conventional retirement age. Few of the studies cited placed<br />
the age group 50-70 years at the centre of attention, <strong>and</strong> some excluded them<br />
completely (comparing younger with much older people). Many of the studies<br />
included only men or only women, although career patterns <strong>and</strong> career/life<br />
concerns are inevitably different.<br />
Three str<strong>and</strong>s relating to time, respect <strong>and</strong> ʻgiving backʼ have been reviewed<br />
here. Further research is needed into the interrelationships between future time<br />
perspective, the psychological contract, work motivation <strong>and</strong> generativity, both<br />
across the decades of later working life, <strong>and</strong> whether different between or<br />
common to women <strong>and</strong> men. OʼNeil <strong>and</strong> Bilimoria (2005) review womenʼs<br />
development psychology, <strong>and</strong> propose that distinctive aspects of womenʼs<br />
development is relevant to their career development. This may have an impact<br />
additional to the impact of their child-bearing <strong>and</strong> family responsibilities. Almost<br />
all studies to date have been cross-sectional, so do not acknowledge age<br />
cohort differences, which are the subject of much comment as ʻbaby boomersʼ<br />
reach retirement age <strong>and</strong> generations X <strong>and</strong> Y constitute the younger adult<br />
workforce. None of the studies cited gave regard to change throughout the<br />
period from age 50 to age 70, although within any 20-year period of human