Working and ageing - Cedefop - Europa
Working and ageing - Cedefop - Europa
Working and ageing - Cedefop - Europa
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52<br />
<strong>Working</strong> <strong>and</strong> <strong>ageing</strong><br />
Guidance <strong>and</strong> counselling for mature learners<br />
economic <strong>and</strong> non-economic transitional forces are described as push, pull<br />
<strong>and</strong> jump processes, steering labour supply, <strong>and</strong> stay <strong>and</strong> (re)entry processes,<br />
steering labour dem<strong>and</strong>. The main questions for underst<strong>and</strong>ing these<br />
transitional forces, for example, from work into retirement <strong>and</strong> vice versa, are<br />
whether these transitional forces are based on structural constraints or on<br />
rational individual choices.<br />
Labour supply aspects are:<br />
(a) push forces: primarily endogenous work-related forces, such as worsening<br />
working conditions, increasing workload <strong>and</strong> work stress;<br />
(b) pull forces: primarily exogenous forces, such as favourable pension<br />
arrangements (such as early exit options);<br />
(c) jump forces: more based on individual preferences (choices between<br />
voluntary work <strong>and</strong> employment, leisure activities <strong>and</strong> employment, etc.).<br />
Labour dem<strong>and</strong> aspects are:<br />
(a) stay forces: primarily endogenous work-related forces, such as favourable<br />
continuing vocational training conditions in enterprises or working <strong>and</strong><br />
health conditions;<br />
(b) (re)entry forces: primarily exogenous forces, such as abolition of early exit<br />
options, increase of pension age.<br />
Transitional processes are partly determined by policy interventions from<br />
the State. National regulation of pensions <strong>and</strong> early retirement schemes partly<br />
determines the employment rate in the 55 to 64 age group. However,<br />
willingness <strong>and</strong> interest among enterprises to retain older members of their<br />
staff in employment <strong>and</strong>/or increase recruitment among unemployed older<br />
persons prepared to work again, is crucial. Besides policy measures <strong>and</strong><br />
economic conditions, a decision over staying or leaving the labour market also<br />
depends on a wide diversity of non-economic motivations of a jobʼs appeal<br />
related to individual preferences –compared with freedom to choose how to<br />
spend free time following retirement. It is a combination of economic <strong>and</strong> noneconomic<br />
motivations, incentives <strong>and</strong> disincentives, which steers transition in<br />
<strong>and</strong> out of work respectively.<br />
3.4.3. Transitional forces influencing labour supply<br />
Push The most decisive push factor is dismissal of employees. Such<br />
redundancies could be a result of general recession – or of reduced<br />
employment in some sectors or in certain enterprises in a sector.<br />
Another important push factor is (partial) disability of employees. A<br />
less decisive push factor would be worsening job conditions. Such<br />
worsening could affect most employees in an enterprise – or it could